Vetspeed Limited Review - Real Employee Experience

Published: 25 November 2025

If you’re considering a role at Vetspeed Limited (pet cremation, clinical waste, bereavement services, logistics, and related operations), you need to know what you’re walking into.

Many employees across all sites - Thriplow, Royston, Tewkesbury, Sheffield, Cambridge, Duxford, and Cheltenham - consistently describe the company as disorganised, dirty, mismanaged, and emotionally draining.

From the outside, Vetspeed markets itself as a caring and professional service.

Inside, staff paint a very different picture: poor pay, lack of training, unsafe conditions, no proper facilities, toxic management, and extremely distressing work handled with little dignity.

Below is the full, detailed breakdown.

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

• Full company name: Vetspeed Limited
• Company number: 01449974
• Date of incorporation: 21 September 1979
• Registered office address: The Chocolate Factory, Keynsham, Bristol, BS31 2AU
• Main operating / trading address: A505 Main Road, Thriplow Heath, Royston, SG8 7RR (Hertfordshire)
• Additional operating site: Unit 5601, Shannon Place, Shannon Way, Tewkesbury Business Park, GL20 8SL
• Telephone number (main): 01763 208909
• Telephone number (Tewkesbury site): 01684 299675
• Email address: info@vetspeed-uk.com
• VAT number: 115 1416 58
• Nature of business (SIC): 96030 - Funeral and related activities
• Parent group: IVC Evidensia
• ICO Data Protection Registration: Z5812791
• Associated trading names / divisions: Novus Environmental, CPC (pet cremation services)
• General business focus: Pet cremation, animal by-product processing, environmental and clinical waste services
• Years in operation: Over 45 years
• Workforce size: Medium-sized UK employer (51-200)
• Geographic coverage: Primarily UK-wide, serving veterinary practices, councils, animal charities, and pet owners directly

Work Environment & Site Conditions

Employees across various locations describe Vetspeed’s facilities as old, dirty, and poorly maintained. Many mention dusty offices, cramped and disorganised spaces, lack of functional equipment, and areas that smell strongly of waste or deceased animals.

It’s not uncommon for staff to report overflowing bins, stained floors, and vans that are never cleaned properly inside or out.

Production areas can reach extreme temperatures, especially in the summer, making manual work feel exhausting and unsafe. Some employees say they were shocked by how physically unpleasant the environment was compared to what they expected.

Breaks are another source of frustration - at some sites there are no proper staff areas at all, leaving employees to sit in their cars to eat, often without access to basic hot drinks or a clean kitchen.

Training Standards & Daily Workload

Training at Vetspeed is consistently described as inadequate or entirely absent. Many staff report being shown very little, then being left alone to figure out complex, sensitive, or physically demanding tasks.

New starters often feel overwhelmed from day one because they have no clear guidance and no realistic introduction to the work.

The workload itself can be extremely heavy. Employees may need to move large animal carcasses, handle waste containers, operate industrial equipment, or complete difficult rounds with little support.

The emotional pressure is significant too - seeing deceased pets daily can take a toll, especially when there is little time or space to process the experience.

Several workers express disappointment at the lack of dignity or care shown during handling, which makes the job even harder for those who entered the role hoping to support grieving families.

Management, Leadership & Workplace Culture

One of the most common complaints relates to management. Employees describe leaders as disengaged, inconsistent, or uninterested in providing help.

Communication is frequently poor, leaving staff to guess what is expected of them. Some workers describe being criticised unfairly or publicly, while others mention favouritism that determines who gets support, opportunities, or better shifts.

The overall culture is often called toxic, with reports of unnecessary pressure, backstabbing, and a general sense that morale is extremely low.

Many feel that concerns are ignored, complaints are brushed aside, and that managers dismiss problems instead of resolving them.

This environment, combined with the emotional nature of the work, creates a workplace atmosphere that feels stressful and draining for a significant number of employees.

Pay, Benefits & Financial Issues

Pay is a repeated source of dissatisfaction. Many employees feel the wages do not match the difficulty, emotional strain, or physical intensity of the role.

Several mention having their hours calculated incorrectly, having deductions they don’t understand, or needing to chase payroll repeatedly to fix mistakes.

For drivers, long days and overtime make the job just about financially viable, but other roles - especially those dealing with production or cremation - say the pay structure feels outdated and unfair.

Promised pay rises and progression opportunities often fail to appear, leaving staff feeling undervalued.

Hours, Shifts & Work-Life Balance

Work-life balance is a significant struggle for many at Vetspeed. Drivers in particular report extremely early starts, sometimes around 1 or 2am, followed by long, unpredictable days that can stretch into the evening.

Production staff and cremation workers also describe extended shifts, unexpected overtime, and inconsistent workloads that make personal planning difficult.

Even when the day appears to be winding down, employees may be sent back out on another round or asked to pick up additional tasks. This creates a constant uncertainty that makes the job feel draining and disruptive to personal life.

