In a bold move to enhance workforce efficiency and ensure project readiness, Tata Consultancy Services (TCS) has introduced a new policy mandating a minimum of 225 billable days per year for all employees. The rule, which came into effect on June 12, is part of a broader strategy to align individual performance with organisational goals.

Bench Time Now Capped at 35 Days

As per the updated directive, employees can now remain unassigned, or on the “bench,” for a maximum of only 35 business days in a calendar year. This applies to all associates, regardless of seniority. The aim is to minimise idle time and maximise productivity, especially in a competitive and dynamic IT services market.

Consequences of Non-Compliance

TCS has clearly stated that non-adherence to this rule will lead to serious implications. These include reduced compensation, stunted career growth, loss of overseas opportunities, and potential termination of employment. By enforcing this policy, the company hopes to instill a greater sense of accountability and readiness among its workforce.

Mandatory Upskilling During Bench Time

Employees who are not currently deployed on any project must now dedicate four to six hours daily for upskilling activities. This ensures they remain interview-ready and relevant for future assignments. In addition, TCS has made working from the office compulsory to facilitate smoother project deployment, allowing remote work only in rare emergencies.

Freshers to Be Project-Ready from Day One

The policy also applies to freshers, who are now expected to be assigned to a project from their first day. This change signals the company’s intent to streamline onboarding and immediately integrate new talent into live projects, reducing time spent in limbo.

Performance Reviews and Assessments Tightened

Regular assessments will now be used to gauge employee performance and job fit. Passing these evaluations is necessary to retain one’s role. TCS is also discouraging frequent project switching and short-term assignments, flagging such patterns for HR scrutiny.

Conclusion

With this policy, TCS is clearly reinforcing a culture of continuous contribution, accountability, and agility. As the IT industry evolves, such initiatives may become standard practice across the sector, demanding a more proactive approach from professionals.