Evri Review - Real Employee Pay, Hours & Experience

Published: 21 December 2025

Evri Ltd., formerly known as Hermes, is one of the UK’s largest parcel delivery companies, but employee experiences suggest a stark contrast between its corporate image and the reality on the ground.

Over the past few years, numerous couriers and self-employed drivers have shared consistent reports of poor pay, inadequate training, stressful working conditions, and lack of support from management.

Complaints highlight systemic issues, including reliance on personal vehicles without sufficient compensation, unpredictable parcel rates, and unrealistic workload expectations.

This review aims to cut through corporate messaging and explore the realities faced by those delivering the parcels that keep the business running.

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

General Information

• Company name: Evri Ltd (registered as EVRI LIMITED)
• Company number: 03900782
• Registered office: Capitol House, 1 Capitol Close, Morley, Leeds, West Yorkshire, LS27 0WH, United Kingdom
• Company status: Active
• Company type: Private limited company
• Incorporated on: 22 December 1999

Contact Information

• Telephone: 0330 808 5456
• Website: evri.com

Nature of Business (SIC Codes)

• 49410 - Freight transport by road
• 52102 - Operation of warehousing and storage facilities for air transport activities
• 52103 - Operation of warehousing and storage facilities for land transport activities

Former Company Names

• Hermes Parcelnet Limited (29 Apr 2009 - 15 May 2024)
• Parcelnet Limited (07 Jun 2000 - 29 Apr 2009)
• Parcelnet Logistics Limited (22 Dec 1999 - 07 Jun 2000)

Company Operations

• Parcel delivery, freight transport, and warehousing services across the UK
• One of the UK’s largest parcel delivery networks with extensive national coverage

Industry and Scale

• Sector: Transportation, logistics, supply chain, and storage
• Company size: 5,001 - 10,000 employees

Rebrand from Hermes

• Evri launched as the successor to Hermes UK in March 2022
• Corporate continuity and operational structures largely continued from Hermes

Recruitment Process

The recruitment process at Evri Ltd. appears to be rushed and misleading according to employee experiences.

Multiple reviews indicate that new couriers are often hired with promises that do not materialise.

Some couriers reported incentives such as signing bonuses or guaranteed pay rates that were either never honoured or required unreasonable conditions, such as working seven days a week for several weeks to qualify.

Training and onboarding are minimal or non-existent.

Many couriers stated they were “thrown in at the deep end” with little to no guidance, expected to learn routes, systems, and company procedures on their own.

New hires were frequently left without clear instructions on parcel delivery processes, pay structures, or company policies.

Key points about the recruitment process at Evri Ltd:

• Little to no formal training provided before starting work.
• New hires are often “thrown in at the deep end” with no clear guidance.
• Recruitment messaging can be misleading, especially regarding pay rates and incentives.
• Job expectations (e.g., number of parcels, use of personal vehicle, working hours) not clearly communicated.
• Management often provides inconsistent or contradictory information during onboarding.
• Promised support systems, such as HR or depot managers, are frequently unavailable or unhelpful.
• Self-employed status for many couriers creates confusion about responsibilities, entitlements, and legal protections.

The hiring approach also seems to prioritise rapid staffing over ensuring candidates are adequately prepared for the role.

Self-employed couriers reported that contracts and terms were not clearly explained, and some felt misled about payment methods and working conditions.

This recruitment approach contributes to a pattern of dissatisfaction from the very start of employment.

Pay and Benefits

Evri Ltd. offers pay primarily on a per-parcel basis, which has been widely criticised by employees and self-employed couriers alike.

Reported rates vary significantly and often fall below the legal minimum wage once expenses such as fuel and vehicle wear-and-tear are deducted.

Some couriers cited payments as low as 30p per parcel, with the highest being around £1, though these higher rates are rarely encountered.

Many reported being paid inconsistently or having to chase payments for weeks or months, leading to financial uncertainty.

Promises of bonuses or incentives, such as the £500 early-joining bonus, were frequently described as misleading or unattainable, often requiring consecutive weeks of full-time work without flexibility.

Holiday coverage, sick pay, and fuel reimbursements were either non-existent or inadequate, leaving self-employed couriers to cover costs entirely.

