Apricot Clothing Review - Real Employee Experience

Published: 27 November 2025

Apricot Clothing is a UK fashion retail chain that markets itself as a vibrant and creative brand. However, employee experiences reveal a far more complex reality.

Across multiple stores, staff report inconsistent management, high turnover, minimal support, and stressful working conditions.

While corporate communications emphasize collaboration and creativity, day-to-day life for store-level employees is heavily influenced by the specific manager, the team dynamic, and local staffing levels, with very little consistency between locations.

Many employees describe a disconnect between the company’s polished image and the realities of the work environment, with systemic issues affecting morale, workload, and career development.

Editorial note: Content on this page reflects commonly reported employee experiences observed across publicly available review platforms. It represents opinion and commentary, not verified facts, and does not reproduce individual reviews.

Company Details

• Apricot Clothing operates under parent/operating company Stonemanor Limited
• Company Name: Stonemanor Limited
• Company Number: 04534724
• Registered Address: Unit 2, 50 Eagle Wharf Road, Holborn Studios, London N1 7ED, UK
• Role: Parent/operating company behind Apricot Clothing
• Head office address: Unit 2, 50 Eagle Wharf Road, Holborn Studios, London N1 7ED, UK
• General customer service email: cs@apricotonline.co.uk
• General UK customer service telephone number: +44 208 503 0103
• Other store-specific contact numbers vary by location (e.g., +44 208 686 7724, +44 208 743 4221, +44 1242 574298 for Cheltenham store)
• Founded in 2006, beginning in North London
• Network of UK standalone stores and concessions, including locations such as Basingstoke, Bath, Bluewater, Bradford, Cardiff, Cheltenham, Crawley, Croydon, Derby, Hempstead Valley, London Stratford, London White City, Meadowhall, Merry Hill, Metrocentre, Milton Keynes
• Active parent company reportedly employs approximately 373 staff
• Reported turnover of roughly £90.25 million
• Older company “Apricot Clothing Ltd” (company number 12596575) is dissolved and no longer active
• Retail store operations are heavily influenced by local management, team composition, and staffing levels
• Publicly available HR/recruitment contact information is limited; most enquiries are handled via general customer service channels
• Brand claims a global footprint including UK stores and concessions abroad
• Current structure and ownership beyond Stonemanor Limited is not fully transparent from public records
• Store contact info, emails, and phone numbers may vary depending on location and directory listings

Work-Life Balance and Breaks

Work-life balance is consistently flagged as poor. Shifts are unpredictable, and rotas are frequently altered with minimal notice.

Staff often report receiving texts or phone calls from management during days off or outside of working hours, creating a sense that time off is not fully respected.

Breaks, when they occur, are often squeezed into already busy shifts, leaving employees with little opportunity to rest. High customer demands, pressure to maintain store standards, and the expectation to multitask constantly contribute to fatigue and stress.

Some employees recount feeling emotionally drained, with days so intense that maintaining a positive demeanor for customers feels impossible. In some cases, staff describe bringing work-related stress home, unable to separate personal time from professional obligations.

Pay, Benefits, and Overtime

Compensation is another major concern for employees. Pay is frequently described as low relative to the responsibilities and stress of the role, and overtime opportunities are distributed inconsistently.

Certain staff members are often favoured for extra shifts, while others report being overlooked, creating frustration and resentment.

Benefits are limited to a uniform and a modest staff discount, which many employees consider insufficient compensation for the workload and pressure.

Temporary and seasonal staff often face uncertainty regarding contract continuation, leaving them with minimal financial security despite long or irregular hours. Several employees note that the effort required to meet daily expectations is rarely reflected in their pay.

Management Culture and Employee Treatment

Management is the area that generates the most criticism. Employees describe managers as inconsistent, unsupportive, and sometimes arbitrary in their decision-making.

Favouritism is common, with certain employees receiving preferential treatment while others are scrutinized for minor errors. Criticism is often delivered publicly, and some staff report being reprimanded in front of colleagues for mistakes that stemmed from lack of guidance.

After probation periods, support frequently declines, and employees are left to navigate complex tasks and chaotic rotas on their own.

Gossip, cliques, and divisive behavior among both management and staff are widely reported, creating a toxic atmosphere in many locations. High staff turnover exacerbates these problems, preventing stability, continuity, and team cohesion.

Training, Support, and Progression

Training is generally minimal. Employees are expected to learn much of the role on the job, with little structured guidance. Mistakes caused by inadequate training are often met with discipline rather than support.

