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The IT-union body, Nascent Information Technology Employees Senate (NITES), has filed a formal complaint with the Ministry of Labour and Employment against Tata Consultancy Services' newly implemented 'Bench Policy'. NITES said it received complaints from around 78 employees, and alleged that the policy threatens the job security, dignity, and well-being of thousands of IT professionals across India. 

Last month, software service firm TCS rolled out a new associate deployment policy that mandates a minimum of 225 billed business days annually for each employee, limiting bench time to a maximum of 35 business days per year. The policy, which came into effect on June 12, aims to cut employee "idle time" and align workforce deployment with organisational and individual performance goals.

The company emphasized that it is the associate's responsibility to proactively engage with the unit/regional Resource Management Group to seek suitable opportunities if no project is assigned to them. 

<a href="https://cms.storyboard18.com/how-it-works/tcs-yet-to-decide-on-salary-hikes-for-employees-amid-economic-uncertainty-74027.html">TCS yet to decide on salary hikes for employees amid economic uncertainty</a>

According to NITES, while the policy may appear to be a resource optimization and engagement strategy on the surface, it effectively institutionalizes "a culture of fear, pressure, psychological burden on employees who are between projects".

The union further alleged that if associates failed to secure a project within 35 days, they would face termination or be pressured to resign.

NITES President Harpreet Singh Saluja told Storyboard18 that the policy is not about performance or productivity, but about control. "It reflects an organizational culture that prioritizes billability over empathy, metrics over morale," Saluja added.

<a href="https://cms.storyboard18.com/how-it-works/tcs-attrition-rate-holds-steady-at-13-8-in-q1-fy26-headcount-stands-at-613069-73845.html">TCS attrition rate holds steady at 13.8% in Q1 FY26, headcount stands at 613,069</a>

NITES pointed out that the affected employees are not underperformers, but skilled professionals who are temporarily without allocation, often due to shifting business priorities, client project changes, or internal inefficiencies.

The IT union body underscored that when the company itself struggles to find projects, it cannot hold employees responsible for bench time.

"The company’s refusal to acknowledge project shortages is even more shocking given that their own quarterly press conferences highlight significant delays in pipeline projects and the project losses to other vendors," NITES mentioned in its complaint to the Labour Ministry.

The union has also accused TCS managers and HR managers of demanding salary repayments from benched employees.

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"We have received multiple reports of TCS managers and HR personnel asking employees on the bench, who were attending calls and contributing remotely, to repay the salary paid during that period. This is not only unlawful but also unprecedented in India’s labour history. No employer has the right to demand a refund of wages from an employee who has remained available and cooperative," the union said.

NITES has urged the Ministry of Labour and Employment to direct TCS  to suspend the 35-day bench termination practice, stopping forced resignations and threats, ensuring variable pay is released as per commitment, and prohibiting any attempt to recover salaries from employees.

TCS under fire for new bench policy; NITES alleges forced exits, salary refund demands

Executive compensation at India's public sector lenders has witnessed a notable rise in fiscal year 2025, coinciding with leadership reshuffles at key banking institutions, including State Bank of India, Indian Bank, and Canara Bank, over the past 24 months.

Despite the hikes in remuneration, a public lender CEO earns only about 5-7 percent of the salary drawn by their private sector counterparts.

The increase in pay packages aligns with improved performance metrics. Public sector banks reported a record net profit of Rs 1.78 lakh crore in FY2024-25, while net non-performing assets fell to a multi-year low of 0.52 percent. At the annual review meeting last month, Union Finance Minister Nirmala Sitharaman lauded the strong financial performances of the Public Sector lenders (PSBs), noting their total business rose from Rs 203 lakh crore in FY2022-23 to Rs 251 lakh crore in FY2024-25.

<a href="https://cms.storyboard18.com/how-it-works/itc-chairman-sanjiv-puri-draws-rs-26-66-crore-salary-in-fy25-employee-remuneration-up-5-72445.html">ITC Chairman Sanjiv Puri draws Rs 26.66 crore salary in FY25, employee remuneration up 5%</a>

<strong>'Salary jumps of top bankers'</strong>

The incumbent Chairman of the country's largest public lender, the State Bank of India, drew an annual compensation of Rs 63.87 lakh in FY2025. The remuneration of SBI Chairman Challa Sreenivasulu Setty, or CS Setty, included a basic salary of Rs 26.97 lakh, Dearness Allowance of Rs 14.36 lakh, and other components of Rs 22.54 lakh respectively. 

