Why Businesses Are Turning to Remote Worker Monitoring

Remote work has gone from an occasional perk to an everyday reality for many companies. These days, teams sign in from spare bedrooms, coffee shops, and even the back porch if the weather’s decent. Some folks have traded city noise for a slower life in the countryside while keeping the same job.

Managers, once used to strolling over to a desk for a quick update, now run projects from miles away.

This setup has plenty of perks. But it also brings a big question. How do you keep work moving when nobody’s in the same place? You can’t just lean over and ask, “How’s it going?” anymore.

That’s where tracking tools step in. They give leaders a clear view without breathing down someone’s neck. Companies want to keep things running, spot problems early, and protect productivity — all without wrecking team trust.

The Role of Employee Monitoring Software

One tool that’s become a regular feature in remote setups is remote worker monitoring software. It gives managers a no-guesswork look at how work hours are spent.

Reports might reveal if most of the day goes into focused tasks or gets chipped away by random distractions.

It’s not about spying. Honestly, it’s about having the facts. When managers can see patterns in workloads, they can rebalance tasks before people burn out.

Take a marketing agency as an example. If designers are swamped while writers have breathing room, a manager can shift things around so deadlines are met and stress stays manageable.

Keeping Tabs Without Hovering

The idea of being tracked can sound… well, a little off-putting. Nobody wants a system that acts like a babysitter with a clipboard.

The better tools avoid that. They focus on useful, big-picture data instead of obsessing over every click.

You might see a report showing how long certain tools are in use, or where delays keep popping up. If a software team slows down every time it hits testing, that’s a sign something’s broken — maybe outdated tools, maybe missing training.

The goal isn’t control. It’s about finding roadblocks and getting rid of them.

A Boost for Focus and Responsibility

When you know your work patterns are visible, it changes how you approach the day.

You’re less likely to wander into non-work rabbit holes. That extra focus often pushes productivity up.

It also builds responsibility. Everyone knows their work is part of a shared record. Managers can see when someone is quietly delivering top results — and that matters. On the flip side, a drop in activity can be a red flag that someone’s stuck or carrying too much.

That’s when a good manager can step in before things slide further.

Turning Data Into Better Decisions

Monitoring tools do more than watch. They guide decision-making.

Think about a customer support team answering hundreds of tickets. If certain issues always take twice as long, that’s a clue. The process might be clunky. Or maybe the team needs better training.

With that knowledge, managers can set realistic timelines, shift staff to where they’re most effective, and cut down on overtime. Over time, those changes add up to big wins for efficiency — and for morale.

Strengthening Team Communication

Remote work makes quick problem-solving trickier. In an office, you can just say, “Got a minute?” and fix it on the spot.

At home, those moments vanish. Monitoring tools can help bridge that gap. They show when teammates are active and reachable, so it’s easier to grab five minutes for a quick call instead of letting things drag on.

Some platforms even link directly to project management tools. That keeps updates, files, and notes in one place instead of scattered across endless chat threads.

Protecting Data and Security

Here’s the other thing: remote setups bring security risks. People might be on personal devices, shared Wi-Fi, or even public networks.

Monitoring software can track file access and flag anything odd. If there’s a strange login or a large download at midnight, managers can jump in right away.

For industries like finance, healthcare, or law, that early warning isn’t optional — it’s essential.

Bottom Line: Striking the Right Balance

The real trick with remote worker monitoring? Balance.

Too much oversight feels like mistrust. Too little leaves managers guessing. The best setup is transparent from the start. Tell the team what’s being tracked, why it’s tracked, and how it helps everyone.

Handled openly, these tools can boost performance, strengthen trust, and keep projects on track. Over time, that balance makes remote work not just possible — but genuinely effective.

And that’s the point.

Over 70% Employees Face Lifestyle-related Health Risks: CII–MediBuddy Report

• Only 20% of employers offer regular health screening

MediBuddy, India’s largest digital healthcare company, in collaboration with CII, today unveiled the second edition of its corporate wellness report, marking a continued effort to decode the evolving landscape of employee well-being in India Inc. The latest edition, titled Workplace Health Reimagined: Corporate India’s Readiness for Digital Health Leadership, highlights how employee wellness is evolving from a peripheral initiative to a strategic lever for workforce productivity, talent retention, and business continuity.

