McDonald's and Burger King claim they pay better, yet staff shortages persist

The industry association says McDonald's and Burger King pay better but cannot find staff

On November 26, 2024, the Restaurant Brands trade association provided figures to the complaints circulating in the branded fast-food sector. The association, which groups McDonald's, Burger King, Telepizza, 100 Montaditos, Vips, and Lizarrán, among others, states that 87% of the groups had difficulties hiring employees last year and that 81% suffers from absenteeism issues. In nearly six out of ten companies, turnover exceeds 20%, and 74% of businesses also wish to expand their workforce.

The organization represents 49 companies, over 170 brands, 8,000 locations, and 200,000 employees, with 8.1 billion euros in annual revenue. Their argument is that the problem is not money: "our brands pay better and offer better work-life balance and professional development plans," summarizes their economic vice president. However, the difficulty in retaining this talent cited in reports does not quite align with the salary figures circulating in the sector.

How much does an entry-level McDonald's employee earn?

The modern restaurant collective agreement divides staff into four levels. The level I, the highest responsibility level—restaurant managers and team leaders—has a base salary of 1,305.07 euros per month, which amounts to 18,271 euros annually spread over 14 payments, according to the breakdown cited in the debate. Since July 1, 2024, this figure rises to 1,500 euros monthly. Between level I and level IV, calculations from those who have reviewed the tables show a difference of barely 200 euros.

For the basic position, team members, references circulating among employees mention ranges between 7,000 and 15,000 euros gross annually, with an average of 13,000 and bonuses that in the best cases reach 3,000. With the interprofessional minimum wage at 15,876 euros in 2024, the comparison is stark: some of these ranges, which may include part-time shifts, fall below the legal floor.

The cost of living: 2,182 euros per square meter

There is an explanation that reappears in every discussion: the salary is not low in abstract terms, but low relative to the cost of living. According to figures crossed in the debate, the price per square meter rose from 2,088 euros in January 2006 to 2,182 in September 2024, a 4.5% increase over nearly two decades, while salaries grew by 8.1% over 31 years and cumulative inflation since 2020 hovers around 20%.

The result, according to those participating in the thread, is that a full-time contract at a burger joint now covers a room, not an apartment. Those who argue that the problem is a lack of labor supply encounter calculations like the one launched in the debate: 1,200 euros in net pay against 600 for rent in a provincial area. With that remainder, they say, it is difficult for turnover to drop below 20%.

How much would the burger need to cost to pay 2,000 euros?

Here the debate intensifies. The argument repeated by those defending the sector is that the franchisee's margin is minimal, that the brand collects its fee regardless, and that investment in machinery and furniture eats up the rest. The data partly supports this: spending in restaurants rose by 2.4% to 42.209 billion euros, branded restaurant services exceed 30% market share, and nine out of ten companies expect to close the year with higher sales.

If this is true, the uncomfortable question is where the salary increase comes from. A menu at 20 euros? Fewer locations? Staff who serve and cook simultaneously? The full breakdown of margins per sales unit and the franchise structure is exactly what no one publishes in full, and without it, the discussion remains slogans.

Absenteeism and hours that do not match the agreement

Absenteeism reaches up to 15% in the most extreme cases and exceeds 10% in 30% of companies. Behind this are sick leaves, split shifts, and schedules communicated with very little notice, according to accounts appearing in the thread.

On paper, the collective agreement exists. In practice, some report complementary hours paid below the value of the ordinary hour, meaning below the minimum wage itself. This is the point the trade association does not break down: it is one thing not to find workers, and another not to find them at that price and schedule.

Foreign labor, automation, and background noise

Part of the analysis suggests that the way forward is to bring in foreign workers; another responds that the real problem is that working full-time no longer allows for independence, and a third points to automation as the only profitable exit: fewer staff, more machines, and goodbye to customer conflict. Meanwhile, the trade association insists that the sector is particularly exposed to any changes in labor regulation and demands addressing the issue alongside institutions.

The figures are on the table: 87% with hiring problems, 81% with absenteeism, turnover above 20% in six out of ten chains, and three out of four companies wanting to grow. What is missing is a figure showing how much the menu would need to rise for everything to add up. Without that data, the alert remains just that, an alert.