Da Milano Leathers operates in the fashion and leather goods industry, producing handbags, wallets, belts, footwear, and accessories with a design-led focus. The brand combines traditional leathercraft with contemporary styling to serve retail custom...
Employees often describe a day at the company with warmth and practical candor. “You will learn product knowledge fast, and you’ll meet customers from all walks of life,” says a current store sales associate. Others working in design and production note hands-on training and a steady pace of work: “They give you responsibility early, so you grow quickly.” There are also voices that mention long standing colleagues and a strong sense of craftsmanship pride.
The company culture at Da Milano Leathers feels product-focused and customer-driven. Teams take pride in leather craftsmanship and maintaining brand standards, and there is a tangible respect for traditional techniques. Collaboration is common between stores, design, and production, though some employees say cross-departmental communication can be improved. Overall, the environment is practical rather than corporate — you will be expected to contribute directly to outcomes.
Comments about work-life balance at Da Milano Leathers are mixed. Store employees often work weekend and holiday shifts during peak seasons, which can make scheduling a challenge, while office or design staff enjoy more predictable hours. Management has been receptive to flexible scheduling requests where feasible, but peak retail cycles do require extra time. If you value predictability, try to clarify shift expectations during interviews.
Job security is generally stable for core roles that align with the company’s retail and production needs. Seasonal positions and contract hires are less secure, as is common in the fashion retail sector. There is a reasonable expectation of continuity for long-term employees and those in specialized roles, but the company does adjust headcount during sustained market slowdowns.
Leadership focuses on operational efficiency and brand positioning. Senior leaders are often described as practical and brand-oriented, placing emphasis on product quality and customer experience. Management decisions are usually driven by sales targets and market trends, and leaders are accessible to employees in many offices. There is room for more transparent communication on long-term strategy.
Managers are generally praised for being hands-on and supportive in day-to-day operations. Store managers tend to mentor new hires closely and provide direct feedback, while middle managers vary in their approach to career development. Some employees feel managers could provide clearer performance metrics and more frequent one-on-one coaching.
Training is practical and role-specific: you will receive product training, customer service coaching, and on-the-job skill development in retail roles. Design and production teams report useful technical workshops and vendor-led sessions. Formal leadership development programs are limited, but internal mentorship and stretch assignments are common ways to learn.
Promotion paths exist, particularly within retail and operations. Many store managers have moved up from sales associate roles, and production supervisors often grow into logistics or quality roles. Advancement tends to favor consistent performance and longevity. If you are proactive and visible in delivering results, you will find opportunities, though formalized, rapid promotion tracks are not universal.
Salaries vary by role and location. Approximate annual ranges for India-based positions are:
Bonuses are primarily performance-linked and vary by role. Store staff often receive monthly commission and incentives based on sales targets, while store managers have bonus structures tied to store KPIs. Corporate employees may receive annual performance bonuses and occasional festival or retention bonuses. Employee discounts on products act as frequent, tangible incentives.
The company provides standard health coverage for full-time employees, including medical insurance and statutory benefits. Coverage levels depend on seniority and location. Some roles receive additional perks such as outpatient allowances or group health plans. Maternity and statutory leaves are provided as required by law.
Engagement activities include product launches, team outings, and seasonal celebrations. The company organizes in-store campaigns and internal events that foster team bonding. Workshops and informal recognition programs are used to highlight high performers. Events are generally practical and focused on morale rather than grand corporate theatrics.
Remote work support is limited but evolving. Office-based functions such as design, marketing, and corporate teams may have hybrid options, with digital collaboration tools in place. Retail and production roles require physical presence and offer little remote flexibility. The company will provide necessary tools for hybrid employees, but a full remote culture is not in place.
Typical store working hours range from 9 to 10 hours a day, often including weekends and holiday shifts. Office roles tend to average 8 to 9 hours, with occasional overtime during launches or financial periods. Shift timings are usually fixed and communicated in advance for retail teams.
Attrition is moderate and higher in frontline retail roles compared to corporate functions. Seasonal churn and job-hopping are common among sales staff in the industry. The company has undertaken limited workforce adjustments during economic downturns, but there is no widespread history of mass layoffs in recent years.
Overall, working at Da Milano Leathers offers solid hands-on experience in retail and leather goods craftsmanship, with decent job stability for core employees. I would rate the company 3.8 out of 5. It is a good fit for people who enjoy product-focused work, practical learning, and a customer-driven environment, while those seeking highly structured career programs or full remote flexibility may need to look elsewhere.
Read authentic experiences from current and former employees at Da Milano Leathers
Friendly team, supportive store manager, good staff discount.
Low salary growth compared to market. Long hours during sale season and frequent weekend shifts which affect personal time.
Great exposure to assortment planning and forecasting. Colleagues are experienced and willing to teach. Hybrid schedule helps maintain work-life balance.
Decision making from senior leadership is slow. Compensation is slightly behind market and promotions are not frequent.