India’s healthcare and workplace wellness landscape is undergoing a significant transformation, with wellness emerging as a national priority in the journey towards Viksit Bharat 2047. This is being shaped by rising medical inflation (14%), increased chronic disease risk, a digitally empowered workforce, and growing demand for inclusive and preventive care models.

In a post-pandemic world, where hybrid work models have become the norm, organisations are rethinking wellness, placing equal weight on physical and mental health, and moving from episodic to always-on care models. Technology is at the heart of this transformation; AI-driven insights, data-enabled personalisation, and mobile-first platforms are enabling more impactful care delivery. The nation's digital health infrastructure demonstrates remarkable scale. Public health initiatives such as the Ayushman Bharat Digital Mission (ABDM) and the IRDAI’s push for 100% cashless insurance claims are further accelerating the shift toward digitally integrated, OPD-first healthcare systems. Together, digital infrastructure and insurance are proving to be critical enablers of equitable, future-ready wellness delivery across India.

The report reveals a stark reality of over 70% of employees carrying at least one lifestyle-related health risk, yet only 20% of employers providing routine health screenings. This alarming scenario calls for a shift from episodic, event-based health programs to always-on, digital-first ecosystems that drive workforce productivity, talent retention, and business continuity, all fostering business growth in today’s evolving times of shifting workforce priorities.

Key findings/highlights from the report:

• Macro View: The National Wellness Landscape
• Rising Burden of NCDs: Non-communicable diseases now account for 63% of all deaths in India, with heart disease, diabetes, and stroke impacting the workforce at median ages of 32, 34, and 36, respectively.
• Healthcare Infrastructure Crisis: The doctor-to-population ratio remains below WHO guidelines, with 70% of Indians in rural/semi-urban areas facing significant access barriers to diagnostics and routine care. 
• Healthcare Coverage Crisis: Only 41% of Indian households have any form of health insurance, leaving over 50 crore people, belonging largely from India’s 40-crore “missing middle” population, particularly comprising gig, daily wage, and informal workers, vulnerable to catastrophic health expenses. 
• Low OPD Insurance Penetration: OPD insurance penetration in India remains below 0.1%, a significant gap compared to over 85% in the US and 95% in Singapore, leaving most outpatient expenses uncovered, despite OPD accounting for nearly 70% of out-of-pocket healthcare spending
• High Out-of-Pocket Spending: OOPE accounts for 63% of India’s total health spend. 

Within Workplaces: The Corporate Lens

• Productivity Loss: Presenteeism and chronic illnesses cost Indian companies up to ₹1.12 lakh per employee annually, while structured wellness programs deliver a 3–4x return on investment
• Limited Access to Diagnostics: Less than 20% of corporate health programs cover essential diagnostics, despite their role in 60–70% of clinical decisions
• Low Preventive Screening for Women: Only 1.9% of eligible Indian women undergo cervical cancer screening, and just 36% of corporates provide targeted wellness benefits for women
• Gaps in Women-Centric Benefits: Just 36% of corporates offer targeted wellness benefits for women, with even fewer extending support for eldercare and mental health. 
• Lifestyle Risks and Screening Gaps: Over 70% of employees have at least one lifestyle-related risk factor, yet only 20% of employers provide routine health screenings. 
• SMEs Lag in Wellness Coverage: Although SMEs employ over 111 million people, only 9% offer structured wellness programs. 
• Corporate Wellness Readiness: India’s average Corporate Wellness Quotient (CWQ) score stands at 55/100, with fewer than 15% of companies achieving a ‘Mature’ wellness readiness level

Satish Kannan, Co-founder & CEO, MediBuddy, said, “India’s journey towards becoming a Viksit Bharat by 2047 cannot rest on economic metrics alone; it must be built on the health, productivity, and well-being of its people. As we stand at this inflection point, employee wellness can no longer be treated as an optional benefit but must be considered a strategic imperative. With rising health risks and evolving workforce expectations, this report in collaboration with CII offers actionable insights and data-driven frameworks to help organisations transition from annual health camps to always-on, digital-first ecosystems. At MediBuddy, we are happy to support this transformation by delivering care that is proactive, personalised, and powered by technology.”

