Sophia HamiltonMcDonald's UK confirmed changes to its MyMcDonald's Rewards programme effective 17 March 2026, requiring staff retraining and adjusting how millions of customers earn and redeem points. The timing lands just weeks before sweeping new protections under the Employment Rights Act 2026 kick in — changes that directly affect fast food workers across the country.
What McDonald's Changed — and Why It Matters to Workers
The updated MyMcDonald's Rewards system introduced a revised tier structure and new point thresholds for earning and redemption. Staff at counter, drive-thru and kiosk positions required training on the new system ahead of the 17 March rollout. The update also coincided with a CARDS meal promotion running through 27 April 2026, offering character cards with selected meals to drive app engagement.
The change itself is routine — loyalty schemes evolve regularly, and McDonald's UK operates one of the country's largest quick-service restaurant networks. But it lands during an unusually significant moment for the UK's fast food workforce. April 2026 marks the start of several Employment Rights Act provisions that directly affect zero-hours workers, part-time staff and those on flexible contracts — groups that make up a substantial share of the industry.
The Employment Rights Act 2026: What Changes for Fast Food Workers
The Employment Rights Act 2025, which begins its phased implementation in April 2026, introduces protections that consumer-facing, shift-based employers like McDonald's will need to comply with. Key provisions include:
Guaranteed hours for regular workers: Employees who work regular hours over a defined reference period will gain the right to a contract that reflects those hours. Zero-hours contracts will no longer allow employers to offer no guaranteed shifts to workers who routinely work consistent patterns — a significant change in a sector where unpredictable scheduling is common.
Strengthened unfair dismissal rights: The qualifying period for unfair dismissal claims drops significantly. Workers will be able to bring claims earlier in their employment — a major change for high-turnover sectors where dismissals during probation periods are common.
Day-one rights extended: Several protections that previously required a qualifying period will now apply from the first day of employment, including protection from automatically unfair dismissal in certain circumstances.
Statutory sick pay expansion: Eligibility is being extended to lower earners previously excluded, which will benefit many part-time fast food workers who previously fell below the lower earnings limit.
According to GOV.UK guidance on the Employment Rights Act reforms, employers have until April 2026 to begin compliance with the first wave of changes, with further provisions rolling out through 2027.
What Fast Food Workers Should Know Right Now
If you work in a fast food environment — or any shift-based role — here is what changes in your favour from April 2026:
Track your regular hours now. If you consistently work similar hours each week, document them carefully. This will be relevant if you want to claim a guaranteed-hours contract under the new rules. Screenshots of shift rotas, payslips showing consistent hours, and written communications from managers all count as evidence.
Know your right to written terms. From day one, your employer must provide written terms of employment. If you have not received these, request them formally and in writing. Failure to provide them is itself a breach of employment law.
Understand how your holiday pay is calculated. Recent analysis found that many fast food workers are underpaid on holiday pay, particularly those on irregular schedules. Holiday pay must be calculated based on actual earnings over a 52-week reference period — not a flat rate. Underpayment is common and often goes unchallenged.
Whistleblower protections strengthen. If you raise concerns about health and safety, discrimination, or illegal practices, your protection against retaliation is broader under the new Act. Keep records of any concerns you raise and any responses you receive.
When Should a Worker Seek Legal Advice?
Employment law is complex, and fast food workers — often young, on variable contracts, and unaware of their rights — are among those most likely to be underpaid or treated unfairly without realising it.
You should consult an employment lawyer if:
- Your employer cuts your hours without notice or explanation after you raise a complaint
- You have been dismissed shortly after asserting a right, such as requesting guaranteed hours or raising a grievance
- Your payslip does not match your expected wages, including tips, holiday pay or bonuses
- You have experienced discrimination based on age, gender, ethnicity, pregnancy or part-time status
- Your employer is refusing to allow you a union representative or companion at a disciplinary hearing
Expert Zoom connects workers with qualified employment lawyers who can review your situation confidentially. Getting an initial consultation before taking formal action can make the difference between a successful claim and a missed opportunity.
Disclaimer: This article provides general information only. It does not constitute legal advice. For your specific situation, consult a qualified employment lawyer.
