CEVA Logistics Limited Review - Real Employee Experience

Published: 2 December 2025

CEVA Logistics Limited, a global logistics and supply chain management company, presents a complex and often troubling picture when scrutinized through the lens of employee experience in the UK.

While the company handles an extensive network of operations and serves as a key player in freight and warehouse management, reviews from current and former staff paint a starkly different internal reality.

Employees report a workforce under intense pressure, with management practices described as inconsistent, unsupportive, and at times hostile.

Across multiple sites, issues ranging from poor communication and low morale to bullying, excessive workloads, and minimal career progression appear persistent and systemic.

Allegations of favouritism, discriminatory behaviour, and disregard for employee welfare further suggest that organizational culture is misaligned with industry best practices.

This review collates employee experiences over nearly a decade to provide a clear-eyed assessment of CEVA Logistics as an employer.

Critical aspects such as pay, management quality, work-life balance, health and safety, career advancement, and workplace culture provide an evidence-based insight into why the company consistently struggles with retention, morale, and operational cohesion.

Editorial note: Content on this page reflects commonly reported employee experiences observed across publicly available review platforms. It represents opinion and commentary, not verified facts, and does not reproduce individual reviews.

Company Details

• Company name: CEVA Logistics Limited
• Company number: 01291251
• Incorporation date: 17 December 1976
• Registered (head) office address: Ceva House, Excelsior Road, Ashby-de-la-Zouch, Leicestershire, England, LE65 9BA
• Main telephone contact (UK): 0330 587 7000
• Website: cevalogistics.com
• Industry: Transportation, Logistics, Supply Chain and Storage
• Company size: 10,001+ employees
• Headquarters: Marseille, Provence-Alpes-Côte d'Azur, France
• Type: Privately Held
• Specialties: logistics, freight forwarding, contract logistics, transportation, 3PL, distribution, air freight, ocean freight, rail, warehousing, solution design
• Primary SIC / Nature of Business (UK): 52290 - Other transportation support activities
• Previous company names & periods:
  • TNT Logistics UK Limited - 13 Feb 2002 to 11 Dec 2006
  • Taylor Barnard Limited - 26 Feb 1992 to 13 Feb 2002
  • Taylor Barnard Transport Services Limited - 17 Dec 1976 to 26 Feb 1992
• Estimated size / scale (UK): turnover over £54M; more than 250 employees
• Registered as a waste-carrier / broker under registration number CBDL197718 (lower tier) at Ceva House, Excelsior Road, Ashby-de-la-Zouch, LE65 1NU
• Upper-tier registration exists under CBDU198046 for the same company

Working Hours and Breaks

Working hours at CEVA Logistics Limited are routinely long and physically demanding. Shifts frequently stretch to 10–12 hours, and overtime is treated less as an option and more as an expectation.

Refusing additional hours often leads to friction with management, and employees report that overtime is scheduled with minimal notice.

Weekend shifts - especially Saturdays - are commonly assigned, leaving workers with limited personal time and a poor work-life balance.

Breaks throughout the day are short and often poorly respected. Staff are regularly called back to work early, even when their break entitlement has not been fully taken.

Break management is inconsistent, with certain teams or individuals receiving more leniency while others are closely monitored.

In busy periods, breaks feel rushed, insufficient, and tightly controlled, creating a sense that resting is a privilege rather than a basic workplace requirement.

The overall pace of work is relentless. With high targets, constant pressure, and limited downtime, the long shifts become draining quickly.

For new starters, the workload is overwhelming; for long-term workers, the combination of long hours and inadequate breaks contributes to chronic stress, fatigue, and deteriorating morale.

Pay, Perks, and Benefits

Pay at CEVA Logistics Limited sits firmly in the average to below-average range for the logistics sector, with many workers feeling their earnings do not reflect the pace or physical intensity of the job.

Basic wages are often described as only just acceptable, and several employees report being “underpaid and overworked.”

Where pay is considered reasonable, it is typically tied to roles requiring heavier physical effort or longer hours, raising questions about whether higher rates simply compensate for an unsustainable workload.

Bonus structures are inconsistent and frequently criticised. Workers describe bonuses being delayed, withheld without explanation, or promised but never delivered.

Agency staff, in particular, report being misled about progression to permanent contracts and missing out on benefits they were initially told they would receive.

Perks are limited. A few sites offer small gestures such as free tea, the occasional staff meal, or a Christmas gift, but these are modest and do not compensate for the larger structural issues.