Key points about the pay and benefits at Evri Ltd:

• Pay is predominantly per parcel, with rates often below minimum wage once expenses (fuel, vehicle wear and tear) are considered.
• Rates are inconsistent and frequently lower than what was initially agreed, with some parcels paid as little as 30p per drop.
• Self-employed couriers are responsible for all vehicle costs, including fuel and maintenance, with minimal reimbursement.
• Incentives and bonuses advertised during recruitment are rarely honoured or require conditions that are unrealistic to meet.
• Payment schedules are irregular, with delays of several weeks or months reported.
• No provision for holiday pay, sick pay, or other statutory employee benefits.
• Opportunities for pay increases are minimal or non-existent, even with experience or long service.

Employees and couriers consistently reported that pay did not reflect the workload, especially during peak periods or challenging conditions.

This has resulted in frustration and high turnover, with many noting that the work is barely sustainable financially.

Work Environment and Culture

Evri Ltd. has a work environment that many employees describe as stressful and poorly organised.

Couriers frequently face overwhelming workloads in depots that are understaffed and lack adequate support, leaving them to manage deliveries with minimal guidance.

The culture appears to prioritise parcel throughput and meeting deadlines over employee welfare, which contributes to low morale across teams.

Communication is reported as inadequate, with managers often unresponsive to queries or concerns, and staff feeling ignored or dismissed.

For new employees, the depots can feel unwelcoming and isolating, making adaptation challenging.

The physical and mental demands of the job are significant.

Workers are exposed to adverse weather conditions and long hours, often with little rest or flexibility.

Despite the effort required, recognition or support for staff is scarce.

Employees also note that the environment discourages collaboration, as the emphasis is on completing rounds rather than fostering team cohesion.

Key points about the work environment and culture at Evri Ltd:

• Depots are understaffed and disorganised, creating constant pressure on couriers.
• Poor communication and unresponsive management leave employees unsupported.
• High workloads with long hours and little flexibility contribute to stress.
• Employee well-being is secondary to delivery targets and operational efficiency.
• Physical demands are significant, including long drives, handling heavy parcels, and exposure to poor weather.
• Atmosphere is often unfriendly or unwelcoming, especially for new staff.
• Limited recognition or appreciation for effort and performance.

This combination of high demands, lack of support, and poor workplace culture results in employees feeling undervalued and overworked.

Many report burnout, frustration, and a desire to leave as soon as possible, which perpetuates a cycle of understaffing and high stress across depots.

Management and Leadership

Management and leadership at Evri Ltd. are widely criticised by employees for being ineffective and unsupportive.

Workers report that managers are often unresponsive to questions or issues, leaving couriers to handle problems on their own.

Decision-making appears inconsistent, with rules and expectations frequently changing without proper communication.

Many staff feel that leadership prioritises operational targets and cost-saving measures over employee welfare, which creates an environment of distrust and dissatisfaction.

Feedback from employees indicates that managers are more focused on micromanaging parcel delivery performance than fostering a positive, collaborative workplace.

Key points about management and leadership at Evri Ltd:

• Managers are often unresponsive or dismissive to employee concerns.
• Policies and expectations change frequently without clear communication.
• Leadership prioritises operational efficiency over staff well-being.
• Micromanagement of delivery targets creates pressure and stress.
• Lack of support for couriers dealing with vehicle issues or illness.
• Minimal recognition or encouragement for employee efforts.
• Inconsistent application of rules across different depots and teams.

This approach to management leaves employees feeling undervalued, unsupported, and constantly under pressure.

The lack of consistent guidance, combined with a perceived disregard for staff welfare, contributes significantly to the negative experience reported by couriers and self-employed drivers alike.

Many staff describe a culture of fear and stress rather than one of development or motivation.

Work-Life Balance, Hours and Workload

Evri Ltd. has repeatedly been reported as having a severe lack of work-life balance, with couriers expected to commit to long and inflexible hours.

Many reviews highlight that employees are pressured to work six days a week, sometimes consecutively, with little regard for personal time or wellbeing.

Time off for illness or personal reasons is not respected, and requests for holidays or days off are often denied if cover cannot be arranged.

This creates a culture where staff feel compelled to prioritise work over basic personal needs.

