McDonald’s, one of Britain’s largest employers, is under renewed scrutiny as it faces a strengthened crackdown on sexual harassment and abuse within its UK restaurants. On November 7, 2025, the Equality and Human Rights Commission (EHRC) announced a fresh set of legally binding measures, extending and deepening an agreement first signed in 2023. This move follows persistent and disturbing allegations of sexual abuse, harassment, and discrimination at McDonald’s outlets across England, Scotland, and Wales—a situation that has sparked public outcry and legal action involving hundreds of young workers.
According to the BBC, the EHRC’s intervention was prompted by “serious allegations raised” about the treatment of McDonald’s staff, many of whom are teenagers and young adults. The watchdog’s latest actions come after its original plan, agreed with the fast-food giant in 2023, failed to quell reports of ongoing abuse. The situation escalated earlier this year when the EHRC wrote to every McDonald’s in Britain, warning that franchise owners could face legal action if they did not take concrete steps to protect their staff from sexual abuse.
The new measures, as detailed by both the BBC and The Guardian, require McDonald’s to introduce enhanced sexual harassment training for managers, with a special focus on the grooming of young workers and the risks posed by social media. In addition, the company has agreed to bring in an external body to review its handling of harassment claims, a move designed to ensure greater transparency and accountability. The strengthened agreement also mandates that complaints against managers be investigated outside the restaurant where the alleged incident occurred, and that an external auditor be hired to scrutinize the performance of McDonald’s new complaints handling unit.
Baroness Kishwer Falkner, chairwoman of the EHRC, stated, “After serious allegations were raised, we decided we needed to update the action plan with stronger actions that were more specific to the way McDonald’s operates. We’re pleased with the significant steps McDonald’s has agreed to take towards a safer working environment for its staff and recognise the hard work they’ve done so far.” She added, “Once completed, the actions that make up this legal agreement will ensure that there is zero tolerance for harassment at McDonald’s and there are clear routes to report and resolve complaints if it does occur.”
But for many workers and advocates, the changes cannot come soon enough—and some remain skeptical about their effectiveness. One former McDonald’s employee, who spoke to the BBC as part of its initial investigation, remarked, “They’ve looked at what they can possibly do, in terms of what will sound promising enough, but not actually what will bring change. I don’t actually think they have any personal desire to make the change, I don’t think they care enough. It’s a check box for them to tick, like just with the training, it’s something on a to-do list and they think they’ll do it and it’ll go away, but it just won’t happen.”
These doubts are underscored by the sheer scale of the problem. Since the first BBC exposé in 2023—released just after the initial EHRC agreement—more than 160 people have come forward to the BBC with fresh allegations, while the EHRC has received over 300 reported incidents of harassment. Earlier this year, law firm Leigh Day was instructed by hundreds of current and former McDonald’s staff, many of them aged 19 or younger, to start legal action. More than 450 restaurants have been implicated in these claims, which also detail discrimination, homophobia, racism, ableism, and bullying alongside sexual harassment.
Specific stories collected by the BBC paint a troubling picture: a 19-year-old worker described managers who would “touch up” staff, leaving some colleagues afraid to go to work; a 21-year-old said she was inappropriately touched by managers and sexually harassed by customers, only to be told to “suck it up” when she reported it; a 16-year-old in the West Midlands recounted being bullied, shouted at, and sworn at by managers; and a 20-year-old said a male manager sent her topless photos, prompting her to leave her job.
The legal response has been swift and wide-ranging. Kiran Daurka, an employment lawyer at Leigh Day, told BBC News, “I think we can assume that the equality watchdog wouldn’t be taking this action if things were ok at McDonald’s. They already had their initial agreement with McDonald’s in 2023. So the EHRC appear to be concerned that not enough progress has been made.” Daurka also highlighted the need for “more interrogation” of the relationship between McDonald’s corporate leadership and its franchisees, noting that issues of sexual harassment can often “fall between the gaps.”
McDonald’s, for its part, insists it is committed to reform. A spokesperson said, “Over the last three years, alongside our franchisees, we have embedded an extensive set of robust and far-reaching initiatives, as part of our steadfast commitment to ensuring a safe working environment in McDonald’s restaurants. We welcome the fact that these measures have been formalised within the latest EHRC agreement. This will build on the significant progress we have already made in this space.” The company pointed to a range of initiatives, including enhanced training, improved onboarding practices, and the launch of a new digital “Speak Up” channel, available 24/7 and designed with input from young employees. According to McDonald’s, “In the latest anonymous employee survey, 95% of people are aware of ways in which they can speak up.”
Despite these assurances, worker representatives say more needs to be done. Ian Hodson, national president of the Bakers Union, which represents food workers, told the BBC, “It’s a huge problem. Workers should be entitled to go work without being sexually harassed, and employers should have a duty to act.” The union, along with legal advocates, continues to call for “real change” at McDonald’s and for robust mechanisms to ensure that complaints are taken seriously and resolved promptly.
McDonald’s employs approximately 148,000 people in the UK, according to its own figures, though other sources put that number as high as 170,000 across 1,450 restaurants. The average age of its employees is just 20, underscoring the vulnerability of its workforce. In response to the 2023 BBC report, McDonald’s brought in consultants from PricewaterhouseCoopers (PwC) to audit its restaurants, another step in what the company describes as a comprehensive effort to create a safer workplace.
The new safeguarding plan, devised with external experts, will be rolled out not only in company-owned outlets but, it is hoped, also across franchisee-operated restaurants. Although franchises are not directly party to the EHRC agreement, they are expected to adopt many of the action points. McDonald’s has also pledged to strengthen risk assessments and encourage staff to speak out whenever something feels wrong.
As the legal, regulatory, and public pressure mounts, the coming months will test whether these measures can deliver the “zero tolerance” culture promised by both McDonald’s and the EHRC. For the thousands of young people who make up the backbone of the company’s workforce, the hope is that real change is finally on the menu.