Setty was appointed as the chairman of SBI on 28 August 2024, following the retirement of former SBI Chairman Dinesh Khara from the board on 27 August. Khara's total remuneration for FY25 was recorded as Rs 43.87 lakh, with a basic salary of Rs 10.95 lakh. 

A spike was also seen in the annual remuneration of the bank's four Managing Directors-- Ashwin Kumar Tewari, Vinay M Tonse, Rana Ashutosh Kumar Singh, and Rama Mohan Rao Amara in FY25. 

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Kumar, who is the MD of SBI's Corporate Banking and Subsidiaries, received an annual remuneration of Rs 63.40 lakh, while Tonse, MD of Retail business and Operations, received a salary package that stood at Rs 49.12 lakh. 

Rana Ashutosh Kumar, who is MD of SBI's Risk, Compliance and SAARG, drew an annual pay package of Rs 26.80 lakh, while Amara, MD of International Banking, Global Markets & Technology) received an annual pay package of Rs 11.85 lakh during fiscal 2025.


According to the annual report of the public lender, the media remuneration of the key managerial personnel, including the CEO, was Rs 61.37 lakh in FY2025, while that of employees was Rs 13.90 lakh. The total workforce of SBI stood at 2,36,226, of which 65,148 were women as of March 31, 2025. 

<a href="https://cms.storyboard18.com/brand-makers/dlf-india-chairman-rajiv-singh-gets-34-hike-to-rs-36-65-crore-in-fy25-74360.html">DLF India Chairman Rajiv Singh gets 34% pay hike to Rs 36.65 crore in FY25</a>

Another public sector bank, Indian Bank, saw a major leadership change in FY2025, along with a hike in remuneration. Binod Kumar, who was appointed as the bank's Chairman, MD, and CEO in January 2025, received a paycheck of Rs 8.67 lakh, while ex-MD and EO, SL Jain's, salary package stood at Rs 84.38 lakh. Jain's remuneration included the basic pay of Rs 20 lakh, Dearness Allowance (DA) of Rs 10.20 lakh, arrears of Rs 46,344, incentives of Rs 51.71 lakh, and PF and NPS contribution of Rs 2 lakh, respectively.


Public lender Canara Bank, which is on a hunt for a new CEO as the tenure of incumbent MD & CEO K Satyanarayana Raju is set to end on 31 December 2025, disbursed him the remuneration of Rs 63.48 lakh, including basic salary of Rs 42.41 lakh and PLI of Rs 21.07 lakh, respectively. Raju's remuneration witnessed a 50 percent hike year-on-year. In fiscal year 2024, Raju's pay package stood at Rs 42.23 lakh as per the lender's annual report. 


Bank of Maharashtra's Nidhu Saxena, who was appointed as MD & CEO on March 27, 2024, received a remuneration of Rs 37.81 lakh in fiscal year 2025. However, his predecessor, AS Rajeev's compensation was 21% higher at Rs 47.81 lakh, including PLI amount.

Bank of Baroda's MD and CEO, Debadatta Chand, compensation rose by 26 percent in FY25 year-on-year. Datta's FY25 remuneration stood at Rs 73.92 lakh compared to Rs 58.70 lakh in the year-ago period. Datta's overall remuneration included a basic salary of Rs 41.26 lakh, performance-linked incentives of Rs 21.37 lakh, other prerequisites, and reimbursements. In the previous fiscal year 2024, Chand received a compensation of Rs 41.38 lakh, including PLI of Rs 4 lakh. Chand assumed charges as MD and CEO of the bank in July 2023. Former CEO Sanjiv Chadha retired on 30 June 2023, drawing a compensation of Rs 12.62 lakh in FY24.

<strong>'C-Suite salary in private banks'</strong>

Among the top private lenders in the country, the HDFC Bank paid a compensation to its CEO, Sashidhar Jagdishan, of Rs 12.08 crore in FY25--nearly a 12 percent hike year-on-year. The basic salary accounted for Rs 3.03 crore, while allowances and prerequisites accounted for Rs 3.46 crore. He was also awarded a bonus of Rs 4.67 crore while the lender granted him 2,12,052 employee stock options during the year.

Axis Bank paid remuneration of Rs 9.11 crore during fiscal 2025 to Managing Director and CEO Amitabh Chaudhry. His basic salary accounted for Rs 5.05 crore, while Retiral/superannuation benefits stood at Rs 1.53 crore.