Overtime is often unpaid, especially when employees stay longer to complete tasks - an expectation that further erodes the value of the overall package.

Benefits tied to long service or career development are effectively absent.

Opportunities for progression are described as non-existent, and salary increases are rarely mentioned.

Even experienced staff with several years in the company report stagnant wages and no clear pathway to improve their earnings.

Training and Management

Training at CEVA Logistics Limited is inconsistent and often insufficient for the demands of the job.

New starters are frequently left to “figure everything out” on their own, with little structured guidance or hands-on support.

Despite the complexity of some roles - including technical positions, SAP-related tasks, or specialised logistics operations - training is described as minimal, rushed, or entirely absent.

As a result, employees are forced to learn through trial and error, leading to frustration, mistakes, and a lack of confidence in their work.

In several locations, supervisors provide contradictory instructions or fail to communicate changes, creating further confusion on the warehouse floor.

Management is widely criticised across departments and sites. Reports consistently describe a leadership culture that is disorganised, unapproachable, and heavily politicised.

Team leaders often lack basic people skills, and managers are noted for being dismissive, unsupportive, or openly rude.

Decision-making is fragmented, with some managers prioritising internal cliques over fairness and competence.

Staff who raise concerns - whether about bullying, performance pressures, or safety issues - find that HR offers little support, and complaints frequently go unresolved.

Communication between management and workers is a recurring weak point. Instructions are unclear, changes are poorly communicated, and on some sites management is described as “invisible” until something goes wrong.

When problems arise, the focus often shifts to blame rather than solutions, leaving employees feeling exposed and undervalued.

Agency workers face the harshest treatment, with promises of permanent contracts or progression regularly broken.

Work Environment and Culture

Many sites operate with a constant sense of urgency, driven by demanding pick rates, tight deadlines, and a relentless workflow that provides little space for recovery or reflection.

The warehouse floor is often chaotic, with poor communication and inconsistent procedures contributing to daily frustration. Staff regularly describe the environment as exhausting, stressful, and mentally draining.

A recurring issue across locations is the prevalence of bullying, blame-shifting, and favouritism.

Several accounts highlight an entrenched clique culture where certain employees are protected and others are singled out or micromanaged.

This culture is reinforced by management’s reluctance to challenge inappropriate behaviour, allowing problems to linger and morale to deteriorate.

Employees who speak up about unfair treatment, safety concerns, or operational issues often feel ignored, dismissed, or punished for raising valid points.

Team spirit varies by site, but even in places where co-workers are friendly, the overall atmosphere remains overshadowed by poor leadership and systemic mismanagement.

High staff turnover is common, with many employees leaving after short periods due to burnout, lack of support, or the sense that the company views people as expendable.

Agency workers, in particular, face inconsistent treatment and are regularly excluded from opportunities or information shared with permanent staff.

Health and Safety Concerns

Health and safety standards at CEVA Logistics Limited are widely viewed as inadequate and, in some cases, dangerously neglected.

Across multiple sites, safety protocols appear to function more as tick-box exercises than practical systems designed to protect workers.

Employees consistently report that hazards are downplayed, ignored, or only addressed when inspections are imminent.

Several warehouses have been described as disorganised, cluttered, or poorly supervised, creating a daily risk of injury.

A number of accounts highlight incidents where equipment deemed unsafe continued to be used, including a condemned compactor that remained in operation despite being officially unfit.

Safety checks are often rushed or superficial, and workers who raise concerns are met with indifference or hostility.

In some cases, injured employees are pressured to stay silent or risk being disciplined or dismissed, reinforcing a culture where speaking up is treated as an inconvenience rather than a responsibility.

The physical demands of the job compound these risks. Long hours, high pick rates, heavy lifting, and constant walking contribute to fatigue, which increases the likelihood of accidents.

Staff often report working in a state of exhaustion, with insufficient rest and little consideration given to ergonomic safety.

Management’s focus on productivity over wellbeing leaves workers vulnerable to repetitive strain injuries and avoidable mishaps.

Career Progression and Job Security

Career progression at CEVA Logistics Limited is described as virtually non-existent, with many employees feeling that advancement is determined less by merit and more by internal favouritism.

Promises of progression, permanent contracts, or new opportunities are frequently made and just as frequently broken.

Agency workers are particularly affected: numerous accounts describe individuals being told they would be taken on permanently after a set number of weeks, only to remain on agency contracts for months, or be released without warning.

This pattern creates a sense of instability from the moment a person joins the company.

Job security is similarly fragile. Workers report that employment decisions often appear arbitrary, influenced by personal relationships, managerial biases, or internal politics rather than performance or reliability.