Progression, Job Security & Turnover

Career progression at Vetspeed appears limited. Many employees say there is no clear pathway to promotion, no structured development, and very little recognition for hard work.

Roles change with little notice, expectations shift without explanation, and those who try to advance often feel blocked or ignored.

As a result, turnover is high, with some new starters leaving within days because the reality of the job does not resemble what they were told. Long-term staff frequently mention feeling stuck and underappreciated.

Ethical Concerns & Treatment of Animals

This is one of the most troubling areas raised in reviews.

Numerous employees claim that deceased pets are not always handled with the care or dignity that grieving owners expect.

Some describe seeing animals being moved roughly or stored in ways they found distressing.

Several workers openly state that after seeing what happens behind the scenes, they would not trust Vetspeed with their own pets.

Others express discomfort with actions they view as unethical or insensitive, but feel unable to speak up due to the culture of the workplace. These experiences leave many employees emotionally affected long after they’ve left the company.

Pros & Cons of working at Vetspeed Limited

Pros:

• Some colleagues are genuinely supportive and help each other cope with the emotional and physical demands of the work.
• Work can feel meaningful for the right person, especially for those motivated by helping grieving pet owners.
• Opportunity to work independently, particularly for drivers who prefer being out on the road rather than under constant supervision.
• A steady flow of work due to high demand for cremation and clinical waste services, reducing the risk of layoffs.
• Basic training provided for essential tasks, though often limited.
• Company vans provided for drivers, which removes the need to use personal vehicles for work routes.
• Overtime is often available, which can slightly boost earnings for those willing to work longer hours.
• Some sites offer reasonable job security simply because turnover is so high that workers are rarely made redundant.
• Exposure to many different tasks, which can be a positive for people who like varied days instead of repetitive work.
• Occasional quiet days where the workload eases, depending on the site and time of year.

Cons:

• Extremely emotionally difficult environment, especially dealing with deceased pets, grieving families, and distressing scenes.
• Sites are often described as dirty, smelly, and poorly maintained, creating an unpleasant and sometimes unsafe workspace.
• Training is minimal and often inadequate, leaving new hires confused, overwhelmed, or put into situations they’re not prepared for.
• Management is frequently criticised for poor communication, inconsistent expectations, and not supporting staff effectively.
• High-pressure work culture, with employees expected to multitask, rush jobs, or handle heavy loads without proper guidance.
• Low pay relative to the emotional and physical demands of the role, leading many employees to feel undervalued.
• Payroll issues are common, including incorrect hours, unexplained deductions, and slow resolution of pay disputes.
• Long, unpredictable shifts - especially for drivers - often starting very early (1-3am) and finishing late.
• Work-life balance is poor, with little control over finishing times or daily workload.
• High turnover, meaning teams are often understaffed and new employees leave quickly.
• Heavy lifting and physically demanding tasks with limited ergonomic support or safety focus.
• Inconsistent or harsh management styles, with some employees reporting favouritism or unfair treatment.
• Limited progression opportunities, with promotions rare and little investment in career development.
• Breaks can be inadequate, with some staff having nowhere comfortable or clean to rest or eat.
• Vehicles and equipment are often poorly maintained, especially vans used by drivers.
• Ethical concerns raised by employees regarding the handling and storage of deceased animals.
• High stress levels, especially during peak periods when workload increases dramatically.
• Constant exposure to unpleasant smells and graphic situations, which many workers struggle to cope with long-term.
• A generally low morale environment, with staff feeling ignored, unappreciated, or emotionally drained.

Should You Work for Vetspeed Limited?

Overall, employee feedback highlights a workplace that faces serious internal challenges, especially around organisation, communication, and staffing. Many workers describe Vetspeed as a company where systems and processes often feel outdated or inconsistent, leading to confusion and unnecessary stress.

Poor planning, unclear instructions, and a lack of coordination between teams contribute to daily operational problems, making the job more demanding than it needs to be.

Leadership is another recurring concern. Employees frequently report weak management support, limited visibility from supervisors, and a general feeling that higher-level decisions don’t reflect the realities on the ground.

Understaffing is a persistent issue, with small teams expected to handle heavy workloads, tight deadlines, and emotionally difficult tasks without enough backup.

The work itself can be physically tough and emotionally draining. Handling deceased pets, processing remains, dealing with grieving owners, and working around waste or by-products creates an environment that not everyone is prepared for.

Combined with relatively low pay for the responsibilities involved and training that many feel is rushed or insufficient, the overall experience can quickly become overwhelming.

Note: Some employees do find meaning in what they do. Many appreciate the compassionate side of the role and take pride in providing a dignified final service for people’s pets. Colleagues often form close bonds due to the nature of the work, and teamwork is one of the few consistently positive points mentioned.

In short: Working at Vetspeed is tough, messy, emotional, and often frustrating due to organisational problems and staffing pressures. Anyone considering a role should go in with open eyes and a clear understanding of the challenges involved.