Tata Consultancy Services (TCS) has introduced a new bench policy limiting the non-billable or “bench” period to just 35 days per year. The move is expected to increase workforce efficiency and put pressure on employees to stay billable. Here’s how the change impacts employees and the IT sector.
Tata Consultancy Services (TCS) has officially announced a significant shift in its employee deployment policy—restricting the bench period to 35 days per year. This policy revision is part of the company’s broader strategy to improve project utilization and cost efficiency, especially in the current dynamic IT services market.
For those unfamiliar, the bench period is the time when an employee is not assigned to any active project. During this time, the employee remains on the company’s payroll but does not contribute directly to revenue-generating activities.
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What Does the New TCS Bench Policy Say?
As per the new policy:
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The bench duration is limited to 35 days annually.
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Employees exceeding this limit may face reassignment, mandatory training, or even possible HR intervention.
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New billing targets are being implemented with minimum billable days defined.
The update applies to all employees across locations and verticals, reflecting the company’s emphasis on operational discipline and project alignment.
Why the Change?
Several factors are driving this shift:
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Post-pandemic slowdown in tech hiring.
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Increased client demand for optimized team size and faster delivery.
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The growing pressure to improve margins and cut costs in an increasingly competitive global IT space.
By minimizing idle time, TCS aims to maintain its position as a market leader and ensure a leaner, more agile workforce.
How Will This Impact Employees?
This change has received mixed reactions. On one hand, it could:
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Push employees to upskill faster and stay relevant.
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Encourage quicker redeployment to new projects.
On the other hand:
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It may increase anxiety among staff unable to find projects in time.
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Some fear it might lead to involuntary exits or increased attrition.
Additionally, employee feedback on internal platforms suggests that clearer communication and support mechanisms are needed to avoid unnecessary panic.