The workload itself is frequently described as overwhelming, with couriers expected to deliver an extremely high volume of parcels daily, often in unfamiliar areas.

Inconsistent routing, mislabelled parcels, and a poor delivery management system exacerbate the stress, making it difficult for workers to meet the required targets.

Drivers report that even minor disruptions, such as a vehicle breakdown or app issues, can result in missed deliveries and potential disciplinary action.

Common issues reported by employees include:

• Mandatory six-day work weeks with pressure to commit every week.
• Long shifts extending from early morning until after dark.
• High parcel volumes per day, often exceeding what is realistically manageable.
• Lack of flexibility for sick days or personal emergencies.
• Pressure to maintain delivery targets despite poor conditions or equipment failure.
• Inconsistent pay linked to performance or parcel numbers, adding stress.

This environment leads to physical and mental exhaustion, with many couriers noting the impact on their social life, health, and overall wellbeing.

The combination of high demands, strict schedules, and limited support contributes to an experience that is widely perceived as unsustainable and overly stressful.

Job Security and Career Advancement

Employees consistently report that Evri Ltd. offers virtually no job security.

Many couriers are classified as self-employed, which means they are responsible for their own vehicles, fuel, and other expenses, yet they remain at the mercy of fluctuating parcel volumes and arbitrary management decisions.

There is no stability in assignments, and workers frequently report that rounds can be reassigned or removed without warning, leaving them unable to plan their income or work schedule reliably.

Key issues highlighted by staff include:

• Self-employed status with limited rights and protections.
• Inconsistent work allocation; rounds can be taken away unexpectedly.
• No structured career progression or promotion opportunities.
• Pay does not increase with experience or tenure.
• Lack of recognition or reward for high-performing couriers.

This lack of job security is compounded by the absence of clear career paths.

Even long-term employees see no potential for advancement within the company, and training or mentoring opportunities that might help workers progress are almost nonexistent.

The combination of unstable work, low pay, and limited prospects leaves couriers feeling expendable and undervalued, contributing heavily to overall dissatisfaction and high turnover rates.

Training and Support

Reports from couriers at Evri Ltd. indicate that training is minimal to nonexistent.

New employees are frequently “thrown in at the deep end” with little to no guidance on their routes, the delivery app, or company procedures.

Self-employed couriers often have to figure out their work entirely on their own, which is especially challenging during busy periods or when managing large volumes of parcels.

Support from management or supervisors is reported as inconsistent and largely unhelpful, leaving employees to cope with operational difficulties alone.

Key shortcomings in training and support include:

• No formal training for new couriers; learning is mostly on-the-job.
• Lack of guidance on delivery software and route management.
• Minimal or absent communication from managers when issues arise.
• Self-employed couriers expected to handle breakdowns or absences independently.
• Limited or no feedback on performance or tips for improvement.

The lack of structured training and reliable support creates a stressful and confusing work environment.

Couriers are expected to maintain high standards and meet delivery targets without the tools or knowledge necessary to do so effectively.

This contributes to errors, lower earnings, and frustration, further eroding morale and reinforcing the sense that employees are left to fend for themselves.

Health and Safety

Health and safety practices at Evri Ltd. are reported to be poor and inconsistent.

Couriers often work long hours in adverse weather conditions with little regard for their wellbeing.

Self-employed couriers are required to use their own vehicles, which are not always suited for heavy parcel loads or long distances, and any breakdowns are their responsibility.

There is minimal guidance on safe handling practices, lone working, or managing risks associated with deliveries.

Employees report feeling unsupported and at risk when faced with hazardous conditions or vehicle issues.

Key health and safety concerns include:

• Couriers expected to deliver in all weather conditions, including snow, rain, and ice.
• No formal procedures for lone working or handling emergency situations.
• Responsibility for vehicle maintenance and breakdowns falls entirely on the courier.
• Lack of protective equipment or safety measures when handling heavy or awkward parcels.
• Limited training on safe lifting techniques, route hazards, or accident prevention.

These deficiencies create a work environment where physical and mental health is constantly at risk.

The absence of proper safety protocols, combined with high workload expectations, exposes employees to preventable accidents, stress, and exhaustion.

The cumulative effect reinforces the perception that the company prioritises speed and cost-saving over employee safety and wellbeing.

