In a fidgeting feature of a touching conversation in the Indian IT sector, Tata Consultancy Services (TCS) has introduced a new policy, explaining how it manages its huge workforce. Since June 12, 2025, TCS employees who have not been awarded a project – often known as “bench” – are only 35 working days a year to get employees. If not, they expect them to be facing APCALS or on -evaluation pressure.
But this is not all. The company also abolishes distance work privileges for bench employees. If you are not on a project, you must now show in the office – no exception.
This change marks a serious cultural change in TCS, which is known for its measured, folk-first approaches, even during the epidemic and subsequent Covid-Restitution period. So what really happens?
From pillow to countdown | Bench time is now tick
For years, the bench was a pillow – an informal breath where the staff could recover, get or wait for the next project. But now, downtime has a difficult limit: 35 commercial days per year. After that the clock goes out.
To live within this new structure, TCS Associates is expected to log in each year at least 225 bill -qualified business days. There is a strong pressure on high rates, and clearly an awaken to the coast between tasks.
External work? No more | at least not on the bench
Here it becomes even more real: TCS does external work for employees on the bench. This is right – not to work more than at home while waiting for placement.
Uart employees will now report to the office and participate in compulsory teaching sessions, training modules or internal projects. This is a major change from the hybrid model that defines TCS and defines most IT companies after the epidemic.
The message is loud and clear: If you are on the bench, be present, leather and be ready.
Upcycling Center takes scene
While the tone may sound hard, it’s a silver lining. Employees on the bench do not leave your thumb twiddling. TCS has doubled with structured Apusuling, providing associated companies access to certification courses, internal teaching modules and skill -specific projects.
Therefore, instead of being inactive during the bench, it is expected that employees are now busy, intensifying their skills and faster distribution when the client is required.
And yes, all this happens in the person.
What does it mean for TCS and Industry
The decision from TCS does not come out of the blue. Globally, the IT industry is facing boring customer expenses, slowly agreements, bicycles and strict margins. Instead of working on the field to trim or go down like some rivals, TC’s almost attitude is already: a working group of more than 600,000 employees.
By pushing too high use, cutting passive time and making compulsory to compulsory, TCS tries to stay smooth without a pink miss.
There is also a quiet change in project strategy-TCS has discouraged short-term tasks, and prioritizes more stable, long-term attachments. It combines prediction for both customers and employees, especially in today’s unstable business environment.
BIG PICTURE: A blueprint for the future?
For India’s IT labor force, it can only be more than a policy. This is a sign of probably coming things. Like AI, automation and tight rules for budget gauges, companies come to the interior teams to retire and cut off the disabled.
TC’s relocation can only be normal, especially if it pays off.
Last word
Is this a difficult policy? Sure. But it is also a strategy..
Instead of large -scale trimmed or nervous recruitment, TCS chooses to focus on what it already is – a huge, talented working group that just needs to be faster, faster and more prepared than before.