Opportunities for progression are limited, poorly communicated, and in some cases non-existent. Temporary staff sometimes receive vague or misleading information about contract terms, which adds to uncertainty and frustration.

Many employees report feeling undervalued and unsupported in efforts to grow within the company, and career development paths are rarely clear.

The lack of structured training, combined with inconsistent management, leaves employees to figure out much of the job independently while still being held accountable for outcomes.

Working Conditions and Equipment

Although Apricot Clothing is a retail operation, working conditions present several challenges. Systems and equipment are often outdated, making routine tasks more cumbersome and increasing the workload.

Staff shortages are common, leading to additional responsibilities falling disproportionately on sales assistants. Limited investment in operational infrastructure forces employees to compensate for systemic inefficiencies, heightening stress levels.

Daily tasks such as stock management, customer service, and store maintenance can feel overwhelming when combined with high-pressure expectations and insufficient resources.

Employees often report that workload and operational inefficiencies directly contribute to exhaustion and frustration.

Store Culture, Team Dynamics, and Atmosphere

Team culture varies widely between locations, but negative patterns are frequent. Many employees report cliquey, divisive, or toxic dynamics.

Gossip, favouritism, and unfair treatment are common, and even when colleagues are friendly, the environment can still be stressful due to high pressure and inconsistent management.

Staff describe the overall atmosphere as demoralising and unstable, with tension arising from unequal workloads, inconsistent recognition, and constant scrutiny.

In stores with high staff turnover, teams struggle to build cohesion, leaving employees feeling isolated or unsupported.

Even short-term staff can be drawn into the cycle of gossip, favouritism, and pressure, affecting morale and performance.

Variability Between Stores

Experiences differ significantly depending on the store, the manager, and the current team. Some locations offer a more structured and supportive environment with manageable workloads, while others are chaotic, poorly managed, and stressful.

High variability means that employees’ experiences are largely determined by local conditions rather than consistent company policy.

Factors such as management style, staffing levels, and team dynamics heavily influence whether a store operates effectively or becomes a high-pressure, toxic environment.

Pros and Cons of Working at Apricot Clothing and Stonemanor Limited

Pros:

• Staff discount and uniform provided
• Occasional supportive or friendly colleagues in some stores
• Some locations have more structured management and manageable workloads
• Opportunity to gain retail experience in fashion and customer service
• Exposure to fast-paced retail environment, which can develop multitasking and problem-solving skills

Cons:

• Shifts and rotas frequently change with little notice
• Management often contacts employees outside working hours
• Breaks are limited or rushed due to high workloads
• Pay is low relative to responsibilities and stress
• Overtime allocation is inconsistent and can favour certain employees
• Management is inconsistent, unsupportive, and sometimes harsh
• Favouritism and cliquey behaviour are common
• Criticism is often public and demoralising
• High staff turnover prevents stability and continuity
• Training is minimal, leaving employees to learn on the job with little guidance
• Mistakes caused by lack of training are often punished
• Career progression opportunities are limited, unclear, or non-existent
• Outdated systems and equipment increase workload and inefficiency
• taff shortages force employees to take on extra responsibilities
• Team culture is often cliquey, divisive, or toxic
• Employee experience is highly dependent on store, manager, and team composition
• Workload and pressure can lead to stress and emotional fatigue

Verdict: Should You Work for Apricot Clothing?

Across multiple locations, Apricot Clothing exhibits systemic issues that consistently impact staff.

Scheduling is unpredictable, pay is low relative to workload, and overtime is inconsistently assigned. Management is often harsh, arbitrary, and favour-focused, with minimal support or guidance.

Training is limited, career progression is unclear, and staff frequently feel undervalued. Outdated systems and equipment, combined with chronic understaffing, increase daily workloads and stress.

Team culture is often cliquey or toxic, and high staff turnover prevents stability.

Your experience at Apricot Clothing is highly dependent on the specific store and management, but the recurring patterns reveal an organization with significant structural and cultural challenges that create a consistently stressful and unpredictable work environment.

Note: Employees report unpredictable schedules, high workloads, and long shifts in fast-paced retail environments. Breaks are often short or rushed, training is minimal, and staff are frequently expected to handle multiple tasks with little guidance. Management can be inconsistent, and understaffing combined with outdated systems adds to daily stress.

In short: Working at Apricot Clothing can be stressful and demanding. Low pay relative to responsibilities, limited career progression, favoritism in management, and toxic team dynamics contribute to low morale and high turnover. Prospective employees should be prepared for high-pressure retail work with inconsistent support.