Employee Experience by Role

Courier Drivers

Courier drivers at Evri Ltd. face intense pressure with minimal support.

They are often required to deliver large volumes of parcels under strict deadlines, using their own vehicles and covering fuel costs.

Many report constant issues with mislabelled parcels, app crashes, and inaccurate route information.

The stress of meeting delivery targets while handling logistical challenges contributes to exhaustion and dissatisfaction.

Key challenges for courier drivers include:

• Low pay per parcel, often below minimum wage once expenses are deducted.
• Responsibility for vehicle maintenance, fuel, and breakdowns.
• xposure to poor weather conditions without support or compensation.
• Lack of guidance or training for new drivers.
• High risk of parcel loss or mismanagement affecting earnings.

The combination of financial pressure and operational difficulties makes this role highly stressful, with little incentive for long-term retention.

Self-Employed Couriers

Self-employed couriers experience even more precarious working conditions.

While marketed as flexible, the role is structured with strict expectations on parcel delivery rates and working days.

Couriers are frequently penalised for taking time off or for unavoidable issues like vehicle breakdowns.

Key issues for self-employed couriers include:

• Payment per parcel can be extremely low, sometimes as little as 30p.
• Limited control over work schedules despite the self-employed label.
• No paid holidays or sick leave; any absence can lead to warnings or loss of routes.
• Pressure to cover for others’ rounds without support.
• Frequent disputes over pay discrepancies or missing parcels.

This role combines financial instability with high workload demands, leaving couriers exposed to stress and burnout.

Depot/Local Management

Depot or local management is reported to be inconsistent and unsupportive.

Couriers describe management as unresponsive, frequently providing misleading information, and focused on operational targets rather than staff wellbeing.

Managers often fail to provide adequate guidance for new starters or during busy periods, leaving employees to manage problems independently.

Key issues for depot/local management include:

• Poor communication and lack of transparency with staff.
• Limited support for workload challenges or safety concerns.
• Pressure to maximise parcel deliveries at the expense of employee welfare.
• nconsistent enforcement of policies, leading to confusion and unfair treatment.
• Focus on company targets and bonuses over staff support.

This management approach contributes to low morale, high turnover, and a work environment perceived as unsustainable.

Head Office/Corporate Oversight

Employees report that upper management and corporate oversight focus primarily on profits, with little attention to courier needs or operational realities on the ground.

Policies regarding pay, work allocation, and performance monitoring often cause frustration and confusion.

Key concerns at corporate level include:

• Promised incentives or bonuses not consistently delivered.
• Minimal accountability for local depot practices or staff treatment.
• Policies that create stress and uncertainty for self-employed couriers.
• Inadequate systems to handle complaints, disputes, or missing payments.
• Lack of investment in training, safety, or support infrastructure.

Corporate practices reinforce the perception that the company prioritises efficiency and profit over employee welfare, contributing to the low ratings and dissatisfaction across all roles.

Evri Ltd: The Real Picture

The company’s operational reality often exposes workers to poor pay, long hours, and minimal support, creating an environment of stress, uncertainty, and dissatisfaction.

Across multiple locations, couriers and self-employed drivers consistently report systemic issues in pay structure, management, and working conditions.

Key factual observations include:

• Low Pay Per Parcel - Many couriers earn below minimum wage once expenses for fuel and vehicle maintenance are deducted. Self-employed drivers report rates as low as 30p per delivery.
• Financial Instability - Frequent discrepancies in pay, missing payments, and disputed incentives leave workers in precarious financial positions.
• High Workload - Couriers are often required to deliver large volumes of parcels, manage mislabelled items, and navigate inadequate routes with limited guidance.
• Poor Training and Support - New starters often receive little to no training, leaving them unprepared to handle routes, app technology, and customer interactions.
• Stressful Management - Depot and local managers are frequently described as unresponsive, unhelpful, or focused solely on operational targets rather than employee wellbeing.
• Unreliable Systems - Delivery apps often crash or provide incorrect addresses, adding to workload stress and impacting pay.
• Health and Safety Concerns - Drivers are expected to work in all weather conditions, manage vehicle breakdowns independently, and carry parcels in ways that risk injury.
• Lack of Job Security - Both employed and self-employed couriers face the threat of losing rounds, pay reductions, or warnings for circumstances often beyond their control.
• Work-Life Imbalance - Long hours, weekend work, and pressure to cover additional rounds leave employees exhausted with little social or personal time.

