TCS Introduces New Bench Policy: 35-Day Cap on Idle Time, Focus on Accountability and Upskilling

Tata Consultancy Services (TCS) has implemented a new resource deployment policy aimed at optimizing workforce productivity by capping bench time to a maximum of 35 business days per year. Effective from June 12, the policy requires associates to be billed for at least 225 business days annually, as per internal guidelines reviewed by The Times of India.

Stricter Rules Around Bench Time and Employee Impact

According to internal communications, extended unallocated periods can now significantly affect an employee’s compensation, career growth prospects, chances of international assignments, and even continued employment at TCS. The updated policy was outlined by Chandrasekaran Ramkumar, the Global Head of TCS’s Resource Management Group (RMG), which oversees internal talent allocation.

Employees Responsible for Finding Assignments

TCS has clearly shifted the responsibility of project allocation to the individual. Associates who are not currently assigned to a project are expected to proactively engage with their respective Unit or Regional RMG to seek new assignments and leverage available opportunities within the organization.

An "unallocated resource" refers to an employee who has been released from a project and is available for reassignment under RMG supervision.

Mandatory Learning and Upskilling While on Bench

During the bench period, associates are required to invest 4 to 6 hours per day in learning activities. This includes mandatory upskilling through platforms like iEvolve, Fresco Play, VLS, and external platforms such as LinkedIn Learning. Attendance in all suggested in-person sessions and completion of recommended training modules are compulsory. Associates must also make use of the TCS Gen AI Interview Coach, act on feedback, and complete assigned training with full participation.

Work-from-Office is Now Default

To speed up project onboarding and collaboration, TCS has made in-office work the default mode. Remote work or hybrid arrangements will only be allowed in exceptional cases, such as personal emergencies, and require prior approval from the RMG, aligned with existing HR policies.

Short-Term Assignments Under Scrutiny

The policy discourages frequent, short-term project allocations, warning that such patterns may trigger HR scrutiny and possible disciplinary actions. This move is likely intended to promote long-term stability and deeper engagement with client projects.