The Equality and Human Rights Commission (EHRC) has taken decisive action by directly writing to every McDonald’s franchise in Britain, reminding them of their legal responsibilities and potential consequences for non-compliance.
EHRC’s Latest Intervention
On March 14th, 2025, all McDonald’s franchises received formal letters outlining their obligations under the Equality Act 2010 to prevent discrimination, harassment, and victimization of workers. The equality regulator explicitly warned franchisees that failure to comply would put them “at risk of enforcement action.”
This intervention follows fresh allegations of harassment and discrimination in McDonald’s restaurants revealed by the BBC in January, which were subsequently addressed by McDonald’s CEO Alistair Macrow during testimony to the House of Commons’ Business and Trade Committee.
Legal Agreement Context
While McDonald’s Restaurants Limited (MRL) signed a legally-binding agreement with the EHRC in 2023 to prevent sexual harassment, individual franchises were not parties to this agreement. The recent letters clarify that despite any collaborative efforts with the parent company, franchisees bear their own legal responsibility to fully comply with equality laws.
Statement from EHRC Leadership
John Kirkpatrick, Chief Executive of the EHRC, emphasized that all businesses in Britain must comply with the Equality Act regardless of size. He noted that guidance has been provided to franchisees explaining how to meet legal duties, and warned the EHRC “will not hesitate to take appropriate regulatory action” against businesses breaking equality law.
Kirkpatrick also revealed the EHRC is “actively working with McDonald’s Restaurants Limited to strengthen our ongoing legal agreement with them in the light of the serious allegations raised from workers.”
Legal Requirements and New Duty
The letters explain employers’ responsibilities under the Equality Act 2010, including the new preventative duty implemented in October 2024 requiring employers to take reasonable steps to prevent sexual harassment from workers, suppliers, and customers.
Recommended preventative measures include regular risk assessments, safeguarding vulnerable workers, and establishing effective complaint procedures.
Enforcement Powers
The EHRC outlined its statutory enforcement capabilities, including formal investigations when unlawful acts are suspected. Importantly, the Commission can take enforcement action against franchises that fail to take reasonable preventative steps, even if no sexual harassment has yet occurred.
- EHRC sends direct letters to all UK McDonald’s franchises on March 14th
- Letters outline legal obligations under Equality Act 2010
- Action follows fresh harassment allegations revealed by BBC in January
- Franchisees warned of enforcement action for non-compliance
- EHRC working to strengthen existing agreement with McDonald’s parent company