McDonald’s

McDonald’s is one of the largest employers in the UK and Ireland with over 1390 company owned and franchised restaurants serving nearly 4 million customers per day. One of our greatest strengths is our diversity; we have 129,000 employees ranging in age from 16 to 91. With 9 out of 10 Business Managers and a third of executive staff starting from crew we have a great retention rate.

Top Employer Awards Winner 2017

Our Company

Working for McDonald’s is more than just a job. We’re a business that aims to have a positive impact in everything we do, ranging from environmental issues to our employees mental health. We offer good value, quality food and a fantastic experience for our customers, but it’s not just about the meals we serve each year. It’s also about the hundreds of communities across the UK and Ireland where you’ll find our restaurants, and the thousands of people who work in those.

Our Culture

Things move fast at McDonald’s, whether we’re serving our customers or helping our people build their futures. In our workplace, we promote flexibility, opportunity, equality and development.

McDonald’s employees come from all walks of life, but share a common approach: positivity. We know that happy employees help to make happy customers, so we want you to enjoy your work.

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The new 9-5

We believe that to attract, retain and motivate talented individuals, employers need to create opportunities that genuinely work for people whatever their age, life stage, or ambition.

So in 2018 we commissioned some research, to map the new ‘9-5’ as we wanted to better understand working lives in the UK today and how this will change in the future – polling people up and down the UK.

We discovered that the way we are working in the UK is in flux, with people looking for a ‘job that works for them’. For example, many of us want to start earlier, finishing earlier.

Opting for longer days and compressed hours in place of the traditional 9-5. It’s all about flexibility and in the UK we’re no longer looking for a job for life. We’re looking for a job for our life.

More flexible. More rewarding. More choice.

The benefits of understanding how people want to work today are compelling. For people and for business. That’s why we will continue to create jobs that suit different lifestyles and life stages, whether it’s a mum looking to fit a job around family commitments or someone looking to stay with us, progress and take advantage of the training we offer.

Did you know?

  • Over 85% of McDonald’s employees tell us that they love the flexibility their job offers them
  • 9 in 10 of our Business Managers started with us as Crew members
  • Each year we invest £40 million in training to develop our people
  • 1/3 of our executive team started their career in one of our restaurants
  • We employee over 110,000 employees in the UK alone

See also: McDonald’s celebrated for innovation over hourly paid employees 

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Championing dads at work

Q&A with Paul Pomroy, CEO of McDonald’s UK&I

Paul Pomroy, CEO of McDonald’s UK&I

Why is it important to McDonald’s to champion dads at work?

Paul Pomroy: It’s important for us to champion everyone at work – dads, mums, students, carers – everyone has different priorities and different situations at home. It’s important that we offer progression and development opportunities for all, but also flexibility so that work can fit around life – from restaurant to head office. Like many of our employees, I’m a dad of two young boys and being able to be there for bath and bed time is really important to me. My wife is a busy working mum, so having that flexibility is really key for us both.

We’re nothing without our people – they are what make McDonald’s, so listening to them and what they need is essential.

How does McDonald’s promote flexible working and ensuring a work life balance amongst its employees?

PP: We offer our people the choice of a guaranteed hours or flexible contract, giving people the option to choose. We talk to our people to ensure we understand what works for them. We use these conversations to create jobs that suit different ages, lifestyles and life stages – whether it’s parents looking to fit a job around family commitments or a student looking to earn some extra money at the weekend.

Our survey shows many dads are afraid to ask for flexible working for fear of the impact on their career progression. What more needs to change? Do the kind of support mechanisms offered to mums need to be promoted to dads e.g. employee networks?

PP: The ability to work flexibly should never have a negative impact on a person’s career progression. This applies to both mums and dads, as well as non-parents. Flexible working isn’t a ‘parent issue’, it’s a ‘people issue’.

We believe that everyone should be given the opportunity to work more flexibly, but that doesn’t diminish ambition, desire or opportunity to progress. The business case for flexibility is clear, too: if employees are happier, more motivated and more loyal, they tend to be more productive.

You brought in the guaranteed hours contracts. What has been the feedback internally and externally?

PP: We announced in April 2017 that all of our employees would be offered the choice of a flexible or guaranteed hours contract, following a year of trials in selected restaurants. Since then, the majority of our people, around 80%, have chosen to stay on their existing flexible contracts, as they value the ability to work around their other commitments.

