Edgewest Plastics Review - Real Employee Experience

Rating:
1/5

Published: 10 November 2025

Edgewest Plastics (UK) Limited, part of the Avon Group, operates manufacturing and warehousing sites in Tewkesbury and Cheltenham.

While publicly presented as a professional and structured employer, employee reports reveal a markedly different reality.

Multiple former and current staff describe a workplace with low pay, minimal benefits, poor management, and systemic health and safety concerns.

High staff turnover, reliance on agency workers, and inconsistent supervision suggest that operational demands often take priority over employee welfare.

This review investigates the working conditions, management practices, and employee experiences across all roles, drawing on factual accounts and reported evidence to provide a comprehensive picture of the company.

The aim is to present an accurate and detailed assessment for prospective applicants, highlighting the realities behind the advertised roles and corporate image.

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.

Table of Contents

Company Details

Recruitment Process

The recruitment process at Edgewest Plastics is reported by former employees as rapid and transactional.

Many production and warehouse roles are filled through employment agencies, with new starters often placed directly into physically demanding positions on minimum wage.

Contracts are issued quickly, and some workers are informed of termination indirectly through the agency rather than the company itself.

Job advertisements and verbal expectations suggest standard shifts and manageable workloads, but new employees frequently encounter immediate pressure to meet strict production or picking targets, often operating broken or poorly maintained machinery from day one.

Staffing shortages mean that some new hires are expected to take on multiple tasks simultaneously, including moving heavy items or assisting across departments.

Onboarding and training are reported as minimal, with new starters left largely to navigate complex machinery and production processes on their own.

There is little structured support from management, and employees often learn safety procedures and operational expectations through experience rather than formal instruction.

Pay and Benefits

Pay at Edgewest Plastics is frequently reported at minimum wage levels for all production, warehouse, and printing roles.

Additional earning opportunities are limited, with no meaningful bonus schemes, incentives, or Christmas bonuses reported by employees.

Several reviews note that temporary and agency staff are treated similarly or in some cases slightly better than permanent employees in terms of pay, highlighting inconsistencies and low overall remuneration.

Holiday entitlement is reported at 20 days plus statutory bank holidays and a Christmas shutdown.

Employees describe the benefits package as minimal relative to the physical demands and risks of the work, with no pensions, healthcare, or other perks mentioned.

Some staff report delays in reimbursement for small out-of-pocket expenses related to work, creating further dissatisfaction with the compensation structure.

The combination of low pay, limited benefits, and inconsistent treatment contributes to a perception that the company prioritises cost-cutting and profit over employee welfare.

Work Environment and Culture

The work environment at Edgewest Plastics is consistently described by employees as physically demanding, poorly maintained, and hazardous.

Production and warehouse areas are reported to be tight, dusty, and cluttered, with narrow racking aisles, misplaced pallets, and faulty equipment creating frequent safety risks.

Roller shutters, electrical fuse boxes, and exposed wiring are described as poorly maintained, while heating and ventilation systems are unreliable, causing extreme temperature swings in both winter and summer.

The printing room is noted for strong fumes and inadequate ventilation, with staff continuing to operate in these conditions throughout their shifts.

Workplace culture is reported as highly pressurised and target-driven, with strict expectations regardless of physical ability or role.

Employees frequently encounter high staff turnover and low morale, and there are reports of bullying, discrimination, and unfair treatment, particularly towards women.

Management presence on the shop floor is inconsistent, and team leaders are often absent or disengaged from operational and safety issues.

Staff report that the organisation routinely deprioritises housekeeping, maintenance, and worker welfare in favour of expediency and profit, contributing to a culture where safety and employee wellbeing are frequently overlooked.

Management and Leadership

Management at Edgewest Plastics is frequently described as inconsistent, disengaged, and unsupportive.

Senior staff and team leaders are reported to spend significant time away from operational areas, often on cigarette breaks or monitoring CCTV, rather than supervising or addressing workplace issues.

Employees report a lack of clear communication from management, with minimal guidance or direction provided for daily tasks, targets, or longer-term objectives.

Several reviewers describe bullying attitudes and unfair treatment from management, including favouritism, discrediting of staff, and disregard for employee concerns.

