Morarjee Textiles is a longstanding player in the Indian textile industry, producing yarns, fabrics and textile inputs for both domestic and export markets. The company is headquartered in Mumbai and runs integrated spinning and processing facilities...
"I joined as a junior quality analyst and stayed because the people are genuinely helpful. You’ll find colleagues who will walk you through processes, and small wins are often celebrated." Another review from a production supervisor said, "The work is hands-on and steady; if you like routine with occasional problem-solving, you’ll fit in." There are mixed voices too — some long-tenured employees note that certain departments feel stuck in old ways and wish for fresher processes. Overall, testimonials point to a stable, people-first environment where relationships matter.
The company culture at Morarjee Textiles leans toward traditional manufacturing values: practical, disciplined, and community-oriented. People respect hierarchy but many teams are collaborative in day-to-day tasks. There is pride in craftsmanship and a focus on operational excellence — you will see that in how production and quality are discussed. For those curious about company culture at Morarjee Textiles, expect respectful interactions, clear role boundaries, and an emphasis on delivering consistent results.
Work-life balance at Morarjee Textiles varies by role. Shop-floor and production roles often require shift work and fixed hours, so you may have less flexibility. Office functions such as HR, finance, and design typically enjoy more regular hours and occasional work-from-home days. Employees who have shared their experiences say that management understands personal needs when notified, but peak production periods can demand extra time. If you want to know about work-life balance at Morarjee Textiles, be prepared for steady work rhythm with seasonal busy spells.
There is a perception of solid job security across core manufacturing and operations roles. Textile manufacturing tends to value experienced hands, and there is steady demand for production continuity. Contract roles and temporary positions are less secure by nature, and they will depend on order volumes. In general, you will find that long-term employment is common for reliable performers.
Leadership presents itself as pragmatic and operations-focused. Senior management prioritizes efficiency, supply-chain continuity, and meeting client standards. Communication from the top is functional rather than flashy: plans and targets are conveyed in clear terms, and follow-through is expected. Leaders are accessible in many sites, and they tend to value managers who deliver results and maintain discipline on the floor.
Managers are usually experienced and technically competent. Many frontline managers have risen through the ranks, which helps with credibility and practical guidance. Some employees note that managerial styles vary — some are very process-driven while others are more people-centric. If you are being evaluated for promotion, you will generally meet managers who understand the job and set measurable expectations.
Training is offered, especially for operational skills, safety, and quality control. New hires go through onboarding that focuses on machine handling, compliance, and standard operating procedures. Formal leadership development and advanced technical upskilling exist but are less widespread; they are often reserved for key talent or managerial tracks. Overall, you will find structured on-the-job learning with occasional classroom modules.
Promotion pathways are clearer within production, maintenance, and quality teams where seniority and experience matter. Technical competency and reliability are rewarded, and internal hiring is common for supervisory roles. Office functions may have slower upward mobility unless you bring specialized skills or perform exceptionally. Ambitious employees will find growth, but they should be proactive about visibility and skill-building.
Salaries align with industry norms for mid-sized textile manufacturers. Entry-level production roles typically fall in the lower wage band for the sector, while specialized technical or managerial positions command mid-to-competitive ranges. Office and corporate roles such as design, finance, or HR tend to be closer to market median. Exact figures will depend on location, role, and experience, and you will want to compare offered packages with local industry benchmarks.
Performance-linked incentives and attendance bonuses exist in many units. Production teams often have output or quality-linked bonuses that can meaningfully boost take-home pay. Senior staff may be eligible for annual performance bonuses tied to company results. Overall, incentives are practical and tied closely to measurable performance.
Basic health coverage and employee insurance are typically provided, with the option for enhancements for managerial staff. Employees report satisfactory medical aid and occasional health camps at major sites. Maternity and statutory benefits are observed as per law. For comprehensive coverage or family add-ons, you will want to review the exact policy details offered at hiring.
Engagement is community-oriented: festivals, safety days, and local events are common. There are team-level celebrations and occasional company gatherings that build camaraderie. Social activities are more localized than corporate-wide extravaganzas, but they are consistent and meaningful to employees.
Remote work support is limited, primarily because manufacturing and production roles require on-site presence. Corporate or back-office roles might have occasional remote flexibility, but permanent remote positions are rare. If remote work is a priority, you will find more options in non-operational functions and should discuss expectations up front.
Average working hours depend on role: production shifts are often fixed 8–12 hour blocks including rotating shifts; office staff typically work standard business hours with occasional overtime. During peak demand, extra hours may be required. You will generally experience predictable schedules in production and more variable hours in project-driven corporate roles.
Attrition tends to be moderate in the non-managerial workforce and lower among skilled long-tenured employees. There are no widespread reports of sudden mass layoffs, and downturns are usually handled through temporary adjustments or contract reviews rather than large-scale redundancies. Job stability is better for permanent staff with specialized skills.
Overall, this is a solid, stable place to build a career in textiles. The company balances operational discipline with a people-oriented workplace; leadership is practical, training is hands-on, and promotion paths exist for reliable performers. If you value steady work, skilled colleagues, and a community feel, this will be a good fit. For those seeking rapid corporate-style perks or widespread remote flexibility, there may be limitations. Overall company rating: 3.8 out of 5 — dependable, grounded, and focused on delivering consistent results.
Read authentic experiences from current and former employees at Morarjee Textiles
Hands-on testing and good learning opportunities.
Sometimes bureaucratic decisions slow product changes. Communication between departments needs improvement.
Good exposure to brand-building and digital campaigns; colleagues are helpful.
Salary increases are modest and approval chains can be slow.
Supportive management, clear SOPs, strong focus on safety and steady shifts.
Work can be repetitive and paperwork sometimes piles up.
