At Patagonia, 90 percent of employees say their workplace is great.



This review is based on 1023 employee surveys, with a 90% confidence level and a margin of error of ± 1.50. It was published on Aug 15, 2018. 41190 Visitors

What Employees Say

I'm proud to tell others I work here.
I feel good about the ways we contribute to the community.
We have special and unique benefits here.
People care about each other here.
People celebrate special events around here.

What They Do

We asked Patagonia to explain what they do. Here is what they had to say.

Our mission is to build the best product, cause no unnecessary harm, and use business to inspire and implement solutions to the environmental crisis. We sell regenerative organic foods & clothing for climbing, skiing, surfing, flyfishing, paddling & trail running

About this Company

Website: Industry: Retail
US Headquarters: Ventura, California, 93001 US Sites: 33
Major Locations: Ventura, California, 93001; Reno, Nevada, 89523; Sausalito, California, 94965 US Employees: 1,547
Employees Worldwide: 2,585 Corporate Structure: Private
Founded: 1973

Thomas Fire Firefighters at GPIW

Perks and Programs

We asked Patagonia to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Let My People Go Surfing Policy: This flextime policy allows Patagonia employees the freedom to get away from their desks during the day to catch a good swell, go climbing or hiking for an afternoon, pursue and education, or get home in time to greet a child climbing down from the school bus. This informal and trust-based policy supports work-life balance and allows us to keep valuable employees who love their freedom and sports too much to settle for the constraints of a more regimented work environment.
  • On-Site Childcare: Since 1984, Patagonia has provided high-quality, on-site childcare at the Ventura headquarters and recently expanded the benefit to the Reno Distribution Center. This program has a profound impact on employee retention. The turnover rate for parents who have children in the program is 25% less than the general population and we see 100% of moms return to work after having a child. Even more importantly, having children and parents in the same space allows for deeper bonds and lighter moods overall. Who can be mad over the sounds of children playing?
  • Paid Environmental Internships: Within the Environmental Internship Program, employees receive full pay and benefits for up to two months while interning full-time with the non-profit, environmental group of their choice. This program lets employees maintain job security, while getting their hands dirty and boots on the ground for causes that they personally care about anywhere in the world. Through this program, employees are able to enact change, while learning new skills and supporting groups that are actively doing important work around environmental activism.
  • Paid Leave: Patagonia aims to support employees and their families in the good times as well as the most challenging through generous and flexible paid leave policies. Birthing mothers receive 16 weeks of paid leave, while new fathers and adoptive mothers receive 12 weeks paid. This time does not have to be taken consecutively and instead can be scheduled over the course of a year to allow for presence during times of need or key milestones. Additionally, regular employees are eligible for 12 weeks of paid leave for a personal medical condition or to take care of a sick parent, partner, or child.
  • Alternative Transportation Reimbursement: All employees are eligible for the Driveless program, which reimburses up to $500 a year ($2 per trip) for using alternative transportation to get to work. Employees track their commute on an online calendar and earn a payout every quarter for biking, walking, skateboarding, carpooling, or paddling to work! Driveless also features a rideshare map, that connects local commuters so that they may carpool or bike together.
  • Company Ski Trip: Each year Patagonia organizes (and partially subsidizes) an all company ski trip to Mammoth Mountain in California, conveniently central to the company's two largest locations in Ventura, CA and Reno, NV, and easily accessible for folks flying in from retail locations across the country in search of fresh powder. All employees and their families are welcome for a long weekend together on the slopes. This trip always results in great memories along with strengthened cross-functional bonds and new friendships across the company.
  • Patagonia Product: Being a product-based company, there are plenty of opportunities for employees to walk away with Patagonia gear. Wearing the brand is by no means required (even in the retail stores) but through discounts, giveaways, and clothing swaps, all Patagonia employees are inevitably sure to be decked out. We attract and hire product users, outdoor enthusiasts, and core customers, so it's only natural to reward them with very easy (and inexpensive) access to product so that they can keep on doing the outdoor activities they love at the highest level!
  • Environmental Grants Program: Since 1985, Patagonia has pledged 1% of sales to the preservation and restoration of the natural environment through environmental grant-giving. Employees play a huge role in the grant process, with roughly one-third of the U.S. employee population (about 500 individuals) participating in grant-giving each year. At the larger locations in Ventura and Reno, employees take part in Grants Councils that read, discuss, and vote on various environmental grants. In the retail stores, associates carry out similar actions at a store level for grants supporting groups in their local community.
  • Alternative Work Schedule: At our Ventura headquarters, we have implemented a 9/80 Work Week, which means that the offices are officially closed every other Friday. This condensed schedule allows Patagonia employees to escape to the mountains, visit family, or spend quality time at home on a regular basis. We strongly believe that taking time off contributes to more engaged and productive employees. Plus, closing the offices once every other week has a significant cost and energy savings! While our Reno office does not run on a 9/80 Work Week, many employees have access to a flexible work schedule to better accommodate schedules that work for them, their passions, and their home-life balance.
  • Covered Health Insuance Premiums: At a time where health insurance premiums are rising for employees across the country, Patagonia continues to pay all 100% of all medical premiums for all individual full and part-time employees. There is no waiting period, these benefits start on the first day of work. From a part-time store sales associate to CEO, healthcare is funded equally and the employee can rest assured that Patagonia has their back.


