Permali Gloucester Review - Real Employee Experience

Published: 17 November 2025

Permali in Gloucester presents itself as a long-standing, technically advanced manufacturer working with specialist composites for defence, rail, and aerospace.

From the outside, it looks like a stable, respected engineering business with decades of history.

But behind the factory walls, the day-to-day environment feels very different from the polished image.

The combination of ageing machinery, constant breakdowns, high turnover, and a management culture that seems disconnected from the workforce makes working here far more draining than many expect.

Many employees describe the work as repetitive, physically demanding, and mentally exhausting, with the added pressure of covering multiple machines due to persistent staff shortages.

What should be a skilled, structured manufacturing operation often feels chaotic, under-resourced, and reactive.

If you're thinking of applying, you need a brutally honest picture of what awaits you - not the picture painted during recruitment. This review lays out the reality clearly so you can make an informed decision before stepping in.

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: Permali Gloucester Limited
• Company Number: 03546214
• Company Status: Active
• Company Type: Private Limited Company
• Incorporated On: 15 April 1998
• Founded: 1937
• Previous Company Name: CHARCO 474 LIMITED (15 April 1998 - 26 June 1998)
• Registered Office Address: 170 Bristol Road, Gloucester, Gloucestershire, GL1 5TT, United Kingdom
• Nature of Business (SIC): 22210 - Manufacture of plastic plates, sheets, tubes and profiles
• Industry: Manufacturing
• Company Size: 201-500 employees
• Website: permali.co.uk

Contact Information

United Kingdom (Head Office):

• Phone: +44 (0)1452 528282
• Email: sales@permali-gloucester.co.uk

International Contact Numbers:

• USA: +1 (800) 821 3436
• Italy: +39 010 545 1343
• Germany: +49 721 913 9910
• Czech Republic: +420 378 010 910

Specialties / Capabilities

• Composite materials
• Fire-resistant materials
• Ballistic protection and composite armour
• Tuftane® TPU films
• Tufshield® PU spray coatings
• Lightweight structural panels
• EMI / RFI shielding composites
• Impact-resistant laminates
• Thermoplastic polyurethane solutions
• Aerospace-grade composites
• Rail interior safety panels
• Defence vehicle protection systems
• Marine-grade composite panels
• Medical-grade TPU films
• Textile coating solutions
• CNC-machined composite components
• Custom moulded parts
• CAD-driven material design
• High-temperature-resistant materials
• Sustainable composite innovations

Recruitment Process

The recruitment process at Permali Gloucester is frequently described as inconsistent and unclear by former employees.

Many new starters report that contracts are issued selectively, sometimes only when management personally decides a candidate is acceptable, rather than following a formal procedure.

This irregular approach creates uncertainty for potential employees and sets the tone for the demanding work environment that follows.

Job advertisements may imply standard eight-hour shifts and manageable workloads, but the reality often involves long, physically demanding shifts, multitasking across multiple machines, and immediate exposure to outdated or temperamental equipment.

Several employees report that HR and management provide minimal support during onboarding, leaving new hires to navigate complex machinery and processes largely on their own.

Training is often rushed and surface-level, and staffing shortages mean employees are sometimes expected to operate multiple machines from the start.

Pay and Benefits

Wages at Permali Gloucester are widely considered low in relation to the physical effort, responsibility, and risk involved in the work.

Employees frequently report that pay does not reflect the strain of operating multiple machines simultaneously, handling heavy materials, and dealing with outdated equipment.

Many former workers highlight that errors in payroll are common, with pay often being calculated incorrectly or delayed.

There are minimal benefits beyond statutory entitlements, and employees report little to no support or recognition for additional effort, overtime, or extended shifts.

While the company advertises opportunities for progression, these rarely translate into meaningful financial improvement for most workers.

Staff covering multiple roles or working long, unpredictable hours often find that the additional workload is not matched with higher pay.

The combination of low pay, inconsistent payroll, and limited benefits contributes to dissatisfaction and a high turnover rate among employees.