Kotak Mahindra Bank's CEO, Ashok Vaswani, received a total remuneration of Rs 12.95 crore in FY2025, with basic salary accounting for Rs 4.93 crore and variable pay of Rs 6.52 crore. He was also granted 18,580 stock options at an exercise price of Rs 2,144.90 per share, vesting over four tranches between FY26 and FY28.

ICICI Bank is yet to disclose these details. 

However, as PSBs navigate evolving multiple challenges--from macroeconomic uncertainties to competition from fintech players, regulatory norms to digital frauds-- the executive compensation structure is becoming more performance-linked. While the salaries trail private-sector norms, the steady year-on-year hikes signal a shift in how public sector leadership roles are being valued in the banking industry.

CEO pay at PSU banks rose to Rs 74 lakh in FY25 amid leadership shuffle

India's Business Process Management (BPM) sector underwent a massive transformation, according to the latest research report released today by CIEL HR, a HR solutions providers. As per the report, the voice-based roles in the BPM sector are plunging, making up just 26% of active job openings. Instead, hiring has increased with focused on Non-Voice, KPO, and Emerging Technology roles, driven by rapid digital transformation across sectors like BFSI, healthcare, and retail, which is fueling demand for BPM services powered by analytics, AI, and automation. 

 
Besides, the shift in hiring patterns is also reflected in attrition trends across the BPM sector. Voice-based roles are experiencing the highest attrition, ranging from 30–35%, largely due to non-standard shift patterns, rigid schedules, and limited career growth, with average tenures lasting just 8–10 months. These roles are typically filled by younger professionals aged 20–24, who often view them as short-term opportunities. 

 
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According to Aditya Narayan Mishra, Managing Director & CEO, CIEL HR, said, “India’s BPM industry is undergoing its most defining shift in decades, one that is moving the sector from a cost-efficient voice model to a capability-led one. Traditional roles are losing relevance, and the next wave of growth will be led by professionals who continuously invest in upgrading their capabilities. As this sector continues to evolve, organisations that can effectively leverage the expanding talent pools in Tier-II cities while adapting to the changing role mix will be best positioned for success.” 

 
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Notably, Tier-II cities have steadily gaining market share, particularly in digital-enabled roles. Mysuru has established itself as a prominent center for Emerging Technologies, positioning itself as a Gen-AI cluster. Jaipur demonstrates particular strength in Voice and Non-Voice roles, while Coimbatore exhibits balanced capabilities across all categories.  Other Tier-II cities are also carving out specialised niches. Kochi has surpassed Mysuru in analytics density, while Bhubaneswar is gaining ground in KPO (21%). 


Bengaluru maintained leadership in Voice, Non-Voice, and KPO segments, but ceded share in Emerging-Tech to Hyderabad. Whereas, KPO leadership roles (with over 13 years) show the strongest projected growth (+15%), indicating investment in senior professional, the report added.

BPM sector witnesses highest attrition in voice-based roles: Report

India’s festive season is set to generate over 2.16 lakh seasonal jobs, reflecting a 15–20% year-on-year rise in gig and temporary employment during the second half of 2025. The temporary hiring is likely to be seen in retail, e-commerce, BFSI, logistics, hospitality, travel, and FMCG sectors. 


According to a report by Adecco India, a subsidiary of the Adecco Group AG, a HR solutions provider, "Hiring activity has gained momentum in anticipation of marquee events such as Raksha Bandhan, Big Billion Days, Prime Day Sale, Dussehra, Diwali, and the wedding season. Many companies are advancing their hiring cycles to stay ahead of demand and ensure operational readiness for what is expected to be a stronger-than-usual festive period". 

<a href="https://cms.storyboard18.com/brand-marketing/microsofts-2025-layoff-ledger-more-than-15000-jobs-axed-in-seven-months-74376.html">India’s festive season to generate over 2.16 lakh jobs in 2025: Report</a>

Metro cities such as Delhi NCR, Mumbai, Bengaluru, Chennai, Hyderabad, Kolkata, and Pune continue to lead in seasonal hiring demand, up 19% from last year. At the same time, Tier 2 cities like Lucknow, Jaipur, Coimbatore, Nagpur, Bhubaneswar, Mysuru, and Varanasi are witnessing a 42% increase in demand. Notably, there’s growing traction in emerging hubs such as Kanpur, Kochi, and Vijayawada, indicating a broader geographic spread of festive hiring. 


Notably, the compensation levels are expected to rise by 12-15% in metro markets and by 18-22% in emerging cities. 