Those who raise concerns about safety, bullying, or unrealistic workloads risk being sidelined, targeted, or dismissed.

Several employees note that disciplinary actions or contract terminations occur with little transparency, reinforcing the perception that workers are replaceable and easily discarded.

Progression pathways are poorly defined. Even long-serving staff with years of experience describe being overlooked for promotions and left stagnant in the same positions with no opportunity for development or pay growth.

Where career advancement does occur, it is often attributed to being part of a managerial clique rather than any structured development plan.

Training for more senior roles is limited, and HR’s involvement in internal mobility is perceived as minimal and ineffective.

Employee Morale and Mental Health

Fast-paced workloads, strict performance expectations, and inconsistent communication from management can create a sense of ongoing stress.

A recurring issue is the effect of workplace dynamics on confidence and self-esteem.

Poorly handled criticism, lack of support during busy periods, and occasional instances of unfair treatment can leave staff feeling anxious or demotivated.

Support systems for wellbeing exist in theory, but in practice they are not always accessible or effectively promoted.

While some colleagues try to create a sense of camaraderie, the overall morale often depends on individual managers and team culture.

Without consistent leadership, staff may feel isolated, stressed, or emotionally exhausted, which ultimately influences retention and the general workplace atmosphere.

Work-Life Balance

Warehouse and shop floor positions tend to follow fixed shift patterns, leaving little room for personal scheduling preferences.

Employees are generally expected to adhere strictly to start times, break schedules, and shift lengths, which can make it difficult to balance work with personal commitments.

Last-minute changes to rotas do occur, sometimes creating challenges for staff trying to organise childcare, appointments, or family life.

Overtime is available in some teams, but it is not always optional. During busy periods, employees may feel pressured to stay longer or work additional days, even when they are already fatigued.

Conversely, quieter periods can result in reduced hours or inconsistent workloads, which affects income predictability.

Where flexibility does exist, it is often dependent on the attitude of individual supervisors rather than a company-wide approach.

Some managers are understanding when genuine issues arise, but others strictly enforce attendance rules with little consideration for personal circumstances.

Staff Turnover and Retention

Roles involving repetitive manual tasks, pressure to meet strict targets, or limited opportunities for progression often see employees leaving within relatively short periods.

A lack of clear long-term career paths contributes to the issue. Employees who join hoping to advance may quickly realise that promotions are rare or slow to materialise.

This leads some to seek opportunities elsewhere, particularly if they feel stuck in the same role without meaningful development or recognition.

Experiences of poor communication, uneven workloads, or unfair treatment push staff towards resignation, especially when these problems persist without intervention.

CEVA’s ability to retain staff appears heavily dependent on strong leadership, consistent communication, and a workplace culture that values employee wellbeing - areas where the company’s performance can vary considerably.

Physical Demands of the Job

Working at CEVA Logistics often involves physically demanding tasks, especially in warehouse and shop floor roles.

Employees are regularly required to lift, carry, and move heavy items, sometimes for long periods without adequate rotation.

Repetitive motions such as bending, picking, scanning, and pallet handling can take a toll on the body, particularly when workloads are high or staffing levels are low.

Shifts can be fast-paced, with pressure to meet targets adding to the physical strain.

Long hours on one's feet are common, and some areas of the operation involve working in environments that may be noisy, cold, or otherwise uncomfortable.

When equipment is outdated or insufficient, employees may find themselves compensating with extra physical effort, increasing the risk of fatigue or injury.

While manual handling training is typically provided, the practical reality is that employees often push themselves to keep up with expectations.

Short-staffed periods make this even more challenging, leaving workers feeling worn out by the end of each shift.

For those unaccustomed to labour-intensive roles, the physical demands can be a significant hurdle and may contribute to why some do not stay long in the job.

Diversity and Inclusion

CEVA Logistics presents a mixed picture when it comes to diversity and inclusion.

The workforce is described as culturally and ethnically diverse, with employees from a wide range of backgrounds working across different sites.

However, reports indicate that management’s approach to inclusion is inconsistent.

Some employees experienced favouritism based on personal relationships with supervisors, while others reported instances of discriminatory behaviour, including racism and unequal treatment of foreign staff.

Although CEVA offers employment to a varied workforce, the company has room for improvement in cultivating an inclusive culture.

Without proactive policies, consistent training, and genuine accountability from management, diversity does not always translate into equity or respect in day-to-day operations.