Work Environment and Culture

The work environment at Permali Gloucester is widely described as harsh, physically demanding, and chaotic.

Many of the machines are decades old, prone to malfunctioning, and frequently break down mid-shift, requiring operators to spend significant time adjusting or forcing them to continue running.

Staff are often assigned two or three machines at once due to ongoing staffing shortages, adding stress and increasing the risk of mistakes.

The workplace is dusty, noisy, and in some areas hot, especially around older equipment with inadequate airflow.

Employees regularly report exposure to chemical smells, resin dust, and other unpleasant conditions, which, combined with physical labour and repetitive tasks, contributes to fatigue and low morale.

The culture is described as reactive rather than supportive, with management focused heavily on output and meeting production deadlines.

Workers frequently feel that concerns are ignored unless they directly affect targets.

Staff report minimal basic politeness, lack of structured communication, and a chaotic day-to-day environment, making it difficult to maintain a positive attitude or sense of stability at work.

Despite the challenging conditions, employees often find camaraderie among their colleagues, though this does little to mitigate the overall pressure and poor working conditions.

Management and Leadership

Management at Permali Gloucester is frequently described by employees as inconsistent, unresponsive, and overly focused on production targets at the expense of worker welfare.

Staff report that issues raised with supervisors or HR are often ignored or addressed only after they escalate to the point of affecting output.

Shift leaders and management are not always aligned, leaving employees uncertain about priorities and expectations.

Communication is minimal, and workers frequently feel out of the loop when changes are implemented, creating confusion and frustration on the shop floor.

Employees also report that some managers exhibit unprofessional behaviour, including emotional or petty responses, which undermines trust and respect.

Leadership does not appear to invest in preventative measures, such as maintaining equipment or addressing staffing shortages, opting instead for reactive solutions that place additional pressure on staff.

The lack of consistent, supportive, and competent leadership contributes significantly to low morale, high turnover, and a stressful working environment.

Work-Life Balance, Hours and Workload

Shifts at Permali Gloucester are widely reported to be long, unpredictable, and heavily influenced by production demands.

Although advertised as standard eight-hour shifts, employees frequently experience ten to twelve-hour days, with little warning or consistency.

Extended shifts are common and form a normal part of the working week rather than an exception.

Staff are often required to manage multiple machines simultaneously due to staffing shortages, which adds considerable pressure and limits opportunities to pace work.

Breaks, while scheduled on paper, are frequently rushed, shortened, or interrupted, leaving employees with minimal time to recover during the day.

The combination of long, inconsistent hours, high physical demands, and multitasking responsibilities makes maintaining a routine outside work difficult.

Employees often report exhaustion well before the end of the week, with limited time or energy for personal commitments, contributing to poor work-life balance and stress.

Job Security and Career Advancement

Job security at Permali Gloucester is reported to be low, with many employees describing the workplace as a revolving door where staff turnover is high.

Contracts are sometimes issued selectively, creating uncertainty for new hires, and some employees leave within weeks or months due to the demanding conditions.

Opportunities for career advancement are limited. While the company advertises growth prospects, in practice progression is slow or non-existent for most staff.

Without specialist skills, employees often remain in the same repetitive role for years, despite the high physical and mental demands of the work.

The combination of low pay, unclear contracts, and limited advancement contributes to a sense of instability and discouragement among workers, which further exacerbates staff shortages and workload pressures for those who remain.

Training and Support

Training at Permali Gloucester is frequently described as rushed, surface-level, and insufficient for the complexity of the tasks required.

New employees often receive only basic instructions before being expected to operate multiple, temperamental machines on their own.

Support from management and HR during onboarding is minimal.

Staff report being left to figure out processes independently, which can be overwhelming, particularly for those without prior experience in manufacturing or with complex machinery.

Because of ongoing staffing shortages, new employees are sometimes put on machines sooner than they should be, increasing the risk of mistakes, frustration, and pressure from both peers and supervisors.