Insights from the report: Trends reshaping care culture

The report highlights how employee wellness in India is moving beyond one-size-fits-all health programs to more integrated, inclusive, personalised, and digitally powered wellness solutions. Employees now expect benefits that reflect their life, role, and risk profile across domains such as mental health, chronic care, eldercare, and preventive screenings. At the same time, employee engagement is being increasingly driven by features such as gamified health journeys and wellness wallets. Additionally, mobile-first platforms and OPD access for dependents are now becoming differentiators in how employees engage with corporate wellness programs, with inclusion-focused benefits becoming key in addressing diverse workforce needs.

To direct this shift, the report introduces the Corporate Wellness Quotient (CWQ), an original and comprehensive benchmarking tool measuring digital wellness maturity and readiness across four pillars: access & affordability, policy integration, digital enablement, and employee engagement; and the ten-step wellness blueprint, which offers companies a strategic roadmap to build resilient and inclusive care ecosystems.

About MediBuddy

MediBuddy has always been at the forefront of India’s digital healthcare transformation. The digital healthcare company has a partner network of 125,000+ doctors across 22+ specialities, 7,500+ hospitals and clinics, 7,700+ diagnostic centres, and 10,000+ pharmacies, along with a team size of 2,300+ members. Serving 100,000+ lives per day, it has created an integrated healthcare ecosystem that offers patients seamless access anytime and anywhere, 24x7, 365 days a year. With its healthcare services available in 16 Indian languages to enable customer-friendly consultation, MediBuddy is bridging the urban-rural quality healthcare divide. MediBuddy offers online and offline doctor consultations, medicine delivery, lab tests at home, mental health consultations, and surgery care, among other healthcare services.

Infosys Sees Jump in ₹1 Crore+ Salaries

Infosys has seen a 9% increase in employees earning over ₹1 crore annually in FY25, bringing the total to 112. This marks a reversal from FY24, when the number of high earners had declined by 17% The rise is largely attributed to stock incentives and higher variable pay.

Interestingly, more than one-third of these high earners have been with Infosys since before 2000, with some dating back to the 1990s. The company’s total spending on employee benefits rose 4% to ₹85,950 crore, accounting for 53% of its total revenue of ₹1.63 lakh crore.

Besides Infosys CEO Salil Parekh, who recently become one of the highest-paid IT executives in India, Infosys CFO Jayesh Sanghrajka also topped the list 1 Crore club with a compensation of ₹8.8 crore, followed by Chief Delivery Officers Dinesh R (₹7.2 crore) and Satish H.C (₹6.9 crore).

While Infosys rolled out salary hikes in January and April, TCS and Wipro deferred their hikes, citing an uncertain business environment. Most salary increases across the sector ranged between 5-8%.

Infosys added 6,338 employees in FY25, while TCS added 6,433 and Wipro 732. This marks a recovery from FY24, when these firms collectively saw a net drop of 63,759 employees.

This trend reflects Infosys’ evolving compensation strategies and the broader shift in India’s IT sector toward rewarding top talent competitively. What’s your take on this? Does it signal a positive shift in industry pay scales? Do comment your opinions below in comments section

Half of India’s Workforce Left Unskilled in the Past Year: upGrad Report

upGrad Enterprise – the corporate skilling division of Asia’s leading integrated lifelong learning company, upGrad has launched a groundbreaking industry report titled ‘Skilling Smarter: A Strategic Guide to Training Across Generations’. Based on insights from 12,300+ professionals across sectors, the report exposes the growing disconnect between employee needs and existing corporate training frameworks — driven by the evolving expectations of a multigenerational workforce.

Despite widespread recognition of upskilling as a business imperative, the report reveals that 50% of India’s workforce remained untrained in FY24-25, while 75% of employees engaged in learning only when mandated. Nearly 1 in 2 Indian workplaces still lack formal skilling strategies, resulting in inconsistent access and widening capability gaps. The findings highlight a lack of personalisation, access, and relevance in training models across generational cohorts, be it the pragmatic Gen X, the independent Gen Y, or the digital-first Gen Z.