We are proud to offer our people the option, so they can choose what works best for them. In fact, Matthew Taylor used us as a case study in his review of Employment Practices in the Modern Economy, highlighting that we offer our 120,000 employees the choice of a flexible or fixed contract.

Why is a multi-generational workforce good for business?

PP: We are one of the largest employers in the UK and we are proud to employ a multigenerational workforce of over 120,000 people, spanning more than seven decades.

In 2016, we carried out research that revealed multigenerational working enhances McDonald’s business performance. Teams that bring together a mix of people of different ages and at different life stages are fundamental to creating a happy and motivated workplace and to delivering a great customer experience.

Our customer base is extremely varied, so having a diverse workforce of people from different ages, backgrounds and experiences is really important to reflect that and ensure we challenge our thinking internally.

How important is it that senior male managers walk the talk on flexible working and work life balance?

PP: It’s really important for everyone to promote flexible working – not just those who are male or senior – but you have to walk the talk and I try and lead from the top. In the office, for example, we don’t have a culture of presenteeism; I leave the office “loudly” at 5.30pm each evening and I say goodnight to everyone; with so many working mums and dads, we don’t want a culture of working late.

Training and Development

Great opportunities at McDonald’s come with training to match. Every year, we invest over £40 million in developing our people. Every one of the 129,000 employees working for McDonald’s has the opportunity to take part in structured training, whether it’s in customer service, team work or financial management.

Plus, you can achieve an array of qualifications with us, many of them nationally recognised. It’s about you. Whatever you want to get out of your career – with McDonald’s, you can

Customer Experience Team Leaders

Competitive pay & benefits
Everyone has a memory of McDonald’s. What we want to do is make sure they’re always fond ones.

That’s where you come in
Customer Experience Leaders guarantee that every customer who walks through their restaurant door is welcomed, has everything they need and leaves feeling special.

You’ll spot and quickly fix any problems that may affect the customer experience. You also know what makes people happy and will go out of your way to make feel good moments they won’t forget.

Rewards and Benefits
Whatever you’re looking for from a job, you can find it with us. We offer our Customer Experience Leaders flexible hours, accredited training, fantastic career prospects and a whole host of other rewards and

Apply here

Case Study:

Managing my life and my work

I first applied to McDonald’s because I’d heard they were a really flexible employer – I’m always busy, so that was really attractive to me.

I help out at a local youth group, taking girls on camping trips, things like that. I also volunteer at a swimming club where I help kids learn to swim and I do a lot of charity bits and pieces.

But because I can move my shifts around, I’m able to keep it all up.

The business is always changing, so it never gets boring. Plus I’ve picked up loads of skills I can use in my everyday life – I even do the accounts for my mum’s club!

Carly, Shift Manager

Turning a Stop Gap into a Career

This job started as a bit of a stopgap – a way to earn a bit of extra money once the kids had left.

But over the last six years, it’s become a career. I was promoted to Shift Manager, and I know I can always count on the support of my brilliant team.

In my free time, I love to meet up with my friends – we usually go to the cinema or out for dinner.

But most of all I like to spend time with my daughter. I’m lucky that, because I can usually move my shifts to fit around my life, I can do it all.

Kim, Shift Manager

Before working for McDonald’s, I was fortunate to be a stay-at-home mum. I had always worked in Customer Service before having children and was keen to find a job where I could work closely with customers again.

Sitting in a room typing all day would drive me mad! So when the position for Customer Experience Leader came up in McDonald’s, I jumped at the opportunity.
A typical day for me includes handing out balloons to the children that come in, helping people to use our self-service kiosks and generally just looking after everyone that comes in.

I make sure everyone has everything they need and that they’re having the best experience they can.

I have a great relationship with my manager. I feel I can go to her with my ideas and she listens.

McDonald’s is a great place if you want progression, and a great place still if you don’t. I would like to be involved with training new people when they join. That’s the next step for me.

What I love most about McDonald’s is the team spirit. It’s like a big family – it sounds like a cliché, but it’s true! Everyone supports each other and if I ever need time off to look after the children, I can move my shifts around which is great!

Joanne, Customer Experience Leader