TCS enforces a new HR policy capping bench time at 35 business days annually and ends work-from-home for unallocated employees. Learn what this means for TCS staff.
Overview: Major Workforce Policy Change at TCS
In a major shift to boost employee utilization, Tata Consultancy Services (TCS) has rolled out a strict new HR policy from June 2025:
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Bench time capped at 35 business days annually
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Mandatory 225 billable days per year
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Remote work not allowed for employees on the bench
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Mandatory office presence for unallocated staff
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4–6 hours of daily upskilling required for those not on a project
This decision has sparked serious discussions within India’s IT sector, as it signals a return to rigorous performance tracking and physical workplace culture.
📌 What Exactly Is the New TCS Policy?
| Policy Component | Details |
|---|---|
| Bench Duration | Capped at 35 business days/year |
| Billable Days Requirement | Employees must log 225+ billed days annually |
| Remote Work for Bench | Not allowed unless medically justified |
| Upskilling Mandate | 4–6 hours daily on platforms like iEvolve, Fresco Play, LinkedIn, or GenAI Coach |
| Deployment Rules | Frequent project hopping discouraged; long bench time may trigger HR review |
🎯 Why Did TCS Implement This Policy?
✅ Key Reasons:
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Improve productivity & utilization amid slowing global IT demand
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Ensure consistent upskilling while employees are unallocated
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Maintain discipline in project rotations and avoid misuse of bench time
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Prepare workforce for future demands, including AI, data engineering, and cloud skills
🧠 Internal HR Objective:
To streamline deployment, reduce idle capacity, and align with client demand cycles more efficiently.
👥 Impact on Employees
🔻 Negative Outcomes:
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Increased pressure to find a project within a month
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Loss of remote work flexibility for non-billable staff
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Risk of salary delays, promotion blocks, or negative appraisals if targets aren’t met
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Potential attrition if employees feel micromanaged
✅ Opportunities:
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Structured learning through dedicated hours and resources
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Clarity on expectations and faster career acceleration for proactive employees
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Better visibility for internal mobility and cross-skilling
📊 Industry Reactions
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Analysts say the move reflects industry-wide efforts to tighten workforce discipline after the remote-work boom.
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HR Experts believe this is part of a larger trend where top IT firms are “recalibrating” expectations post-pandemic.
“TCS is pushing for a high-efficiency workplace model where every employee adds visible value,” says a senior HR consultant.
🧑💻 What Should TCS Employees Do?
Here’s how TCS associates can navigate the new rules effectively:
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Secure a project early — proactively communicate with Resource Management Group (RMG).
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Document upskilling time — log progress and course completions on internal platforms.
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Avoid extended bench — take short-term assignments or internal gigs if available.
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Prepare for WFO — be available physically in office centers, especially if on the bench.
- Communicate challenges — report genuine constraints early to HR or supervisors.
📈 Broader Industry Implications
The move by TCS signals a broader realignment within the Indian IT sector, where flexibility is being replaced with utilization-based discipline. Post-pandemic, many companies experimented with hybrid or remote-first models. However, as global tech spending slows, top IT firms are now prioritizing productivity, deliverables, and cost-efficiency.
Industry experts believe that Infosys, Wipro, and Tech Mahindra may introduce similar bench-related mandates in the near future. In fact, the idea of bench caps and work-from-office requirements is gaining traction across mid-tier IT companies as well.
This shift also reflects a growing demand from global clients who want their outsourced teams to be highly engaged and quickly deployable, especially in domains like cloud migration, AI/ML integration, cybersecurity, and enterprise data management.
🛠️ The Future of Work at TCS
TCS’s bold policy shift can be seen as part of its long-term vision. With rapid advancements in Gen AI, automation, and digital infrastructure, the company is preparing its workforce to be future-ready—both technically and behaviorally. By enforcing stricter accountability and learning structures, TCS aims to build a resilient talent pool that meets client expectations with speed and quality.
This transformation may be tough in the short term, but it aligns with the company’s goal of balancing growth, innovation, and human capital efficiency in the highly competitive IT services landscape.
🔍 Final Thoughts
TCS’s updated bench policy and remote work ban highlight the company’s shift toward utilization-driven HR management. While this may create short-term discomfort for some employees, it could also foster a more agile, upskilled, and aligned workforce ready for the next wave of digital transformation.
For IT professionals, this marks a new era of accountability, learning, and redefined workplace culture.
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