Working at CEVA Logistics: Pros and Cons

Pros:

• Some sites provide free or discounted hot drinks.
• Opportunities to learn new skills, such as operating forklifts, small cranes, or SAP systems.
• Work keeps employees physically active and engaged.
• Some roles offer predictable shift patterns, e.g., 4 on/4 off schedules.
• Early finishes in certain driving roles.
• Positive interactions with some co-workers.
• Occasional recognition, such as small perks at Christmas.
• Reliable weekly pay in some locations.

Cons:

• Extremely low pay, particularly for agency staff.
• Poor management and lack of leadership support.
• High-pressure environment with long hours and minimal breaks.
• Little to no career progression or job security.
• Bullying, favouritism, and discriminatory behaviour reported in management.
• Overly complex processes and lack of proper training.
• Workplace culture described as toxic and demoralising.
• Frequent miscommunication, disorganisation, and operational inefficiencies.
• Poor health and safety practices in multiple sites.
• High staff turnover, leading to constant workforce instability.
• Agency staff often remain temporary well beyond legal limits.
• Limited flexibility and lack of work-life balance.

Full Picture of Working for CEVA Logistics

Working for CEVA Logistics presents a challenging environment with significant drawbacks across multiple aspects of employment.

The company has been consistently criticised for its management practices, low employee morale, and poor work-life balance, while a few minor benefits exist for staff.

Employees face a physically demanding workload, limited career progression, and inconsistent treatment across different sites.

Despite being a large logistics provider, CEVA appears to struggle with basic management and HR practices, resulting in high staff turnover and a generally dissatisfied workforce.

Key points about working at CEVA Logistics:

• Long Hours and Limited Breaks: Employees often work extensive hours, sometimes beyond legal limits, with short or insufficient breaks. Scheduling is unpredictable, and agency staff may have minimal recourse.
• Low Pay and Minimal Benefits: Wages are generally low, especially for temporary staff, with very few perks or meaningful benefits. Some small perks like free drinks or occasional meals exist but do not offset other negatives.
• Management Issues: Leadership is frequently described as incompetent, unsupportive, and occasionally abusive. Bullying and favouritism are reported, and guidance or training is often lacking.
• Toxic Work Culture: A culture of fear, poor communication, and low morale pervades, with staff often feeling undervalued and overworked. Co-workers can be friendly, but overall environment is stressful.
• Health and Safety Concerns: Poor enforcement of health and safety protocols, with some sites described as hazardous or inadequately maintained.
• Limited Career Progression: Promotions are rare, and temporary staff are often left on agency contracts far longer than legally expected. Employees report false promises and minimal professional development.
• High Staff Turnover: Many employees leave within months due to dissatisfaction, creating instability and a constant influx of new staff with minimal training.
• Physically Demanding Roles: Warehouse and delivery jobs involve heavy lifting, long periods of standing or walking, and overall physically exhausting work.
• Diversity and Inclusion: While the workforce is diverse, reports suggest management biases and occasional discriminatory practices, negatively affecting staff morale.
• Minor Positives: Some employees appreciate regular pay, occasional free drinks or meals, and friendly colleagues, but these do little to balance the negatives.

CEVA Logistics offers employment opportunities but under challenging conditions.

The company struggles with management, communication, and employee support, resulting in high stress, low satisfaction, and poor career advancement prospects.

Verdict: Should You Work for CEVA Logistics?

Based on extensive employee feedback spanning multiple years and locations, CEVA Logistics presents a highly challenging work environment with few redeeming factors

While the company provides employment opportunities and some minor perks like occasional free drinks or meals, these are vastly outweighed by consistent reports of poor management, low pay, unsafe conditions, and a toxic workplace culture.

Key considerations before applying:

• Expect long, physically demanding shifts with limited breaks.
• Be prepared for low pay and minimal benefits.
• Career advancement is rare, especially for temporary or agency staff.
• Workplace culture can be stressful, with poor communication and management support.
• Safety and wellbeing may be inconsistent across sites.

Staff often face excessive working hours, minimal breaks, physically demanding tasks, and limited career progression.

High staff turnover, low morale, and reports of bullying or discriminatory behaviour suggest systemic issues that are unlikely to change without significant organisational reform.

Note: CEVA Logistics is generally not recommended for those seeking supportive management, career growth, fair pay, or a healthy work-life balance. It may only suit individuals prioritising immediate employment over long-term job satisfaction.

In short: Unless you have no other immediate employment options or are willing to tolerate a difficult work environment for financial reasons, CEVA Logistics is best approached with caution.