This study investigates employee perceptions of job evaluation and appraisal systems in the textile industry, focusing on Uttar Pradesh, India. As one of the most labor-intensive sectors, textiles depend heavily on human capital, yet HR practices remain informal, poorly institutionalized, and inconsistently applied (Gupta, 2016; Armstrong & Taylor, 2020). Drawing on Equity Theory (Adams, 1965), Expectancy Theory (Vroom, 1964), and Psychological Contract Theory (Rousseau, 1989), the research explores how employees perceive fairness, motivation, and trust within appraisal systems. Using quantitative ANOVA analysis, the study finds broad uniformity in perceptions across most demographic variables, with only occupation, shift timing, and working conditions emerging as significant predictors. Clerical staff and employees in stable shifts or better environments reported greater clarity and fairness, while technical and rotational-shift workers expressed weaker understanding and trust. These results highlight systemic opacity in HR practices, where structural and contextual factors—not education or experience—shape employee views. The findings underscore the need for formalized frameworks, transparent communication, improved working conditions, and employee voice integration to strengthen trust in appraisal systems. By addressing gaps in Uttar Pradesh’s under-researched textile hubs, the study contributes to contextual HRM scholarship and supports policy efforts toward fairness, organizational justice, and sustainable labour practices.