Beyond the Runway: The Perks & Benefits Fashion Talent Actually Cares About in 2025
A Guide for Apparel Brands with 50–100 Employees
The world of fashion is evolving fast, and nowhere is that pace more felt than in midsize apparel companies. You’re big enough to offer growth and exciting projects—but still nimble, creative, and deeply connected to your brand’s DNA. The challenge? Attracting and retaining the best talent when you’re up against both legacy giants and fast-moving startups.
In 2025, the right perks and benefits can be your game-changer. Here’s what really matters to fashion professionals—especially when considering a brand your size:
Flexibility Is the New Luxury
Midsize apparel brands often don’t have the red tape of larger corporations. Use that agility to your advantage:
Hybrid or remote-friendly options for creative, digital, and marketing teams
Core working hours that respect employees’ lifestyles (no need for a strict 9–6)
Summer Fridays or flexible PTO—small gestures that boost loyalty and morale
“Fashion creatives often work non-traditional hours—so they’re seeking companies that trust them to deliver, not clock-watch.”
Mental Health Support (Without the Red Tape)
Smaller teams can mean closer relationships—but also more pressure when things get busy.
Stand out by:
Offering access to mental health resources or wellness stipends
Building mental health days into your calendar—not just during Fashion Week!
Promoting a culture of balance, where leadership checks in and prioritizes wellness
Career Growth & Creative Freedom
At a company of your size, people notice great work—and growth opportunities are real:
Clear paths to promotion, even in flatter organizations
Opportunities to lead projects, experiment, and receive credit
Budget for courses, conferences, or even local creative retreats
Show candidates that your size means they can truly make their mark.
Real DEI: From Studio to Showroom - Even if you can’t call it DEI these day
Apparel professionals want to see inclusion in action, not just as a slogan:
Transparent, inclusive hiring and promotion practices
Diverse teams at every level, from design to leadership
Support for employee resource groups—even informal ones can make a difference
For many Gen Z and Millennial candidates, real DEI is a must-have—not a “nice-to-have.”
Tangible, Relatable Lifestyle Perks
Midsize brands can get creative with lifestyle benefits that matter to their people:
Generous product discounts, gifting, or early product access
Opportunities to travel to trade shows or industry events
Workspace perks—like a stylish studio, co-working memberships, or design tool subscriptions
Stability & Transparency (Without the Bureaucracy)
After recent industry shake-ups, talent craves clarity and honesty:
Transparent communication from leadership (especially during changes)
Clear salary bands and performance feedback
Benefits that reflect a long-term investment (e.g., 401k match, paid parental leave, and professional development funds)
Final Thought
Apparel companies with 50–100 employees have a unique opportunity: to offer the best of both worlds—big-brand resources, small-brand culture. By building a perks and benefits package that’s agile, thoughtful, and creative, you’ll attract fashion talent who want to be seen, heard, and truly valued.
Want to design a benefits package that’s as unique as your brand? PRTNR Recruiting helps apparel companies compete for top talent—with perks that go way beyond the runway.
