McDonald’s faces new harassment claims for its abhorrent failure to protect employees from harm, following revelations of ongoing sexual misconduct within its franchises. 

This comes just a year after the fast-food chain signed a legally binding agreement with the Equality and Human Rights Commission (EHRC), in which it pledged to protect its employees from sexual harassment and enhance its complaints procedures.

In July 2023, a BBC investigation uncovered alarming instances of sexual misconduct, racism and bullying across McDonald’s franchises. These findings were revealed just months after the company’s long overdue commitments to implement a zero-tolerance approach towards uncivil behaviour, improve existing complaints policies, and roll out comprehensive anti-harassment training. 

McDonald’s new harassment claims include pressures to perform sexual favours

The investigation featured testimonies from former and current employees, revealing over one hundred deeply disturbing incidents of misconduct, many of which were perpetrated by management personnel. Of particular concern were multiple allegations of junior employees being pressured into performing sexual favours. Furthermore, the investigation highlighted numerous failures to act on reported concerns raised, even when video or witness accounts were available. Disappointingly, many employees were left feeling as though anti-harassment training was not taken seriously, leaving them feeling demotivated and fearful of speaking up. 

In response to findings, McDonald’s CEO, Alistair Macrow acknowledged that the company had ‘fallen short’ of its commitments. He made a promise to investigate ‘all allegations brought’ forward, noting that ‘all proven breaches of our code of conduct will be met with most severe measures we can legally impose’. Both McDonald’s and the EHRC have since established confidential reporting channels, allowing staff to raise concerns anonymously.

The issue persists

Despite committing to numerous measures aimed at improving workplace culture within the company, the situation has not improved.

In early January 2025, the BBC reported over 160 new allegations of abuse within the company, some of which were strongly reminiscent of earlier complaints, indicating that little progress has been made. The EHRC has reportedly received over three hundred complaints related to misconduct, many of which involving employees under the age of eighteen. One 17-year-old employee recalled being ‘asked for sex in return for extra shifts’, while others shared feeling ‘fearful’ to go into work and ‘traumatised’ from their own disturbing experiences. 

Earlier this month, the Business and Trade Select Committee questioned Macrow about the company’s abhorrent failure to tackle its toxic culture. Committee Chair, Liam Byrne, bluntly asked whether the fast-food chain has ‘become a predators’ paradise’, noting that ‘this kind of abuse flourishes where there is an imbalance of power in the workplace.’

Stamping out McDonald’s toxic culture

As McDonald’s faces new harassment claims, how should the fast-food chain respond? Whilst it has taken some steps to improve reporting mechanisms, it is clear that the underlying workplace culture enabling such unacceptable behaviour to persist has not been adequately addressed.

Much more needs to be done to ensure that the toxic culture is stamped out, and that employees are protected from further harm. Those in leadership positions must be mindful of their obligations, not only to the EHRC, but also to their staff. With the recent implementation of the Worker Protection Act, we can anticipate an increase in legal action from those who have suffered misconduct whilst working at McDonalds. 

Key takeaways for HR professionals

With the above in mind, what are the key takeaways for HR professionals?

It’s important to have robust policies in place so that unacceptable behaviour can be identified and dealt with quickly and efficiently.

It’s also vital to encourage communication and openness, and have clear avenues for reporting sexual harassment, so employees feel able to speak about and come forward with their concerns.

Employers should also implement regular training programmes for staff explaining what is unacceptable behaviour and making it clear to employees what they should do if they or a colleague have been subjected to it.