Key findings include:

• 1 in 4 workplaces lack formal strategies: 50% of professionals receive no training in FY24–25; only 16% engaged in quarterly learning
• Mandates outweigh motivation: 75% train only when required; top barriers include irrelevance (51%), limited access (43%), and lack of time (42%)
• Mismatch in priorities: Organisations invest in technical and industry-focused skilling, while employees seek leadership, soft skills, and strategic thinking
• One workforce, many learners: Gen X values expert-led formats, Gen Y prefers structured flexibility, and Gen Z wants immersive, on-demand learning — yet 63% of HR leaders do not tailor programs by generation
• Skilling design vs learner preference: While 80% of GenZ train under managers, nearly 50% prefer self-paced or third-party learning formats
• Low investment, low ROI: 60% of HR Leaders allocate under 5% of HR budgets to skilling; 61.5% of CHROs report no measurable impact
• Format fatigue: 50% of GenZ equate skilling with preset digital modules, but 45% want interactive, real-world learning

“There’s a serious skilling gap emerging; we see companies budgeting annually but there’s very little to no skilling provided to employees. Let’s not forget that the pace of technology is outstripping organisational readiness, and we are not ready for the ripples it's going to create very soon. With this report, we want to go out with a strong message that in a multigenerational workplace, skilling — AI-focused and embedded with soft skills — must adapt to the learner’s needs, and not the other way around,” said Srikanth Iyengar, CEO, upGrad Enterprise. “Without personalized, real-time, and career-aligned learning, training becomes a checkbox activity - ineffective at best, costly at worst. This is where, our decade-long experience has been enabling us to design industry-relevant pedagogy and content - rooted in deep learner intelligence. We leverage workforce data effectively to craft adaptive learning journeys that align individual career aspirations with organisational goals, and ensure skills are not just acquired, but applied meaningfully for business impact.”

“Our goal with this report was to spark action, not just conversation, by grounding our insights in unassailable data and living our belief that 'data or it didn't happen.' What sets 'Skilling Smarter' apart is its dissection of the multifaceted challenges of a multigenerational workforce, built upon insights from over 12,300 professionals. This was a deliberate effort to ensure diverse representation and bring serious numbers to bear on serious issues. This rigorous foundation allows us to provide concrete, actionable frameworks for India Inc. As a leader in lifelong learning, upGrad understands the imperative of tailoring education to the learner. This report is our contribution to helping CHROs, L&D heads, and CXOs unlock the full potential of their talent investments by fostering a culture of relevant, outcome-linked, and truly impactful learning” added Shirin Rai Gupta, Director – Marketing, upGrad Enterprise.
The report serves as a strategic guide for CHROs, L&D heads, and CXOs, offering practical frameworks to future-proof their talent investments. It advocates for deeper personalisation, cross-generational thinking, and outcome-linked learning.

About upGrad Enterprise

upGrad Enterprise, the Corporate Skilling and Development division of upGrad—Asia's leading integrated skilling and workforce development company with over 10 million learners enrolled to date—creates impact at scale through its world-class learning programs and tailor-made training solutions. upGrad Enterprise partners with mid and large organisations to equip their workforce with market-ready skills and mindsets that drive success.

With a network of 3000 corporate partners and an impressive 90%+ training completion rate, upGrad Enterprise excels in delivering tailored skilling programs in high-demand fields such as AI and technology. Our offerings include corporate upskilling, government projects, and a train-and-deploy model for Global Capability Centres (GCCs) of leading and Fortune 500 brands, strengthening organisational leadership with new-age skill sets as they spread their footprint across Indian metropolitan cities. These solutions span the employee lifecycle to facilitate digital and business transformation in alignment with organisational goals, leading to capability building and value generation. A two-gold Awards recipient at the Brandon Hall, upGrad Enterprise trained over 600,000 professionals in a single year during FY24. For more details, please visit: https://www.upgrad-enterprise.com/

Acer India Introduces Menstrual Leave Policy 'Matrika'

Acer India has introduced ‘Matrika,’ a menstrual leave policy to foster a more inclusive and supportive workplace. Inspired by the Sanskrit word ‘Matrika,’ which signifies the divine feminine, the initiative underscores Acer India’s commitment to empowering women employees with policies that recognize and respect their well-being.

