Borosil Glass Works is a prominent manufacturer in the specialty glassware and laboratory equipment industry, producing borosilicate laboratory glassware, consumer cookware, and scientific instruments. Headquartered in Mumbai, India, the company supp...
People who have worked there often talk about practical, hands-on experience. Many say working at Borosil Glass Works gave them a solid foundation in manufacturing processes and quality control. You will hear employees describe supportive peers and mentors on the shop floor, and that corporate teams are willing to help when you ask. Some say pay progression is steady but not fast, while others appreciate the predictable work and clear expectations.
The company culture at Borosil Glass Works tends to be pragmatic and quality-focused. Teams prioritize safety, process discipline, and long-term relationships with customers and suppliers. You will find a mix of traditional manufacturing values and pockets of modern corporate practices, especially in R&D and sales. If you value a no-nonsense environment where output and reliability matter, you will likely fit in well.
Work-life balance at Borosil Glass Works varies by role. Shift-based shop floor roles have fixed schedules that make planning life outside work easier, while corporate functions can be more deadline-driven. Many employees say they can plan family time and holidays without too much hassle, though peak seasons in sales and production sometimes demand extra hours. Overall, it is reasonable for people who like predictability.
Job security is generally stable. The company is a legacy player in its segment and has a steady customer base, which helps provide continuity of work. There are cyclical pressures tied to demand and raw material costs, and occasional restructuring may occur during downturns. Employees will find that tenure and proven performance usually protect against sudden job loss.
Leadership is steady and conservative, with an emphasis on operational efficiency and product quality. Management communicates priorities clearly, especially around safety and compliance. Strategic moves are cautious rather than aggressive, and investments are typically incremental. Employees will see senior management focused on sustainable operations more than rapid expansion.
Line managers and supervisors are often experienced and technically competent. They will provide clear instructions, and many are willing to coach junior staff on shop-floor best practices. Some employees report variability in managerial style between plants and departments; a few managers are hands-on while others delegate extensively. Feedback and appraisal processes are formal and tend to follow set schedules.
Learning and development offerings are practical and role-focused. There are on-the-job training programs, safety workshops, and process optimization sessions. The company will support relevant external certifications in technical and managerial areas when they align with business needs. Career development is a mix of structured training and learning-by-doing.
Promotions are typically merit-based and follow organizational needs. Vertical movement is available, especially for those who demonstrate technical skill and leadership on the shop floor. Corporate promotions can be slower and may depend on openings rather than automatic pipelines. Employees will benefit from consistent performance and visibility to secure advancement.
Salary ranges are competitive for the manufacturing sector but vary widely by role and location. Typical annual ranges (approximate): entry-level technicians and graduates: INR 1.5–3.5 LPA; mid-level engineers and executives: INR 3.5–8 LPA; senior managers and functional leads: INR 8–20 LPA. Senior leadership packages will be higher and may include performance components. Compensation will generally reflect experience and the criticality of the role.
Bonus structures are tied to individual performance, team targets, and company profitability. There will be annual performance bonuses and, in some functions, incentive schemes linked to sales or production targets. Short-term incentives for meeting quality or output goals are common, and high performers will see financial recognition aligned with results.
Health and insurance benefits are standard for medium-to-large manufacturers. The company will provide group health insurance, mediclaim coverage for employees and often their families, and accidental death and disability policies. Additional wellness initiatives and periodic health checkups may be part of the benefits package depending on location and seniority.
Employee engagement includes festival celebrations, team outings, safety days, and occasional family events. Plants organize events that foster camaraderie, such as sports meets and recognition ceremonies. There will be formal recognition for long tenure and safety milestones. Engagement is practical and rooted in local culture rather than flashy corporate programs.
Remote work support is limited for operational roles due to the need for on-site presence. Corporate functions may have partial hybrid arrangements and use common collaboration tools for communication. The company will accommodate remote work selectively and typically requires clear justification and manager approval.
Average working hours depend on the role. Shop floor shifts commonly run 8–12 hours in rotating patterns, while corporate employees usually work standard office hours with some flexibility during peak periods. Overtime is occasional and is tied to production deadlines or urgent projects. Working hours will be predictable for most roles.
Attrition rates are moderate and often lower than high-turnover industries like retail or BPO. The company has not been associated with frequent mass layoffs; reductions tend to be selective and linked to restructuring or efficiency drives. Employees will find that long-term stability is common, though industry cycles can lead to localized workforce adjustments.
Overall, this company scores well as a stable, quality-driven employer. It will suit professionals who value solid manufacturing experience, steady career progression, and a predictable work environment. For those seeking rapid growth, aggressive startup culture, or widespread remote flexibility, this may not be ideal. A balanced rating would be 3.8 out of 5, reflecting dependable operations, fair pay, and opportunities for hands-on learning.
Read authentic experiences from current and former employees at Borosil Glass Works
People-first culture, transparent HR policies and a healthy work-life balance.
Some processes are still manual and there is occasional bureaucratic delay in cross-functional approvals.
Strong focus on product quality, well-equipped labs and senior colleagues who mentor junior staff.
Compensation could be better; approvals for new projects can be slow.
Steady clients, decent incentives.
Targets were aggressive, lots of travel and support from leadership was inconsistent which made hitting targets harder.
Good job security and clear SOPs.
Long shifts, frequent overtime without much notice and limited upward mobility.
