INOX Air Products is an industrial gases company in India that manufactures and supplies oxygen, nitrogen, argon, carbon dioxide, and specialty gases for steel, manufacturing, healthcare, and food industries. Headquartered in Ahmedabad, the company o...
"I joined as a junior engineer and felt welcomed from day one. The team helped me settle quickly and you’ll find mentors if you ask."
"Shop-floor safety is taken seriously; they back their words with training and equipment. That said, processes can be slow sometimes."
"Career moves are possible, but you have to be proactive. I enjoyed the steady work and colleagues who genuinely care."
These snippets reflect a mix of pride and practical observations that many people share when talking about working at INOX Air Products. You will hear positive notes about safety and teamwork, alongside comments about bureaucracy and pace.
The company culture at INOX Air Products emphasizes safety, operational discipline, and steady performance. Teams tend to be pragmatic and process-oriented; people take their responsibilities seriously and there is a strong focus on compliance and quality. Socially, groups form around shifts and departments, so you will often find close-knit teams in plants and operations.
There is a respectful tone in day-to-day interactions, and the company tries to balance industrial rigor with employee wellbeing. If you value a culture where reliability and predictable procedures matter, the company culture at INOX Air Products will likely suit you.
Work-life balance at INOX Air Products varies by role. Office and corporate teams often enjoy predictable hours and flexibility during deadlines, while operations and plant roles follow shift patterns that can be less flexible. When you are on rotation, the routine becomes regular, and planned leaves are generally respected.
People appreciate that the company understands the strain of shift work and attempts to provide compensatory offs and clear schedules. If you are evaluating work-life balance at INOX Air Products, consider the function: manufacturing and field roles are more structured, while corporate roles offer more conventional 9-to-5 rhythms.
Job security at the company is generally stable. The business operates in essential industrial services—gas production and distribution—which tends to be less cyclical than many sectors. Contract renewals and plant operations provide ongoing demand for skilled technicians and engineers.
There have been reorganizations aligned with market changes, but large, abrupt layoffs are not commonly reported. Workers who maintain skills in operations, maintenance, and safety will likely find continued opportunities.
Leadership is focused on operational excellence and compliance. Senior management places emphasis on safety, asset utilization, and meeting client commitments. Communication from the top tends to be formal and processes are well documented.
Managers are evaluated on delivery metrics and cost control, and that shapes priorities across teams. Leaders encourage reliability and adherence to procedures, which helps maintain consistent performance across plants.
Managers are often described as competent and decisive. Good managers provide clear instructions and enforce standards, which is crucial in an industrial environment. Some employees note that managerial styles can be hierarchical, with decision-making centralized at higher levels.
Those who thrive report that proactive managers support skill development and practical problem solving. Where issues arise, escalation channels are available and managers generally address safety or compliance concerns promptly.
Training is a significant part of the employee experience. There are structured safety programs, on-the-job coaching, and periodic technical refreshers. New joiners receive practical induction training that covers plant systems and emergency protocols.
Formal classroom programs and e-learning modules exist for specific technical and leadership topics. Employees who take initiative can access certifications or external training with managerial approval. The environment supports continuous upskilling, particularly in technical and safety competencies.
Promotions are available, especially for employees who demonstrate reliability, technical competence, and leadership potential. Advancement tends to follow a clear path from technician to senior technician to supervisor in plant roles, and from junior engineer to senior engineer to lead in corporate settings.
Progression is performance-driven and may require patience. Employees who document achievements and volunteer for cross-functional projects will increase their promotion prospects.
Salary ranges are competitive for the industrial and gas sectors. Typical approximate ranges reported are: technicians INR 2.5–4.5 LPA, junior engineers INR 4–7 LPA, experienced engineers INR 7–12 LPA, and mid-level managers INR 12–20 LPA. Senior leadership roles command higher packages in line with industry norms.
Compensation aligns with experience, location, and role criticality. Pay reviews are periodic and linked to performance cycles.
Bonuses are based on company and individual performance metrics. There is a mix of annual performance bonuses and production-linked incentives for operations teams. Incentive structures reward safety compliance, production targets, and cost control.
Bonus levels vary year to year depending on company performance and plant profitability. Overall, incentive schemes are practical and tied to measurable outcomes.
Health coverage is provided, including group medical insurance and accident coverage. Benefits typically include hospitalization cover for employees and limited dependent coverage. Wellness programs and periodic health check-ups are available at many locations.
Workers in plant roles receive additional safety gear and occupational health support. The benefits package is adequate for industry standards, with emphasis on workplace safety and medical readiness.
Employee engagement includes town halls, safety days, and departmental events. Plants often hold safety competitions and recognition programs. Social events are modest but purposeful, focusing on team bonding and recognition of performance.
Community engagement and CSR initiatives are present in several locations, allowing employees to participate in outreach and local support programs.
Remote work support is available for corporate and administrative roles, with hybrid arrangements possible depending on function. Remote policies emphasize business continuity and collaboration tools are provided.
Field and plant roles require onsite presence, so remote work is not applicable for the majority of operations staff.
Average working hours depend on function. Corporate staff typically work 9 to 9.5 hours on working days, while shift workers follow predefined rotations (8–12 hour shifts depending on plant). Overtime may occur during maintenance shutdowns or project peaks, with compensatory off or pay.
Attrition is moderate and tends to reflect industry norms rather than severe churn. Turnover is higher among early-career employees seeking rapid advancement, while experienced operators show lower attrition. The company has not been associated with widespread layoffs in recent years; workforce adjustments are typically managed through transfers and retraining.
Overall, the company is a solid employer in the industrial gases sector. Strengths include a strong safety culture, reliable job security, and practical learning opportunities. Areas for improvement include streamlining some processes and increasing transparency in career progression timelines. A reasonable overall rating would be 3.8 out of 5, reflecting steady performance, good benefits, and room for growth in managerial communication and agility.
Read authentic experiences from current and former employees at INOX Air Products
Flexible hours and decent HR policies.
Middle management can be slow to respond. Career growth is inconsistent across departments.
Supportive management, strong safety culture and regular technical training programs.
Long shutdowns during peak season; shift timing can be tiring sometimes.
Incentive-driven, good product acceptance in the market.
Targets can be high some quarters and travel load increases during campaigns.
Good peer support, stable job.
Salary increments are slow and promotions take time.