The reality at Evri Ltd diverges sharply from its corporate messaging.

Couriers and drivers bear the brunt of operational shortcomings, including low compensation, ineffective management, and unsafe working conditions.

The company’s structure, combining high workload with minimal support, leaves workers financially and physically stretched, resulting in a consistent 1-star reputation across employee reviews.

Evri vs Hermes: Employee Perspective

Many former Hermes couriers have shared their reasons for transitioning to Evri, but the move does not always guarantee better working conditions.

From an employee viewpoint, the change often comes with a mix of expectations and realities.

While some couriers were drawn to Evri due to promises of higher pay, more flexible hours, or perceived independence, the experience has shown a range of challenges similar to or even more pronounced than those at Hermes.

Key points from employees who switched:

• Rebranding vs. operational change

  Evri emerged from the Hermes rebrand, yet many processes, pay structures, and management practices remain largely unchanged. Employees report that operational pressures and delivery expectations persist under the new name.

• Self-employed model intensified

  Some couriers noticed a stronger focus on self-employment, with personal costs, vehicle wear, and insurance obligations being fully transferred to the driver, leaving little real advantage over Hermes’ previous system.

• Pay structure continuity

  Payment per parcel, route penalties, and delays in payment continue to affect earnings. Couriers report similar daily income unpredictability as experienced at Hermes, with little guaranteed minimum.

• Workload and peak pressure

  Busy seasons such as Christmas bring high parcel volumes and long working hours, with limited operational support, echoing the pressure Hermes drivers faced.

• Limited management improvement

  While some couriers expected better management after the transition, many report minimal change in supervisor responsiveness, training, and support compared to Hermes depots.

Despite the rebrand, employees indicate that Evri largely inherits the operational culture and challenges of Hermes.

For many, the switch offers nominal benefits but replicates the same structural pressures, leaving couriers to navigate high workloads, financial risk, and variable support largely on their own.

Overall, the move from Hermes to Evri rarely resolves the underlying challenges couriers face daily.

The Self-Employment Trap at Evri Ltd

Evri relies heavily on a self-employed courier model, which shifts a large portion of financial risk and operational responsibility onto individual workers.

While this arrangement is often presented as flexible and independent, employee accounts consistently describe a system where couriers carry the costs, absorb the losses, and face penalties without the protections normally associated with employment.

Key realities of the self-employed model at Evri Ltd

Insurance, vehicle wear, and personal costs

• Couriers are expected to use their own vehicles, fuel, insurance, and mobile data
• High mileage leads to frequent wear and tear, breakdowns, and repair costs
• When vehicles fail, income stops immediately, with little to no support

Route penalties and financial risk

• Missed deliveries, incorrect addresses, or technical failures can result in reduced or lost pay
• Routes may be removed or reduced following issues outside the courier’s control
• There is no guaranteed minimum income, even after long days on the road

Peak season pressure

• During busy periods such as Christmas, parcel volumes increase significantly
• Couriers report being overloaded with unrealistic delivery expectations
• Refusing extra parcels or failing to complete rounds can result in penalties or loss of work

Termination and deactivation risks

• Access to routes can be removed with little warning
• Illness, breakdowns, or inability to cover a round can put future work at risk
• There is no formal redundancy process or long-term job security

Payment delays and errors

• Couriers frequently report late or missing payments for completed rounds
• Mistakes in pay calculations require repeated follow-ups, delaying income further
• Being self-employed, couriers have no safety net while waiting for owed money

Lack of benefits and support

• No sick pay, holiday pay, or company-provided insurance is offered
• Couriers must cover their own medical costs and cannot claim for lost income due to illness
• There is minimal guidance or support from management when issues arise

App and system reliance

• Couriers depend heavily on the Evri app to manage deliveries
• App glitches, mislabelled parcels, or connectivity issues can directly impact pay
• Technical failures can also trigger route penalties or missed delivery accusations

Unrealistic expectations

• Couriers are expected to complete high parcel volumes daily to earn a reasonable income
• Peak season and bad weather can make achieving targets almost impossible
• Excessive workloads can result in long hours, fatigue, and stress without any compensation for extra effort

Equipment and supplies costs

• Couriers must provide their own mobile devices, data plans, uniforms, and other essential equipment
• Vehicle maintenance, fuel, and repairs come out of pocket, further reducing net earnings
• Failure to invest in necessary equipment can affect performance and result in penalties or lost work

This self-employment structure allows Evri to maintain operational flexibility while transferring financial uncertainty and risk onto its workforce.

