Essar Projects India is an engineering, procurement and construction (EPC) specialist serving energy, petrochemical, metals and infrastructure sectors. The company delivers end-to-end project management, detailed engineering, fabrication, constructio...
“I joined as a site engineer and the first few months were intense but I learned more than I expected,” says one current employee. Another reviewer shared, “You will get real exposure to large EPC projects and cross-functional teams — it is hands-on.” A few people note that you will work long hours during peak phases, but many also mention supportive colleagues and mentors who step in when things get tough. Overall, employees tend to praise the on-the-ground learning and the chance to take ownership, while advising new hires to be prepared for site realities.
The company culture at Essar Projects India is pragmatic and delivery-focused. Teams care about hitting deadlines, solving practical problems, and getting projects across the line. There is a strong bias toward action — meetings are usually about decisions rather than theories. You will find pockets of camaraderie, especially within project teams, and a measurable respect for experience. As with many project-driven firms, the culture can vary from office to office and site to site: some locations feel more collaborative, while others feel strictly hierarchical. If you are someone who values clear goals and tangible impact, you will likely fit in well.
Work-life balance at Essar Projects India depends a lot on role and project phase. Office-based functions like design, procurement, or corporate HR tend to have more predictable hours, and you will usually be able to plan personal time. Field roles and site managers often work longer schedules with frequent travel and on-call responsibilities, especially near project closeouts. The company does attempt to manage workloads and rotate teams to avoid burnout, but during peak delivery periods you should expect heavier demands. If you are seeking a relaxed 9-to-5, this may not always be the right fit.
Job security is tied to the project pipeline and overall market cycles. There are periods of strong hiring when new contracts are secured, and there are slowdowns when projects finish or when the market softens. Senior and specialized technical talent are typically in higher demand and therefore enjoy greater stability. Contractual hires and short-term project staff may face more uncertainty. The company does not typically run sudden, company-wide layoffs without notice, but project closures can lead to role redeployments or exits.
Leadership emphasizes execution, cost control, and meeting client commitments. Senior leaders are generally experienced in engineering and project delivery, and they prioritize on-time completion and safety. Communication from the top can be practical and direct, focused on targets and business metrics. There are efforts to improve transparency and standardize processes, though some employees say that decision-making can still be concentrated in a few hands. Leadership tends to reward delivery and reliability.
Managers are often described as demanding but fair. Good managers provide clear tasks, set expectations, and support their teams during crunch periods. Some managers are praised for mentoring and helping employees build technical competence. Others are criticized for being too focused on short-term targets without providing enough career guidance. Manager quality can vary widely by project and region, so your day-to-day experience will depend heavily on who is leading your team.
The company provides on-the-job learning through project exposure, technical workshops, and occasional classroom sessions. Engineers and technical staff benefit from hands-on problem solving and cross-disciplinary interaction. There are structured induction programs for new hires and safety training for site personnel. Formal training budgets exist but may be prioritized for critical roles. If you are proactive about learning, you will find plenty of mentors and opportunities to upskill.
Promotions are performance-driven and linked to project outcomes, technical competence, and leadership potential. Career progression is available, especially for engineers who consistently deliver and show capability to manage larger scopes. Timelines for promotion can vary and may be slower in administrative or non-billable roles. Visibility on projects and building relationships with senior stakeholders will improve promotion chances.
Salaries vary by function, experience, and location. Typical annual ranges (INR) reported across the industry and similar firms are:
Bonuses and incentives are tied to project performance, individual appraisals, and company profitability. There are occasional performance bonuses, retention bonuses for critical roles, and project completion incentives. Variable pay is not guaranteed and can fluctuate year-to-year depending on business performance. High performers on critical projects may receive meaningful upside.
Group health insurance and employee medical benefits are standard. Coverage often includes dependents and may extend to hospitalization and certain outpatient needs. Additional benefits can include life insurance and accidental coverage. The specifics may vary for contractual staff versus permanent employees; permanent employees generally receive more comprehensive packages.
Teams organize engagement activities, safety days, and occasional team outings. Larger offices host annual functions and recognition events. On-site engagement focuses on safety, tool-box talks, and morale boosters during long projects. Engagement is practical and often geared toward teamwork rather than elaborate corporate social events.
Remote work support is limited for site-centric roles but more feasible for corporate functions. Design, procurement, and admin roles have seen flexible arrangements depending on project needs. Remote policies are pragmatic: they will allow work-from-home when feasible, but core coordination and site visits still require presence.
Typical office hours are close to a standard 9–9.5 hour day, including reasonable flexibility. Site staff and shift crews may work 10–12 hour shifts, and overtime is common during critical phases. Night and weekend work may be required depending on project schedules.
Attrition is moderate and often driven by project cycles and market demand. There have been periods with elevated exits when projects wind down or when new business slows. The company tends to reassign talent where possible but contractors and less specialized roles face higher turnover risk. Overall, attrition is in line with many EPC companies.
Overall, this employer is a solid option for candidates seeking hands-on project experience and technical growth in the EPC space. The working environment emphasizes delivery, learning by doing, and practical problem solving. Benefits and compensation are competitive for the sector, though life at times can be demanding. On balance, a reasonable rating would be 3.7 out of 5, reflecting strong project exposure and learning opportunities balanced against variable work-life balance and cyclical job security. If you are prepared for project-driven work and want to grow technically, this could be a good fit.
Read authentic experiences from current and former employees at Essar Projects India
Strong technical exposure on large EPC projects, mentors who push you to learn.
Long rotation shifts during peak phases and occasional last-minute schedule changes.
Supportive leadership, good client exposure and stable pipeline across India.
Decision making can be slow due to multiple approval layers; process improvements needed.
Friendly coworkers.
Salary growth is slow and HR policies can be bureaucratic; response times for employee queries were often delayed.
