Impact on Workforce and Career Planning: TCS’s new 35-Day bench rule: In June 2025, Tata Consultancy Services (TCS), India’s largest IT services company, introduced a groundbreaking policy that has sent ripples through its workforce. The TCS’s New 35-Day Bench Rule mandates employees to be billable for at least 225 business days annually, capping unallocated “bench” time at just 35 days per year. This shift aims to boost workforce utilization but raises critical questions: How will it affect employees’ career trajectories? What does it mean for job security and work-life balance? And how can professionals adapt to thrive under this new framework?

Understanding TCS’s New 35-Day Bench Rule

What Is the 35-Day Bench Rule?

The TCS’s New 35-Day Bench Rule, effective from June 12, 2025, requires employees to be actively engaged in client-billable projects for a minimum of 225 business days per year. The remaining 35 days represent the maximum time an employee can remain “on the bench”—a term used in the IT industry to describe periods when employees are unallocated to projects but still on the company payroll.

This policy, outlined by Chandrasekaran Ramkumar, Global Head of TCS’s Resource Management Group (RMG), emphasizes:

• Proactive Engagement: Employees must actively seek project allocations.
• Upskilling Mandates: Bench time must be used for skill development (4–6 hours daily).
• Mandatory Office Presence: Work-from-home is restricted, except in emergencies.
• Long-Term Assignments: Short-term project hopping is discouraged to avoid HR scrutiny.

Why Did TCS Introduce This Policy?

The IT industry is grappling with sluggish growth, macroeconomic uncertainties, and AI-driven disruptions. TCS’s policy aims to:

• Enhance Utilization Rates: Reduce idle time to improve profitability.
• Align with Industry Trends: Other IT giants like Infosys and Wipro have also tightened bench policies, with average bench times dropping to 35–45 days.
• Prepare for AI-Driven Future: Encourage employees to master high-demand skills like AI and cloud computing.

Impact on Workforce Dynamics

Increased Pressure to Secure Projects

The TCS’s New 35-Day Bench Rule places significant responsibility on employees to secure project allocations within five weeks. Failure to do so may lead to:

• Compensation Impacts: Reduced salary increments or bonuses.
• Career Stagnation: Limited opportunities for promotions or overseas assignments.
• Job Security Risks: Prolonged bench time could trigger performance improvement plans (PIPs) or, in extreme cases, termination.

Case Study: Priya’s Experience
Priya, a mid-level software engineer at TCS, was released from a project in July 2025. Under the new policy, she had 35 days to secure a new assignment. Despite applying to multiple roles, she faced delays due to project holds. Priya dedicated her bench time to learning Python and AI tools, which helped her land a role in a GenAI project just before the deadline. Her proactive approach underscores the importance of upskilling under pressure.

Shift to Office-Based Work

TCS has mandated physical office presence for unallocated employees, limiting remote work to exceptional cases. This shift:

• Disrupts Work-Life Balance: Employees accustomed to hybrid models may struggle with daily commutes.
• Increases Operational Costs: Relocation or travel expenses may burden employees in smaller cities.
• Speeds Up Allocation: Office presence facilitates faster collaboration with RMG teams.

Focus on Long-Term Projects

TCS discourages frequent short-term assignments, warning that such patterns may trigger HR investigations. This could:

• Limit Flexibility: Employees who prefer diverse roles may feel constrained.
• Improve Skill Depth: Longer projects allow for deeper expertise in specific domains.
• Reduce Appraisal Risks: Consistent contributions enhance performance evaluations.

Impact on Career Planning

Upskilling as a Non-Negotiable Priority

The policy mandates 4–6 hours of daily learning during bench periods, using platforms like iEvolve, Fresco Play, VLS, and LinkedIn Learning. Employees must also leverage TCS’s GenAI interview coach. This emphasis on upskilling:

• Boosts Employability: Skills in AI, cloud computing, and data analytics align with market demands.
• Mitigates Career Risks: Continuous learning demonstrates initiative, reducing the likelihood of negative appraisals.
• Prepares for Future Roles: TCS’s focus on GenAI projects positions employees for cutting-edge opportunities.

Table: High-Demand Skills for TCS Employees in 2025

Appraisal and Promotion Challenges

The impact on workforce and career planning extends to performance evaluations. Employees on the bench for extended periods may face:

• Lower Appraisal Scores: Lack of billable work reduces measurable contributions.
• Delayed Promotions: Limited project exposure hinders visibility with leadership.
• Overseas Opportunities: Unallocated employees may be deprioritized for international assignments.

Example: Raj’s Career Setback
Raj, a senior developer, spent 40 days on the bench in 2024 due to project delays. Under the old policy, this had minimal impact. In 2025, however, his prolonged bench time led to a lower appraisal score, delaying his promotion. Raj now monitors industry trends and maintains an updated resume to stay competitive.

Shorter Notice Periods: A Double-Edged Sword

The policy allows employees on the bench to negotiate shorter notice periods (as low as 15 days) if they secure external offers. This offers:

• Pros: Flexibility to join new roles quickly, especially for immediate-joiner positions.
• Cons: Negotiation challenges and competitive job markets may complicate transitions.

Strategies for Employees to Thrive

Proactive Project Hunting

To stay within the 35-day limit, employees should:

• Engage with RMG Early: Regularly follow up with unit or regional RMG teams.
• Network Internally: Build relationships with project managers to increase allocation chances.
• Monitor Open Roles: Use TCS’s internal job portals to apply for suitable projects.