Under this policy, female employees will be entitled to one additional day of paid leave each month, allowing them to prioritize their menstrual health without impacting their regular leave entitlements. This move aligns with Acer India’s broader vision of creating a workplace that champions gender inclusivity, health, and holistic employee support.

"A workplace that truly supports its people goes beyond policies—it fosters understanding, respect, and real change. With the "Matrika" menstrual leave policy, we are taking a step toward normalizing conversations around women’s health and well-being. Inclusivity is not just about representation; it is about recognizing and addressing the everyday realities of our employees. Through this initiative, we aim to create an environment where women feel valued, supported, and empowered to bring their best selves to work every day." said Harish Kohli, President & Managing Director, Acer India.

Bhasker Bhandary, Senior Director – Human Resources, Acer India, added, "At Acer India, we believe that true inclusivity goes beyond policies, it is about fostering a culture of empathy and support. With the ‘Matrika’ menstrual leave policy, we are taking a meaningful step toward acknowledging the health needs of our women employees while reinforcing workplace equity. By embracing progressive policies like these, we aim to create an environment where every individual feels valued, empowered, and respected."

As more organizations recognize the importance of menstrual leave, ‘Matrika’ sets Acer India apart as a forward-thinking employer that prioritizes gender equality and employee-centric initiatives. With this policy, Acer India continues to evolve as a workplace that integrates inclusivity into its core values, ensuring every employee feels valued and supported.

About Acer

Founded in 1976, today Acer is one of the world’s top ICT companies and has a presence in over 160 countries. As Acer looks into the future, it is focused on enabling a world where hardware, software, and services will fuse to open up new possibilities for consumers and businesses alike. From service-oriented technologies to the Internet of Things to gaming and virtual reality, Acer’s 7,000+ employees are dedicated to the research, design, marketing, sale, and support of products and solutions that break barriers between people and technology. Please visit www.acer.com for more information.

Infosys Lays Off ~ 700 Campus Recruit After They Failed Assessment Tests

Infosys recently laid off around 700 campus recruits from its Mysuru campus after they failed to clear internal assessments after three attempts. The company stated that this rigorous hiring process has been in place for over two decades to ensure high-quality talent for their clients.

Infosys has claimed the number to be around 350. The employees are reported to have been terminated following multiple failed attempts at clearing internal assessments.

However, the union for IT professionals, Nascent Information Technology Employees Senate (NITES), has accused Infosys of unethical practices, including intimidation and coercion during the termination process. NITES is planning to file a formal complaint with the Ministry of Labour & Employment, demanding government intervention.

NITES has alleged that the company employed intimidation tactics during the termination process.

Most affected employees are from the 2022 engineering batch who underwent training at the company's Mysuru campus. According to Economic Times, these recruits had already endured a two-year wait before being onboarded in October 2023, with initial offer letters promising annual packages of Rs 3.2-3.7 lakh for system engineer roles.

In the past two years, Infosys has faced multiple complaints filed with the Ministry of Labour & Employment.

Besides this case, Infosys in 2023 laid off over 300 freshers who failed internal assessments after three attempts. Similar to the recent incident, NITES claimed that the number of affected freshers was higher and filed a complaint with the Ministry of Labour & Employment.

In last year too, NITES had written to the Ministry of Labour and Employment regarding Infosys' alleged repeated delays in the onboarding process. NITES claimed that these delays have had affected over 2,000 campus recruits and have persisted for more than two years, causing significant hardship for those awaiting onboarding.

These incidents have raised concerns about Infosys' hiring and termination practices, leading to calls for stricter regulations and government oversight. 

Tech Mahindra Allots 59,082 Equity Shares Under ESOP

Tech Mahindra has recently allotted 59,082 equity shares under its Employee Stock Option Plan (ESOP). This allotment was approved by the Securities Allotment Committee of the Board of Directors on August 14, 2024.

ESOPs are a great way for companies to reward and retain their employees by giving them a stake in the company's growth.

As of August 16, 2024, Tech Mahindra’s stock is performing quite well. With current price of ₹1,585.00, Tech Mahindra has Market Cap of ₹1.49 trillion and Dividend Yield of 2.62%.

Earlier in last month (July 13, 2024), Tech Mahindra allotted 44,605 equity shares under its ESOP. 

