Workers employed by subcontractors at Camp Nou have spoken out against insults, racism, and discriminatory treatment from some supervisors connected to the Limak group. They describe a pattern of labor exploitation and mistreatment that has emerged within the renovation project of the Barcelona Football Club stadium. In this report, workers of sub-Saharan origin share their experiences under a veil of anonymity to protect themselves from retaliation.
One worker, identified here as Alex, says there is not only unpaid overtime but also persistent racism, including being called derogatory names like “damn black.” Access to certain facilities is restricted on the basis of skin color, according to several accounts.
Legal experts who spoke with the publication labeled these practices as racist and urged formal reporting. Yet many workers hesitate, fearing job loss, non-renewal of work permits, or confiscation of documents if their identities are revealed.
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One worker, whose contract shows he began work on the renovation last June with a Limak-subcontracted firm, requested anonymity. He stopped working at the stadium two months ago but worries about retaliation if his name or face is disclosed. He describes severe mistreatment: bosses who shout, who speak to workers with contempt, and who treat them differently based on race, saying, “they are very racist.”
Limak has stated that it was not aware of these behaviors and condemns them. The company also indicated it would launch an internal review to verify the claims and take appropriate action if verified.
Banned for skin color
Alex, who works on restricted-access construction zones, recalls being told he could not enter these areas after his first few days. He was told by Turkish supervisors that black workers were not wanted, and that white workers should stay in those spaces. A US-origin workforce from Eastern Europe was later brought in to perform similar tasks in those zones, which he says underscores racial exclusion. He adds that this is racism and that legal professionals agree the conduct is racist.
Lawyer Josep Granados and SOS Racism Catalonia emphasize that such behavior falls squarely within acts of discrimination based on skin color.
Insults and humiliations
Assane, another worker who asked to remain unnamed, reports being subjected to racial slurs. He describes fellow workers who routinely disrespect him, using terms that dehumanize based on skin color. He recalls the moment when white workers were moved ahead of Black colleagues during a shift, despite equal qualifications, and argues that everyone should be treated the same when performing equal work.
He contends that if his presence is unwanted, the firm should not hire him at all, but insists that insults cannot be tolerated. The Turkish construction firm has responded by saying it is not aware of any ethnic or racial discrimination by Limak workers or subcontractors up to now.
Granados stresses that any discrimination that offends, discredits, or places a person at a disadvantage must be condemned without reservation. Carlos Castilla, a lawyer and human rights and immigration expert, notes that the distinctions in treatment are explained by skin color rather than job role or training, and argues that workers performing the same tasks as their white counterparts should be afforded the same opportunities.
Limak maintains that it adheres to the United Nations Global Compact, which calls for zero tolerance of all forms of discrimination, including ethnic discrimination.
Speaking up matters
Granados encourages affected workers to raise awareness and seek accountability to prevent these cases from becoming routine. Castilla suggests that victims can report incidents through multiple channels, including NGOs such as SOS Racismo’s free Assistance and Complaints Service (SAiD). Other avenues include the Barcelona City Council’s Non-Discrimination Department or the Generalitat’s Road Equality Department. Catalan equal treatment laws provide avenues for administrative sanctions, and cases can also be reported to Inspecció de Treball. Castilla urged management to act decisively and not ignore the issue.
Source notes emphasize the importance of documentary evidence—obligations, possessions, or witnesses—that can support claims. The conversation points to a broader societal response to ensure that discriminatory practices do not become normalized in the workplace.