A work anniversary is typically a time for recognition and perhaps a little extra in your paycheck- a nod to dedication and hard work. For employees at Tata Consultancy Services (TCS), India’s largest IT services firm, this occasion has traditionally meant appraisals, pay hikes, and a sense of accomplishment. But this year, that celebration has been overshadowed by a new, hardline policy that’s left many feeling frustrated and undervalued.
Instead of congratulations, many are getting an ultimatum: return to the office or forfeit your raise.
TCS leadership has made it clear- they’re drawing a firm boundary when it comes to remote work.
The IT giant has reportedly begun halting "anniversary appraisals"- the annual salary increments given to employees on completing a year- for those failing to comply with its strict Work-From-Office (WFO) mandate.
The company now requires employees to be physically present in the office at least 60–75% of working days. This isn’t just a suggestion; it’s a non-negotiable rule, enforced through concrete consequences.
The shift in strategy became evident through internal emails sent to employees. The messaging was blunt: "Anniversary appraisals will be held for employees not complying with WFO."
If you fail to meet the attendance threshold, your annual salary hike is frozen, regardless of how stellar your performance reviews might be.
It goes even further: miss the office, and you lose your quarterly variable pay as well. Leaked internal emails have laid out the policy in unequivocal terms, making it impossible for employees to ignore the new reality.
For many, this shift feels like a betrayal. Anniversary appraisals, once a symbol of the company’s appreciation and an incentive to stay loyal, have now become conditional- tied directly to physical presence rather than merit or results. Employees report feeling that the new policy is less about fostering collaboration and more about forcing out remote work altogether.
The emphasis has shifted from outcomes and productivity to mere attendance, turning the “swipe-in” into the most important part of the job.
The rationale from TCS management centers on the belief that remote work is eroding the core of the company’s culture. They argue that collaboration, mentorship, and the transfer of knowledge- especially for newer or younger employees- are suffering when people work from home.
According to management, in-person interactions are critical for innovation and team cohesion, benefits they believe can’t be replicated over Zoom or Teams calls. Unlike some global tech giants that are experimenting with hybrid models, TCS is pushing for a full return to a five-day office workweek, signaling a broader rejection of remote flexibility.
Their stance is uncompromising: in their eyes, remote work isn’t just a passing trend, but a threat to the company’s long-term vitality.
The backlash among employees has been intense. Social media platforms and internal forums are alive with debate and dissent. Many employees feel they went above and beyond to keep the company running smoothly during the pandemic, often juggling personal challenges and longer hours while working from home.
They view the new policy as punitive, a disregard for their adaptability and dedication during unprecedented times. Some have even characterized the move as “hostage-taking,” arguing that TCS is leveraging financial incentives to coerce compliance rather than fostering genuine engagement or trust.
This policy shift is sending ripples through the broader Indian tech landscape. As TCS is a bellwether in the industry, other companies are watching closely to see how the gamble plays out. Will the hardline approach restore a vibrant office culture and improve business outcomes, or will it backfire by pushing talent toward more progressive employers who value results over physical presence?
For many employees, the message seems clear: flexibility and trust are being sacrificed for tradition and control. As the dust settles, the future of work at TCS- and potentially across India’s technology sector- hangs in the balance.
Will companies adapt to the new expectations of a post-pandemic workforce, or will they double down on old norms, even at the risk of losing their best people? The answer may define the next era of Indian IT.