100% Company-paid health coverage for employees 32% Company-paid health coverage for dependents
100% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance
$500 Average Tuition Reimbursement
Diversity, Equity and Inclusion Summit in Yosemite


18 days Paid time off after one year of full-time employment 18 days Paid time off after one year of part-time employment
9 days Paid sick days after one year of full-time employment 9 days Paid sick days after one year of part-time employment
8 weeks Paid sabbatical after 1 year(s) of employment


  • Flexible schedule (60% use it)
  • Compressed work weeks (33% use it)
  • Subsidized On- or Off-site Fitness (67% have access)
  • Onsite Amenities (Organic farm-to-table caf + Bread stand and Hello Harvest Patagonia provides employees with subsidized, organic farm-to-table meals in the Ventura campus caf. Additionally, weve partnered with a local farm share program, Hello Harvest, and organic, artisan bread stand, Kates Bread, to bring healthy, local food directly to our employees for purchase. On-campus wellness center and classes Employee wellbeing is at the centerfold of our well-balanced, healthy community. Not only are employees encouraged to get out of the office for an afternoon surf or jog along the bike path, but we also offer a wide variety of exercise classes on-campus, including Pilates, yoga, circuit training, and even mindful meditation.)


95 days Job-protected maternity leave (including FMLA/STD) 80 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
80 days Job-protected paternity leave (including FMLA)$10,000 Adoption benefit
60 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave.


  • On-site or near-site backup childcare center
  • Childcare reimbursement during business travel
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

320 hours Paid time off to volunteer $164,221 Total company-matched employee donations in last year
VP, Social & Environmental Responsibility Leads environmental impact team Third-Party Conducted Environmental impact audit
1 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Carbon offset program
Yes Recycling program Yes Locally-sourced food program


  • Senior Director, Human Resources oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Speakers of English as a second language
  • 2 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Mindful Meditation at the Tin Shed


Worn Wear Repairs with Rudy

How to Get Hired

We asked Patagonia for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

When you join Patagonia you're joining a mission more than a company. So first and foremost we're looking for people passionate about saving the planet and stoked to do that by building the best product possible with as little harm to the planet as possible. We don't always have openings but we're always excited to meet someone new and make a connection whether it be at our Ventura, California headquarters, Reno, Nevada Service Center, or one of our 32 stores across the United States. We're especially interested if you share our love of the outdoors, our passion for quality, and our desire to make a difference.  We look for candidates who are already living our four core values: Integrity, Environmentalism, Quality, and Not Bound by Convention and have a skill set they can bring to bear to add value in our business. 

What can prospective employees do to get your attention?

We sit up and take notice when we read about any unusual combination of interests and experience that reflects a strong spirit, a curious mind, the ability to work hard in a  community atmosphere—and a bold move or two, something unexpected. A love of the outdoors and the value of wilderness, deep knowledge of our products and a desire to change business so that it better serves the planet and society. That is how we know you'll connect with what we do. But once we've established that, we're looking for someone who brings a new and diverse set of perspectives and backgrounds. We need fresh thinking all the time. So once we know you share our passion for the planet, we get most excited when we can bring in new and diverse ideas and perspectives of every kind to join in our work and mission. 

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are in growth mode here at Patagonia. It is a really exciting time to join our company, the more we grow, the more we can use business for good. All departments will be looking for some sort of support in the coming years to help scale our business for the next generation. Hiring people with diverse backgrounds brings in flexibility of thought and openness to new ways of doing things, which will be important as we continue to build our Patagonia community. 

What should interested candidates do to find out more and get started?

Besides keeping an eye on our career site, we encourage you to read Let My People Go Surfing and The Responsible Company which take deep dives into our history, values, community and plans for the future. And follow us on Instagram and other social media sites to keep up with events and what we're working on. 

hiring Outlook

115 Forecasted positions to fill in coming year 19% Job Growth
185 Average applicants per opening 31,260 Total job applicants
10% New hires by employee referrals 37% Openings filled by current employees
22 Recent graduates hired 9% Voluntary turnover for full-time employees
48% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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