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The probe was triggered by anonymous complaints submitted through Speak Up, Nestlé’s independent reporting channel, back in May.
And don’t expect a soft landing for Freixe: the company confirmed he would leave without a severance package.
What makes this story so infuriating is how clearly it exposes corporate America’s two-tier system. Companies like Nestlé invest millions into compliance training, forcing rank-and-file employees to attend tedious seminars on workplace relationships and disclosure rules.
Slip up? You’re gone. No exceptions. No mercy.
But for executives, the rules are often treated differently—or ignored entirely behind closed doors.
Not in this case.
Paul Bulcke, Nestlé’s chairman, defended the decision: it was “necessary” and underscored that “Nestlé’s values and governance are strong foundations of our company.”²
Translation: No one is above the rules—not even the CEO.
The drama doesn’t stop there. Freixe had only been CEO since September 2024, replacing Mark Schneider, who was fired for underperformance.³
That means Nestlé has now dismissed two CEOs in just twelve months.
“The loss of two CEOs and a chairman in a year is of historic proportions for Nestlé,” Ingo Speich, head of corporate governance at Deka investment firm, told reporters.⁴
This isn’t corporate-speak for “business as usual.” It’s a red flag signaling major instability at the top.
Freixe’s misstep is part of a larger pattern. Corporate America is seeing a wave of executive terminations for workplace relationships.
Steve Easterbrook, McDonald’s CEO, was fired in 2019 for a consensual relationship with an employee.⁵ BP’s Bernard Looney resigned in 2023 over undisclosed relationships.⁶ Intel’s Brian Krzanich lost his CEO role in 2018 for violating non-fraternization policies.⁷
Even summer headlines were rocked by Astronomer’s Andy Byron and HR executive Kristin Cabot, caught on a Coldplay concert “kiss cam,” leading to immediate resignations.⁸
The lesson? These executives know the rules—they often helped write them. They just assumed the rules were for everyone else.
About half of all U.S. companies now enforce formal anti-dating policies, up 25% since 2005.⁹ Boards are finally realizing these scandals hurt shareholders and tarnish reputations.
Firing Freixe without a golden parachute sends a clear message: the rules apply to everyone, even the people at the top. The era when executives could flaunt company policies and walk away with millions may be ending.
For employees watching from the factory floor or corporate cubicles, this is a moment of justice. For shareholders, it’s a sign that companies are finally prioritizing accountability over the old boys’ club culture.
And honestly? It’s long overdue.