The gap between senior management, including the parent Avon Group, and shop floor employees is noted as substantial, with decisions and policies often imposed without consultation or explanation.

Financial priorities are perceived to outweigh staff welfare, with reports that maintenance, safety issues, and housekeeping are routinely neglected while higher-level benefits, such as bonuses and company cars, are prioritised.

Management’s approach contributes to a high-pressure environment, low morale, and poor staff retention.

Work-Life Balance, Hours and Workload

Shifts at Edgewest Plastics are reported as long and physically demanding, with production generally operating from 06:00 to 14:00, warehouse staff from 07:30 to 16:00, and the printing room running both 06:00-14:00 and 14:00-22:00, although afternoon shifts are limited and most staff work mornings.

Breaks are reported as minimal, with production staff typically receiving a single 20-minute break and warehouse staff receiving two 30-minute breaks.

Informal breaks for drivers and some warehouse staff occur unevenly, creating perceptions of unfairness.

Workload is consistently described as high, with strict targets applied equally to all staff regardless of role, experience, or physical ability.

Employees frequently report being expected to lift heavy items, stack pallets, and operate multiple machines or departments simultaneously, often with malfunctioning or poorly maintained equipment.

High staff turnover and insufficient staffing levels exacerbate workload pressures, leaving employees to compensate for absent colleagues.

The combination of long hours, minimal rest, and physically demanding tasks contributes to fatigue, stress, and low morale among staff.

Job Security and Career Advancement

Job security at Edgewest Plastics is reported as very low, particularly for production and warehouse roles.

A significant proportion of the workforce is recruited through employment agencies, with many temporary staff released abruptly when no longer required.

Permanent employees also report high turnover and fear of dismissal, with decisions sometimes influenced by personal preference rather than performance.

Opportunities for career advancement are limited.

Several employees note that promotions are rare and inconsistently awarded, with reports of qualified or experienced staff being overlooked.

There is little formal structure for progression or recognition, and some staff report that temporary or less experienced workers are occasionally treated more favourably than long-term employees.

The combination of insecure contracts, inconsistent promotion practices, and a lack of clear career pathways contributes to a perception that long-term employment at the company is uncertain and offers minimal prospects for advancement.

Training and Support

Training at Edgewest Plastics is reported as minimal and often rushed, leaving new employees to learn processes and safety procedures largely through experience rather than structured instruction.

Onboarding is limited, with little guidance from management or team leaders, particularly in production, warehouse, and printing roles.

Staffing shortages mean that new hires are frequently expected to operate multiple machines or take on additional tasks from the start.

Support from management is inconsistent, with supervisors and senior staff often absent from operational areas.

Employees report little proactive guidance, feedback, or mentoring, and any assistance is usually reactive, provided only when problems arise or visitors are present.

The lack of comprehensive training and ongoing support contributes to workplace stress, errors, and a high risk of accidents, particularly in areas with complex machinery or hazardous conditions.

Health and Safety

Health and safety at Edgewest Plastics is consistently reported as poor, with systemic and repeated shortcomings across all operational areas.

Production, warehouse, and printing rooms are described as cluttered, dusty, and poorly maintained, with narrow racking aisles, missing safety pins, and exposed electrical wiring.

Equipment failures, including broken forklifts, malfunctioning roller shutters, and unreliable heating systems, are common and frequently left unaddressed.

Staff often operate without appropriate personal protective equipment or hi-vis clothing, moving through hazardous areas and around malfunctioning machinery.

The printing room produces strong fumes with inadequate ventilation, and the small office inside the warehouse reportedly has a persistent burnt oil smell from a damaged pipe that has not been repaired.

Heating and ventilation are unreliable, with temporary solutions such as gas-fuelled blowers deployed in winter, creating additional safety risks.

Poor housekeeping, insufficient maintenance, and deferred repairs contribute to a high-risk environment, making health and safety a major concern for all employees.

Employee Experience by Role

Production Operative

Production staff report physically demanding work with strict targets regardless of individual capability.

Equipment is frequently faulty, and staff are expected to lift heavy items, operate multiple machines, and maintain output despite maintenance issues.