For many couriers, the promised independence quickly becomes a one-sided arrangement where costs, pressure, and accountability fall entirely on the individual, with limited protections and few avenues for support.

Working at Evri Ltd: Pros and Cons

Pros:

• Flexibility in route timing - some couriers can choose start times or days to an extent.
• Outdoor work - for those who prefer being outside, delivering parcels rather than sitting in an office.
• Easy to start - minimal entry requirements make it accessible for new couriers or drivers.
• Opportunity to meet and interact with customers - some couriers report positive connections with regular customers.
• Self-employed option - for those wanting independence from traditional employment structures.

Cons:

• Extremely low pay - many couriers earn below minimum wage after accounting for fuel and vehicle costs.
• Unreliable payments - missing payments, delayed wages, and disputed bonuses are common.
• High workload - large volumes of parcels, mislabelled packages, and pressure to meet delivery targets.
• Poor management - local and depot managers often unhelpful, unresponsive, and focused on operational output over employee welfare.
• Inadequate training - new hires receive little guidance on routes, technology, or procedures.
• Stressful working conditions - long hours, weekend work, and high pressure to deliver on time.
• Health and safety concerns - expected to handle heavy parcels, work in adverse weather, and manage vehicle issues independently.
• Minimal support - couriers are left to solve breakdowns, route problems, or customer issues with little assistance.
• Lack of career progression - no clear pathway for promotion or pay increases.
• Poor work-life balance - long days, weekend work, and pressure to cover additional rounds leave little personal time.
• System failures - delivery apps frequently crash or provide incorrect addresses, creating delays and impacting pay.
• Job insecurity - rounds can be taken away, contracts changed, or warnings issued for issues often beyond employees’ control.

Verdict: Should You Work for Evri Ltd?

Evri Ltd presents a work environment where the demands far outweigh the benefits.

Across multiple roles, couriers consistently report poor pay, stressful conditions, and minimal support.

While the company offers a way to start working quickly and some flexibility in hours, the overall experience is challenging, with serious concerns about management, pay reliability, and employee welfare.

Key things to consider:

• Pay often falls below minimum wage after accounting for fuel, vehicle maintenance, and working hours.
• Payment delays, disputed bonuses, and unfulfilled incentives are common.
• High workloads and large parcel volumes create constant stress.
• Little to no training or guidance is provided, leaving new employees to navigate routes and procedures alone.
• Management is reported as unhelpful, unresponsive, and focused on operational output over employee wellbeing.
• Work-life balance is poor - long hours, weekend work, and pressure to cover extra rounds are standard.
• Health and safety concerns include heavy lifting, adverse weather, and vehicle breakdowns without adequate support.
• Job security is low - routes can be reassigned, contracts changed, or warnings issued arbitrarily.
• Career advancement opportunities are virtually nonexistent.
• Technology and app failures frequently impede work and directly affect pay.

Taking these factors into account, Evri Ltd is a high-stress employer with limited benefits and poor support for its workforce.

For anyone seeking stable income, fair pay, and a supportive work environment, the company does not meet those expectations.

Those considering a role should carefully weigh the risks and challenges against the minor advantages of independence and flexibility.

Note: Employees report inconsistent management, unreliable pay, and high-pressure workloads in fast-paced courier and depot environments. Training is minimal or nonexistent, staff are expected to navigate routes and deliveries independently, and communication from management is often poor. Frequent app issues, understaffing, and vehicle-related challenges contribute to daily stress and safety concerns.

In short: Working at Evri Ltd can be highly demanding and stressful. Pay is often below expectations after expenses, career progression is virtually nonexistent, and management support is inconsistent. Prospective employees should be prepared for long hours, high workloads, and limited guidance across different depots.