TCS's New Policy to Reduce Bench Time: What It Means for Employees and the IT Industry

In a significant move to improve productivity and workforce utilization, Tata Consultancy Services (TCS) has introduced new internal policies aimed at reducing bench time — the period when employees are not assigned to any billable project. While the bench has long been a part of IT services models, TCS's new stance indicates a shift toward a leaner, more efficient approach to talent deployment.

What Is Bench Time?
In IT services companies, "bench" refers to a pool of employees who are not currently working on client projects but are available for deployment. While it's a buffer for project demands, prolonged bench time results in cost without revenue — something TCS now aims to minimize.

Why TCS Is Acting Now
There are a few driving factors behind this shift:

• Post-pandemic normalization of client demands
• Global economic uncertainty and margin pressure
• Increased client expectations for productivity
• Rise of automation and AI, making some roles redundant
• A push to build a skill-on-demand workforce

What Does the New Policy Include?

1. Strict Bench Duration Limits
   Employees may now be given only 15 to 30 days to find a new project. If not aligned, they may be transferred, upskilled, or in some cases, asked to exit.
2. Skill-Matching Algorithms
   TCS is using internal AI platforms like iEvolve and TCS Elevate to match employee skills with open projects faster.
3. Mandatory Skill Development
   Those on the bench are expected to complete certifications or training programs during their free time, improving their deployability.
4. Cross-Skilling and Mobility
   Employees may be asked to shift domains or relocate for project requirements — and refusal could affect performance reviews.
5. Proactive Deployment Cells
   Business units are now incentivized to reduce internal idle resources, and match bench talent with open positions across global locations.

Employee Reactions: Mixed Responses

• Positive: Some employees welcome the pressure to stay active and grow skillsets.
• Concerned: Others feel uncertain due to reduced job cushioning, especially during slow hiring cycles.

Industry Implication

TCS’s move is likely to set a precedent for other Indian IT giants like Infosys, Wipro, and HCL. With shrinking bench sizes, companies will rely more on agile hiring, just-in-time training, and project-ready talent — making the IT job market even more competitive and skill-driven.

Conclusion
TCS’s bench policy revision is a clear signal that the Indian IT services model is undergoing transformation. Employees will now need to be more agile, cross-functional, and continuously learning to stay relevant. While it tightens the slack in the system, it also rewards those who evolve with the changing demands of the tech world.

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