Strategic Upskilling

Maximize bench time by:

• Focusing on High-Demand Skills: Prioritize AI, cloud, and cybersecurity certifications.
• Completing Mandatory Training: Attend in-person sessions and update technical certifications.
• Leveraging GenAI Tools: Practice with TCS’s interview coach to stay interview-ready.

Maintaining Work-Life Balance

Despite mandatory office presence, employees can:

• Plan Commutes Efficiently: Use TCS’s exception days for short-term remote work during emergencies.
• Set Learning Schedules: Dedicate specific hours to upskilling to avoid burnout.
• Seek Support: Utilize TCS’s employee assistance programs for stress management.

Industry-Wide Implications

The TCS’s New 35-Day Bench Rule reflects broader trends in the IT sector:

• Leaner Workforce Models: Companies like Infosys and Wipro are reducing bench sizes to 2–5% of headcount, down from 10–15%.
• AI-Driven Efficiency: Firms are investing in AI to optimize resource allocation.
• Talent Retention Challenges: Strict policies may increase turnover if employees feel pressured without adequate support.

Internal Links :

1. How to Upskill in AI for IT Careers
2. Navigating Career Growth in the IT Industry

Outbound Links:

1. The Economic Times: TCS New Bench Policy
2. Times of India: TCS Deployment Policy

FAQ Section

FAQ 1: What Happens If I Exceed the 35-Day Bench Limit at TCS?

Answer: Exceeding the 35-day bench limit at TCS can have significant consequences. According to the policy, prolonged unallocated periods may negatively impact your compensation, career growth, opportunities for overseas assignments, and even job continuity. Employees risk lower appraisal scores, delayed promotions, or placement on performance improvement plans (PIPs). In extreme cases, non-compliance could lead to disciplinary action, including termination. To avoid this, proactively engage with the Resource Management Group (RMG), apply for open roles, and dedicate bench time to upskilling in high-demand areas like AI or cloud computing. Staying interview-ready and networking internally can also accelerate project allocations.

FAQ 2: How Can I Use Bench Time Effectively Under TCS’s New Policy?

Answer: TCS’s policy mandates 4–6 hours of daily learning during bench periods, offering a golden opportunity to boost your career. Focus on high-demand skills like artificial intelligence, data analytics, or cybersecurity through platforms like iEvolve, Fresco Play, VLS, and LinkedIn Learning. Complete all required training, attend in-person sessions, and use TCS’s GenAI interview coach to refine your skills. Additionally, monitor internal job portals, follow up with RMG teams, and network with project managers to secure assignments. By treating bench time as a strategic investment in your growth, you can enhance your employability and align with TCS’s focus on innovation.

FAQ 3: Does TCS’s 35-Day Bench Rule Affect Freshers Differently?

Answer: Yes, freshers at TCS face unique challenges under the 35-day bench rule. The policy requires new hires to be assigned to projects from day one, leaving little room for extended onboarding or unallocated periods. Freshers must quickly adapt to project demands, complete mandatory training, and demonstrate readiness through TCS’s internal platforms. Failure to secure a role within 35 days could impact their appraisals and long-term career prospects. However, TCS provides robust learning resources, such as iEvolve and GenAI tools, to help freshers upskill. New hires should prioritize certifications in AI or cloud computing and actively engage with RMG to ensure swift allocation.

FAQ 4: Will Other IT Companies Follow TCS’s 35-Day Bench Rule?

Answer: TCS’s policy aligns with industry trends, as other IT giants like Infosys, Wipro, and HCLTech have already reduced bench times to 35–45 days, down from 45–60 days in FY21. The push for leaner workforce models, driven by cost pressures and AI disruptions, suggests that similar policies may become standard. Companies are favoring project-specific hiring and higher utilization rates (80–85%) to stay competitive. However, strict bench rules could increase employee turnover if not balanced with supportive measures like upskilling programs or flexible work options. Employees should stay informed about industry trends and prepare for tighter policies by continuously enhancing their skills.

FAQ 5: How Does the Mandatory Office Presence Affect TCS Employees?

Answer: TCS’s mandate for physical office presence during bench periods aims to speed up project allocations but poses challenges. Employees must commute daily, disrupting work-life balance and potentially increasing costs, especially for those in smaller cities. Remote work is allowed only for emergencies, with up to 30 exception days per request, subject to RMG approval. This shift may strain employees accustomed to hybrid models but facilitates collaboration with RMG teams for faster role assignments. To adapt, plan commutes efficiently, leverage exception days strategically, and use TCS’s employee support programs to manage stress while staying focused on upskilling and project hunting.

FAQ 6: Can I Negotiate a Shorter Notice Period While on the Bench at TCS?

Answer: Yes, TCS’s policy allows employees on the bench to negotiate shorter notice periods, sometimes as low as 15 days, if they secure external job offers. This flexibility benefits employees seeking immediate-joiner roles and helps TCS reduce costs for unallocated staff. However, negotiations can be challenging, as TCS may require buyouts or enforce standard notice periods. To succeed, maintain an updated resume, practice interview skills during bench time, and monitor competitive job markets. Upskilling in high-demand areas like AI or cybersecurity can also strengthen your bargaining power, making you a more attractive candidate for external roles.

Conclusion: Adapting to TCS’s New Reality

The TCS’s New 35-Day Bench Rule marks a pivotal shift in workforce management, emphasizing productivity, upskilling, and accountability. While it presents challenges like increased pressure, mandatory office presence, and career risks, it also offers opportunities to master in-demand skills and align with industry trends. By proactively engaging with RMG, prioritizing learning, and maintaining work-life balance, employees can turn this policy into a catalyst for growth.

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