Breaks are minimal, usually a single 20-minute break, and staffing shortages often require employees to cover additional tasks.

High turnover and poor management support contribute to a stressful and pressurised work environment.

Warehouse Operative

Warehouse staff describe tight, cluttered spaces with narrow aisles and poorly maintained racking.

Tasks include moving and stacking pallets, assisting across departments, and handling stock in unsafe conditions.

Breaks are reported as two 30-minute periods, but informal breaks for other staff create perceptions of unfairness.

Employees report little supervision, inconsistent guidance, and high workload due to staff shortages.

Printing Room Staff

Printing staff experience exposure to strong fumes with inadequate ventilation, which causes discomfort and headaches.

The printing room operates within the warehouse, and staff frequently move without hi-vis clothing, creating risks with forklifts and other machinery.

Shifts include morning and afternoon blocks, with limited afternoon work available.

Staffing shortages and minimal training require employees to manage complex machinery with little support.

Drivers

Drivers report long shifts and variable break patterns, with some informal breaks allowed but unevenly applied.

They are occasionally tasked with additional warehouse duties, including stock movement and housekeeping.

Vehicles and equipment maintenance issues contribute to operational challenges, and drivers report minimal recognition or support from management.

Stores Coordinator

The stores coordinator role nominally includes housekeeping and stock management, but these tasks are frequently deprioritised in favour of production or warehouse support.

Staff report insufficient assistance from management, high physical demands, and expectations to cover multiple areas simultaneously.

The position is also affected by poor work environment and high staff turnover.

Edgewest Plastics: The Real Picture

Edgewest Plastics (UK) Limited, part of the Avon Group, presents a working environment that contrasts sharply with standard expectations in the manufacturing and warehousing sector.

While publicly advertised as a structured and reliable employer, employee reports across Tewkesbury and Cheltenham sites reveal a combination of low pay, minimal benefits, poor working conditions, and unsafe practices.

High staff turnover, inconsistent management, and a lack of structured training contribute to a workplace where operational demands often take precedence over employee welfare.

The following points outline the key factual aspects of the company as reported by current and former employees:

Edgewest Plastics operates with a focus on rapid production and cost minimisation, often at the expense of employee welfare.

Recruitment and retention rely heavily on temporary or agency staff, with permanent employees experiencing low pay, minimal benefits, and poor job security.

Management is reported as inconsistent and disengaged, and training, support, and health and safety measures are inadequate.

Combined with physically demanding work, unrealistic targets, and high staff turnover, the company presents a challenging environment that consistently receives negative employee feedback, supporting a 1-star assessment of the workplace.

Working at Edgewest Plastics: Pros and Cons

Pros:

Cons:

Verdict: Should You Work for Edgewest Plastics?

Edgewest Plastics (UK) Limited offers employment opportunities across production, warehouse, printing, and logistics roles, but employee reports from multiple sites highlight a range of concerns that prospective workers should carefully consider.

Work is physically demanding, safety standards are inconsistent, and staff welfare appears to be deprioritised in favour of production targets and cost minimisation.

The following points outline the key aspects that any potential applicant should weigh before joining the company.

Key things to consider:

Working at Edgewest Plastics involves high physical demands, low pay, minimal benefits, and significant health and safety risks.

Management practices and workplace culture contribute to stress, high staff turnover, and limited career prospects.

Prospective employees should carefully consider these factors, as the company consistently receives negative feedback across all operational areas, supporting a very cautious approach to employment at this organisation.

Note: Employees report inconsistent and disengaged management, long and physically demanding shifts, and high-pressure workloads across production, warehouse, printing, and driver roles. Training and support are often minimal or rushed, and staff are expected to operate complex machinery and manage multiple tasks with little guidance. Faulty equipment, poor housekeeping, exposed wiring, and understaffed sites contribute to stress, operational difficulties, and serious health and safety concerns.

In short: Working at Edgewest Plastics can be physically and mentally exhausting. Pay is consistently at minimum wage with minimal benefits, career progression is limited or unclear, and workplace culture is frequently described as pressurised, unfair, and sometimes discriminatory. Prospective employees should be prepared for unsafe conditions, unrealistic targets, long hours, and inconsistent management support across different locations.

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