“This year’s festive season is seeing a sharper and more structured demand curve, and we have proactively prepared to meet it well in advance. Unlike previous years, where hiring was largely volume-driven, employers today are equally focused on deployment speed, workforce readiness, and regional agility. To address these evolving needs, we began accelerating employee screening and workforce mapping across the top 20 markets early in the year. Our average turnaround time from application to deployment has now reduced to 17 days, enabled by digital screening processes and mobile-first onboarding tools. We have already recorded a 19% increase in demand for seasonal roles compared to the same period last year, and we are prepared to address this if this grows in the coming quarters," Deepesh Gupta, Director and Head of General Staffing, Adecco India, said.

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Hiring in logistics and delivery is projected to rise by 30–35% as companies scale up last-mile operations in preparation for peak festive demand. In the BFSI sector, firms are significantly ramping up field force deployments for credit card sales and POS installations, particularly across Tier II and III cities. The demand is therefore expected to grow by 30%. The hospitality and travel segments are expected to see a 20-25% increase in hiring, while e-commerce and retail will continue to dominate, accounting for 35-40% of total seasonal job creation. Employers are increasingly prioritizing multilingual capabilities, customer-handling skills, and digital proficiency—especially for roles in in-store sales, credit card promotions, and delivery fulfilment. 

As per the report, candidates being onboarded for festive roles are typically aged between 18 and 30 years, with qualifications ranging from high school to undergraduate degrees. A large portion of this workforce includes first-time job seekers or those with prior gig experience.

India’s festive season to generate over 2.16 lakh jobs in 2025: Report

Amid the surging demand for AI skills, growing salaries, and a shifting narrative where AI is seen more as a career enabler, 40% of high earners (₹15 LPA and above) worry that AI may reduce creativity in their work. According to career platform Naukri’s latest “AI: Friend, Foe or Frenemy” report, the anxiety among respondents is most pronounced in creative fields, with 54% of Animation and VFX professionals, 43% in Film and Music, and 41% in Advertising and Marketing expressing concern.

However, overall sentiment remained optimistic for the technology, especially when weighed against the clear salary advantages AI skills bring. 

The report revealed that overall median salaries for AI-skilled roles are 53% higher than their non-AI-skilled counterparts. Moreover, freshers are also cashing in on AI, seeing up to 56% salary premiums, making AI one of the most rewarding career choices at present. Senior professionals in the 13-16 years of experience band can witness a 32% salary premium if they come with AI skills.

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Notably, the AI job market has also grown by 38% in just one quarter, with Tier-2 cities joining the surge. Naukri report mentioned that between April and June 2025 alone, over 35,000 AI/ML jobs were posted on Naukri, reflecting a remarkable 38% year-on-year growth in AI roles during Q1 FY26, while non-AI tech jobs grew by 8%.


The adoption of AI is expanding well beyond the traditional tech sector. While IT is the dominant hub with a 53% share of AI jobs, sectors such as Banking, BPO, Accounting, and KPO are quickly catching up. For example, AI roles in Banking grew by 48%, while BPO and ITES saw a 39% jump, despite a large section of BPO employees fearing AI-led displacement. Even sectors like Accounting and KPO reported 49% to 56% growth in AI hiring.

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“AI-linked roles are growing faster, salaries are higher, and demand is rising across industries — not just in IT. 86% of job seekers see AI as a friend, not a threat. Freshers remain anxious, but AI job growth for entry-level roles is up +34%, while senior professionals are seeing the biggest salary premiums. The gap is clear: those with AI skills are moving ahead faster than those in traditional tech roles,” said Pawan Goyal, Chief Business Officer, Naukri.com.

41% of ad & marketing fraternity worry AI will lead to loss of creativity: Report

The heads of multi-billion dollar companies' salaries have soared massively as their responsibilities in navigating risks and making strategic decisions have become more significant amid the global uncertainties and competition for adoption of AI technology.

According to a report by Adweek, Microsoft's Chief Executive Officer (CEO) Satya Nadella emerged as the highest-paid CEO in 2024. His compensation amounted to $79.1 million for 2024, comprising salary, bonuses, equity awards, and other compensation. Nadella's compensation is nearly five times more than the median CEO who runs a company listed in the S&P 500. Citing Equilar, the media report mentioned that the median salary is $16.4 million.

Additionally, Apple Inc. CEO Tim Cook, along with Netflix's co-chief executive officer, Ted Sarandos, and Greg Peters, earned compensation above $60 million, well above the average for leaders in similar roles.