The lack of structured guidance and accessible support contributes to early departures and low morale among new starters.

Health and Safety

Health and safety conditions at Permali Gloucester are frequently reported as inadequate.

Many machines are decades old and require extensive manual adjustments, increasing the risk of minor injuries and accidents.

Staff often have to “work around” equipment rather than safely with it, particularly when machinery jams or breaks down.

Employees regularly encounter dust, chemical smells, resin, and noise, which, combined with heat in areas surrounding older machines, creates an uncomfortable and potentially hazardous working environment.

Personal protective equipment is provided, but the challenging conditions and pressure to maintain production limit its effectiveness.

When staff are absent or machinery fails, remaining employees are forced to absorb additional workload, further compromising safety.

Many workers feel that health and safety protocols are overlooked in favour of keeping production moving, making the factory environment stressful and risky.

Employee Experience by Role

Production Operative / Factory Worker

Employees in production roles report that machinery is old, unreliable, and prone to frequent breakdowns.

Staff are often required to manage multiple machines at once due to understaffing, increasing stress and the risk of mistakes.

The work is physically demanding, repetitive, dusty, and hot, with minimal support from management or HR.

Pay is low, breaks are rushed or shortened, and the constant pressure to maintain production contributes to exhaustion and early departures.

Many workers leave within weeks or months, and those who remain often cite low morale and frustration with the work environment.

Laboratory Technician

Laboratory technicians report some opportunities to contribute, but the workplace is chaotic and resistant to new ideas.

Management can be emotional or petty, and workflows are poorly structured.

Technicians face unclear expectations, minimal support for implementing improvements, and pressure from understaffing, which results in a stressful workday and low job satisfaction.

General Observations Across Roles

Across all positions, employees experience insufficient training, limited career progression, poor work-life balance, and a culture prioritising production over employee welfare.

Morale is low, communication from management is minimal, and staff are frequently expected to cope with outdated equipment and unpredictable hours, making the overall work environment challenging and exhausting.

Permali Gloucester: The Real Picture

Permali Gloucester may appear from the outside as a standard manufacturing company with a long heritage, but the reality of working there tells a different story.

Employees across roles consistently report a challenging, high-pressure environment dominated by outdated machinery, staffing shortages, and poor management practices.

The day-to-day reality often contrasts sharply with job advertisements or public-facing information, leaving new hires unprepared for the physical, mental, and organisational demands of the workplace.

The following points summarise the factual reality based on employee reports and company information:

• The company operates machinery that is decades old, prone to malfunction, and often requires manual adjustments to keep running.
• Staffing shortages are common, resulting in employees being expected to operate two or three machines simultaneously.
• Shifts are long, inconsistent, and frequently extend beyond advertised eight-hour schedules, often reaching ten to twelve hours.
• Breaks are frequently rushed, shortened, or interrupted, providing little real recovery time.
• Pay is low relative to the demands and risks of the work, and payroll errors are common.
• Training is minimal and surface-level, leaving employees to learn complex tasks on their own.
• Onboarding and support from management and HR are inconsistent or absent.
• Management tends to be reactive, focusing on production output over staff welfare, with poor communication and misaligned leadership.
• Workplace culture is described as chaotic, with low morale, limited recognition, and minimal opportunities for employee input.
• Health and safety conditions are often inadequate, with exposure to dust, chemicals, heat, and noise, alongside high physical demands.
• Career progression is slow or non-existent, and job security is low due to high turnover and selective contract practices.
• Employees report feeling overworked, stressed, and underappreciated, contributing to early departures and a revolving-door workforce.

Permali Gloucester’s work environment is demanding, hazardous, and poorly structured, with management prioritising production over employee welfare.

Staff face outdated machinery, inconsistent training, low pay, extended shifts, and minimal career advancement.

The combination of these factors results in low morale, high turnover, and a workplace that many describe as exhausting and stressful.

Potential employees should be aware that the reality of working at Permali differs significantly from external perceptions, and the company consistently receives very poor ratings from staff across all roles.

