Infosys Cracks Down on WFH: New 5-Day Cap Sparks Employee Backlash

Infosys tightens its Work from Home policy, adds new conditions to …

The era of flexible work at one of India’s IT giants may be coming to an end. In a move that has sent ripples through its massive workforce, Infosys has officially tightened its work from home policy, imposing strict new limits that mark a stark departure from its earlier promises of a flexible future.

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The New Infosys WFH Rules: What’s Changed?

Gone are the days of relatively free-form remote work for many Infosys employees. The company’s updated Infosys work from home policy introduces a hard cap on extra work-from-home days, limiting them to just five per quarter [[3]]. This means that beyond their designated hybrid schedule, employees can only work remotely for an additional five days every three months.

Crucially, this policy applies primarily to employees at lower levels, who are now mandated to be physically present in the office for a minimum of ten days each month [[8]]. Any request for additional WFH days beyond the five-day quarterly allowance will require explicit prior approval from management and must be backed by a valid, critical reason—primarily serious medical issues or essential caregiving responsibilities [[4]].

This is a significant tightening from the previous interim hybrid model, which was more lenient in its approach to remote work exemptions [[6]].

Why Is Infosys Reversing Course on Flexibility?

While Infosys hasn’t released a detailed public statement outlining its exact rationale, several industry trends point to a clear strategy. The primary driver appears to be a renewed focus on fostering collaboration, innovation, and a strong, unified corporate culture—all of which leadership often believes are best nurtured in a physical office environment [[18]].

Furthermore, with the initial post-pandemic surge in digital transformation projects stabilizing, the company may be looking to optimize its real estate investments and ensure its large office spaces are being utilized effectively. This move also aligns with a broader belief among some executives that in-person mentorship is crucial for the development of junior talent, a key asset in the IT services industry.

Industry-Wide Shift: TCS and Wipro Follow Suit

Infosys is far from alone in this strategic pivot. This policy change is part of a sweeping trend across India’s top IT firms. Both Tata Consultancy Services (TCS) and Wipro have implemented their own stricter return-to-office (RTO) mandates in recent months [[18]].

TCS, for instance, has moved away from its ambitious “25/25” model and is now enforcing tighter attendance rules, including for its US staff [[16], [20]]. Similarly, Wipro has mandated a minimum number of office days per week for its employees under its revised hybrid policy [[19]]. This coordinated shift suggests a collective industry decision that the benefits of a fully distributed workforce are outweighed by the perceived advantages of a more centralized, office-based model.

Employee Reaction and Potential Fallout

The reaction from the Infosys workforce has been predictably mixed, with a significant portion expressing frustration and concern. Many employees had built their lives around the flexibility offered by the previous policy, managing long commutes, childcare, and personal well-being more effectively from home.

This sudden reversal could lead to several negative consequences for the company:

  • Increased Attrition: Top talent, especially those with in-demand skills, may seek out employers with more flexible or remote-first policies. Studies have shown that strict RTO mandates are a leading cause of higher employee turnover [[21], [30]].
  • Recruitment Challenges: In a competitive job market, a rigid office policy can make Infosys a less attractive option for potential hires who value work-life balance and autonomy.
  • Impact on Morale and Productivity: Forcing employees back into the office against their preference can lead to a decline in morale, which can directly impact productivity and engagement—a key concern for a knowledge-based business.

This situation highlights the delicate balance companies must strike between operational goals and employee expectations in the modern workplace.

What This Means for the Future of Work in India

The actions of Infosys, TCS, and Wipro are a powerful signal to the entire Indian corporate sector. It suggests that the initial wave of pandemic-driven remote work may have been a temporary anomaly rather than a permanent evolution for many large, traditional service-based businesses.

For employees, this means that the expectation of full-time remote work is likely to fade, replaced by a more structured hybrid model with clear, non-negotiable office attendance requirements. The power dynamic appears to be shifting back towards employers, at least in the current economic climate. Professionals will need to adapt their career strategies and personal planning accordingly, perhaps prioritizing companies that have a more progressive and clearly defined long-term remote work philosophy.

Conclusion

Infosys’s decision to tighten its work from home policy is a defining moment for the company and the wider Indian IT industry. By capping extra remote days and enforcing a strict ten-day monthly office mandate, Infosys is betting that the benefits of physical co-location will drive better business outcomes. However, this move comes with significant risks related to employee satisfaction, retention, and recruitment. As the dust settles on this new policy, all eyes will be on how it impacts Infosys’s performance and whether other firms will follow this path or carve out a more flexible future. For now, the dream of a fully remote career at India’s top IT firms seems to be on hold.

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