<ul data-eligibleForWebStory="true"><li>TCS has revised its talent deployment policy with a 225-day billable minimum and 35-day maximum bench time per year.</li><li>The shift aims to boost resource utilisation, aligning with industry demands for AI skills and innovation.</li><li>This change reflects a broader industry trend toward innovation-driven growth over labour-arbitrage.</li><li>Non-compliance could lead to salary freezes, appraisals delay, or performance-based exits.</li><li>TCS is reskilling employees in AI, ML, and digital platforms to adapt to automation and AI demands.</li><li>The policy's focus on upskilling highlights the importance of emerging tech proficiency in remaining competitive.</li><li>TCS's new policy may reshape India's IT talent pipeline, stressing the need for AI-ready graduates.</li><li>The 35-day bench cap and mandatory WFO could raise stress and attrition concerns, especially for employees in legacy roles.</li><li>Critics warn that excessive focus on utilisation rates may hinder innovation and flexibility within the organisation.</li><li>Balancing upskilling initiatives with mentorship and realistic timelines is crucial for employee development and success.</li></ul>

Why TCS Changed Its Bench Policy

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