Working at Permali: Pros and Cons

Pros:

• Workers often find camaraderie and support among colleagues.
• Bank holidays are generally not mandatory for work.
• The company provides a canteen for staff.
• Some employees are given a chance to learn basic tasks or gain initial experience in a manufacturing environment.

Cons:

• Machinery is decades old, frequently breaks down, and requires constant manual intervention.
• Employees are often required to operate multiple machines simultaneously due to staffing shortages.
• Work is physically demanding, repetitive, dusty, noisy, and in some areas hot.
• Pay is low and often does not reflect the effort, responsibility, or risk involved.
• Payroll errors and delays are common.
• Breaks are rushed, shortened, or frequently interrupted.
• Shifts are long, unpredictable, and can extend to ten to twelve hours regularly.
• Training is minimal, rushed, and often insufficient for complex tasks.
• Onboarding and support from HR and management are inconsistent or lacking.
• Management is often unresponsive, reactive, and focused on output over staff welfare.
• Communication is poor, with shift leaders and management not always aligned.
• Some managers behave emotionally or unprofessionally, undermining trust and morale.
• Health and safety conditions are inadequate, with exposure to dust, chemicals, noise, and heat.
• Staff are frequently pressured to maintain production despite equipment failures or absences.
• Career progression is slow or non-existent, especially for staff without specialist skills.
• Job security is low, with high staff turnover creating instability.
• Morale is generally low, and the workplace culture is described as chaotic and unsupportive.
• Work-life balance is poor due to long, inconsistent shifts and high workloads.
• Employees frequently feel overworked, exhausted, and underappreciated.

Verdict: Should You Work for Permali?

For anyone considering a position at Permali Gloucester, it is crucial to understand the full reality of the workplace.

Employee reports reveal a consistently challenging environment where long hours, outdated equipment, low pay, and minimal support combine to create a stressful and physically demanding job.

The company’s internal practices and culture make it clear that the role is not suitable for everyone, and potential hires should be fully aware of what they are signing up for.

Key hings to consider:

• Machinery is old, unreliable, and frequently breaks down, requiring constant manual intervention.
• Employees are often expected to operate multiple machines simultaneously due to staffing shortages.
• Shifts are long, inconsistent, and can extend beyond advertised hours, often up to twelve hours.
• Breaks are rushed, shortened, or interrupted, providing minimal recovery time.
• Pay is low for the level of physical effort, responsibility, and risk, and payroll errors are common.
• Training is minimal, rushed, and insufficient for complex tasks, leaving new hires to learn on their own.
• Onboarding and support from HR and management are inconsistent or lacking.
• Management is often reactive, poorly communicative, and prioritises output over staff welfare.
• Workplace culture is chaotic, with low morale, limited recognition, and high turnover.
• Health and safety conditions are inadequate, with exposure to dust, chemicals, heat, noise, and high physical demands.
• Career progression is slow or non-existent, particularly for employees without specialist skills.
• Job security is low due to high staff turnover and selective contract practices.

Permali Gloucester presents a workplace that is physically demanding, poorly supported, and stressful.

Potential employees should be prepared for long hours, outdated machinery, low pay, and a lack of career development.

Staff morale is low, and management practices often exacerbate challenges rather than resolve them.

Considering the combination of these factors, Permali consistently receives poor ratings from employees and is generally regarded as a difficult and high-pressure environment.

Note: Unless you are prepared for constant physical punishment, nonstop pressure, and a workplace where exhaustion is the norm, Permali Gloucester Limited is not somewhere you should seriously consider. The reality inside these walls is far harsher than anything suggested during recruitment.

Important: Employees are routinely pushed beyond their limits at Permali, with long overrunning shifts, rushed breaks, and the expectation to run multiple machines at once due to chronic understaffing. The strain builds quickly and leaves most workers drained, demoralised, and questioning why they ever applied. If you value your health, your time, or your basic sense of stability, this is a workplace you are far better off avoiding entirely.