<a href="https://cms.storyboard18.com/how-it-works/itc-chairman-sanjiv-puri-draws-rs-26-66-crore-salary-in-fy25-employee-remuneration-up-5-72445.html">TCS yet to decide on salary hikes for employees amid economic uncertainty</a>

Cook's compensation was recorded $74,609,902, while Sarandos earned $61,922,397 and Peters $ 60,272,574 in 2024.

The annual compensation of David Zaslav, CEO of Warner Bros., stood at $51,918,563 in the same period. Disney's Bob Iger's compensation rose to $40,618,873, and Spotify CEO Daniel Ek salary rose to $667,308.

Notably, Disney's Bob Iger finished the year with the biggest gap. Iger earned 746 times the median Disney employee salary, followed by Cook with 650 times the median Apple employee salary, and Nadella with 408:1.

<a href="https://cms.storyboard18.com/how-it-works/campus-hiring-rebounds-in-fy25-with-a-3-91-salary-hike-15-budget-growth-and-rapid-ai-adoption-says-deloitte-report-68998.html">Campus hiring rebounds in FY25 with 3.91% salary hike, 15% budget growth, says Deloitte report</a>

Among the top-listed companies of S&P, the lowest gap in the median employee salary versus the CEO was reported at Alphabet Inc., CEO Sundar Pichai earned 32 times the median Alphabet employee salary. Pichai's annual compensation stood at $10,319,413 in 2024. A similar trend was seen in Amazon and Meta, wherein Andrew Jassy earned 43 times the median salary of an Amazon employee, and Zuckerberg earned 65 times the median salary of a Meta employee.

Global uncertainties drive up CEO compensation! From Satya Nadella to Tim Cook, here are top earners

DLF India chairman Rajiv Singh received a paycheck hike of 34% in the fiscal year 2025. According to the annual report of the real estate firm, Singh's annual remuneration surged to Rs 36.65 crore in FY25 compared to Rs 27.30 crore in the preceding fiscal year.

Of the total remuneration, Rs 35.53 crore was given in the form of commission to Singh, the company mentioned.

On the other hand, DLF's MDs Ashok Kumar Tyagi and Devinder Singh received an annual remuneration of Rs 14.16 crore each in fiscal 2025--a hike of 5% YoY. In FY24, DLF's MDs' annual pay package was Rs 13.52 crore each.

The variable pay component of MDs accounted for Rs 8.77 crore each of their total package.

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DLF has approved commission or variable pay, comprising performances beyond targeted business parameters such as profit after tax, cashflows, money spent on construction and pre-sales, to Singh Tyagi and Devinder for FY25.

The property developer reported a 60.3% rise in its profit in fiscal year 2025. According to the company's data, the consolidated net profit increased from Rs 2,724 crore in FY24 to Rs 4,367 crore in FY25. Whereas, the company generated a total income of Rs 8,966 crore in FY25--up by 28.8% YoY.

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The total operating expenses (excluding finance costs, depreciation, and amortisation expenses) stood at Rs5,885 crore, and the consolidated EBITDA improved to Rs3,111 crore in the financial year 2025.

Notably, DLF Cyber City Developers Limited (DCCDL) reported a consolidated total income of Rs6,448 crore, clocking a 9% growth over the previous period, led by the rental growth in the office and retail portfolio. DCCDL’s consolidated EBITDA stood at Rs 4,949 crore in FY 2024-25 in comparison to Rs 4,478 crore in FY 2023-24. DLF's development business registered sales bookings of Rs 21,223 crore, with its super luxury offering - The Dahlias in DLF 5, Gurugram mopped up new sales bookings of Rs 13,744 crore. 


DLF mentioned that it has identified a pipeline of new products, totaling 2.60 million square meters (msm), or 28 million square feet, across the office and retail complexes that it intends to build over the medium term. It has targeted its rental revenue to surpass Rs 10,000 crore by the end of the medium term.

DLF India Chairman Rajiv Singh gets 34% pay hike to Rs 36.65 crore in FY25

Microsoft is now making AI proficiency a mandatory criterion in employee performance reviews, signaling the company's full-throttle push into artificial intelligence amid widespread job cuts.

As per reports by The Information and Business Insider, Microsoft has laid off over 15,000 employees across multiple business units in 2025 alone, with the latest wave affecting approximately 9,000 roles, particularly in the Xbox gaming and sales divisions. This comes after earlier job cuts in May and June, which included 6,000 and several hundred roles, respectively. Around 850 jobs were slashed in Washington state, the company’s home base.

