TCS Implements New Policy: Bench Period Now Capped at 35 Days Annually – What Employees Need to Know
TCS Implements New Policy: Bench Period Now Capped at 35 Days Annually – What Employees Need to Know
New rules link bench duration with career growth, compensation, and job continuity
Tata Consultancy Services (TCS) has implemented a new associate deployment policy that significantly curtails the time an employee can remain unallocated or “on the bench.” As per the new policy, effective June 12, associates must be actively billed for a minimum of 225 business days in a rolling 12-month period. This limits the bench period to just 35 working days per year.
The directive, issued by Chandrasekaran Ramkumar, global head of TCS’s Resource Management Group (RMG), aims to reduce idle time, improve project deployment efficiency, and align workforce utilisation with company goals. The RMG is responsible for managing internal talent allocation across projects and regions.
The policy states clearly that extended periods without project allocation could adversely affect an employee’s compensation, overseas deployment opportunities, and overall career growth. In extreme cases, it may even affect continued employment at TCS.
Crucially, the responsibility of securing a new assignment lies with the associate. Employees are expected to proactively engage with the Unit or Regional RMG to seek new projects. Those unallocated must dedicate 4 to 6 hours daily to upskilling through platforms like iEvolve, Fresco Play, VLS, and LinkedIn Learning. Completing all assigned training and attending relevant sessions is mandatory. Associates must also use tools like TCS’s Gen AI interview coach and work on feedback received during internal interviews.
The policy also reinforces TCS’s stance on physical office presence. While the default work mode is now on-site, exceptions for remote work may be granted temporarily in emergencies, but only with prior RMG approval.
TCS has further cautioned associates against frequent short-term project switches, stating that repeated brief allocations may trigger HR scrutiny and result in disciplinary action. The new structure is designed to promote accountability, skill development, and sustained performance consistency across teams.