While trimming its workforce, Microsoft is also ramping up its internal expectations around AI. Julia Liuson, president of the Developer Division, told managers that AI usage must now be factored into performance evaluations at all levels. In an internal memo, she emphasized that "using AI is no longer optional — it's core to every role."

This move is part of Microsoft’s strategy to drive deeper adoption of its AI-powered productivity tools, particularly Copilot. The company is reportedly exploring formal AI usage metrics as part of next fiscal year's performance reviews, potentially introducing specific benchmarks employees must meet.

Microsoft is also encouraging its remaining workforce to “invest in your own AI skilling”, highlighting a future where success and possibly job security may increasingly depend on how effectively employees leverage AI in their day-to-day roles.

Read More: <a href="https://www.storyboard18.com/digital/microsoft-layoffs-xbox-executive-suggests-laid-off-workers-turn-to-chatgpt-for-career-advice-73139.htm">Microsoft layoffs: Xbox executive suggests laid-off workers turn to ChatGPT for career advice</a>

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Microsoft tightens focus on AI proficiency amid mass layoffs; says "AI is core to every role"

Job search platforms Glassdoor and Indeed have joined the wave of AI-driven job cuts. According to a report by Reuters news agency, Recruit Holdings, the parent firm of Indeed and Glassdoor, will be slashing 1,300 jobs across the two portals due to the adoption of AI in their daily operations.

The job cuts represent about 6% of the total workforce in the Japanese recruitment platform. 

As per the Reuters report, the company has offered pink slips to employees from the research & development, growth, people, and sustainability teams. 

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In an internal memo to employees, Recuit CEO Hisayuki "Debo" Idekoba said, "Ad is changing the world and we must adapt by ensuring our product delivers truly great experiences for job seekers and employers".

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Further, Recruit will also reportedly merge Glassdoor operations into Indeed. Consequently, Glassdoor CEO Christian Sutherland-Wong will exit the company with effect from 1 October 2025. Moreover, Indeed's LaFawn Davis, who is the chief people and sustainability officer, will also step down from his position with effect from 1 September. Davis will be succeeded by Ayano Senaha, chief operating officer of Recruit.

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Japanese firm Recruit acquired Indeed in 2021 and Glassdoor in 2018. As per a Reuters report, the company has an overall headcount of 20,000 employees in the HR technology business unit.

Last year, Indeed announced it would eliminate 1,000 of its staff following the job cut of about 2,200 in the previous year.

Recruit Holdings cuts 6% of workforce at Glassdoor, Indeed amid AI integration

Software service giant TCS, which released its quarter 1 results for the fiscal year 2025, is yet to decide on salary hikes for its employees as global macroeconomic uncertainties have intensified. 


Tata Consultancy Services' Chief Human Resources Officer, Milind Lakkad, said, "We have not made any decision so far on wage hikes. We will let you know as soon as we do".

The CHRO added that he will share an update on the timing and quantity of the hike when the situation improves. 

TCS has temporarily paused salary hikes, primarily due to the US tariff war. The company is expecting clarity on the global economic environment once more countries start signing bilateral trade deals with the US.

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Moreover, TCS is also finding it difficult to immediately absorb the 42,000 freshers it recruited last year. However, Lakkad said the company will honour the offers, and added, "How many and when they will come will depend on the business situation".

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For the current fiscal year 2026, TCS has targeted to hire 40,000 engineering graduates until now. The targets may fluctuate depending on the business performance.

TCS added 5,090 employees during the Q1 FY26, taking the total headcount to 613,069. Attrition of the company escalated to 13.8% in the last 12-month period. Last year, the attrition of the company was 12.1 percent.

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According to the stock exchange filing, TCS's profit soared to Rs 12,760 crore during the April-June quarter--an increase of 6 percent year-on-year in fiscal year 2026. Moreover, the total revenue witnessed a marginal rise of 1.31% to Rs 63,437 crore in Q1 FY26. In the previous fiscal in Q1, TCS clocked a total income of Rs 62,613 crore.

The banking and financial services segment revenue stood at Rs 24,736 crore, followed by consumer business at Rs 10,155 crore, Communication, Media & Technology at Rs 9,436 crore, and Manufacturing at Rs 6,401 crore, respectively.

Notably, Artificial Intelligence (AI) and Data unit delivered robust growth during the June quarter of FY26. "Demand was led by AI-led transformation, SDLC/IT-Ops automation, and data-platform modernization," TCS said in its Q1 FY26 report.

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