These allotments are part of Tech Mahindra's ongoing efforts to reward and retain its employees by giving them a stake in the company's growth.

Tech Mahindra determines ESOP (Employee Stock Option Plan) allotments based on several factors. High-performing employees are often rewarded with ESOPs as part of their compensation package. This incentivizes employees to contribute to the company’s success. The number of options allotted can depend on the employee’s role and seniority within the company. Senior executives and key personnel typically receive more substantial allotments.

The stocks of Tech Mahindra has been on an upward trend, reaching new highs and outperforming its sector. This positive performance reflects strong investor confidence and the company’s robust financial health.

The rollout of 5G technology is a significant growth driver for Tech Mahindra as the IT company is heavily investing in 5G solutions, which are expected to unlock new innovations and growth avenues.

The demand for digital transformation services continues to rise. Tech Mahindra is focusing on areas like cloud computing, AI, and blockchain to help businesses modernize their operations.

Earlier, Infosys has allotted 1,33,180 equity shares to eligible employees under the Employee Stock Ownership Plan (ESOP) on June 14, 2024.

Average Salary Increment In Infosys, TCS and Wipro Down To Single Digits

In the financial year 2023-24, major Indian IT firms like Infosys, TCS, and Wipro reduced salary hikes to single digits due to economic pressures, said a Times of India report.

Infosys: Known for its higher average annual increments, Infosys saw average hikes fall to 9% in FY24, down from 14.6% in FY22, with FY23 noting 9.9%.

TCS: TCS reflected a similar trend, granting average hikes of 7-9% in FY24, compared to 10.5% in FY22.

Wipro: Employees at Wipro experienced a median remuneration hike of 9.4% compared to the previous year.

Tech Mahindra and HCLTech have maintained average hikes between 5% and 7%. HCLTech reported an average hike of 6.8% in FY22, which dropped to 5% last year. Tech Mahindra's average increment stood at 5.6% in FY24, down from 6% in the previous year and 5.2% during the pandemic year when other firms provided double- digit raises.

While top performers still receive substantial hikes, most employees witnessed a moderation in salary increments. Recruiters highlight higher raises for niche skill sets in AI, ML, cybersecurity, and data analytics, driven by digital transformation. Rising employment costs also impact most IT professionals.

Exceptions

While most employees at Infosys, TCS, and Wipro experienced single-digit salary increments in FY24, there are exceptions:

1. Top Performers: High-performing employees continue to receive substantial hikes, often exceeding the average. Their contributions to critical projects and niche skill sets (such as AI, ML, cybersecurity, and data analytics) are rewarded.

2. Niche Skills: Professionals with specialized skills in emerging technologies receive better increments. Companies prioritize talent in areas like cloud computing, blockchain, and automation.

3. Leadership Roles: Salary hikes for leadership positions (such as project managers, architects, and directors) tend to be more generous due to their strategic impact.

4. Promotions: Employees who receive promotions can expect larger increments, especially when moving to higher job grades.

Industry-wide trends in salary increments can vary based on factors like economic conditions, occupation, and company policies. Over the past decade, the average annual salary increase has hovered between 3% to 5%. However, this can vary significantly based on individual circumstances.

These raises counteract inflation by adjusting salaries to match the current cost of living. Given the economic impact of the COVID-19 pandemic, inflation rates have risen significantly.

Technology transformation sector is driving pay raise trends in 2024, with an impressive 63% surge. Supply Chain and Procurement, Sales and Marketing, and Human Resources also show substantial Increases. Retail, Hospitality, and Product and Skilled Trades have seen the largest base salary increases recently. 

Professionals switching jobs, especially in talent-short fields like tech, can anticipate substantial pay raises ranging from 10% to 15%.

Infosys Targets 33% Remote Work by 2030 Favouring Hybrid Model

Infosys has set an ambitious goal to deliver 33% of its work through flexible and remote options by 2030. This strategic move aligns with the evolving work landscape and aims to address the diverse needs of its workforce. By embracing a hybrid work model, expanding into tier-2 cities, and offering relocation incentives, Infosys demonstrates its commitment to employee well-being and operational efficiency.

Infosys is actively expanding its presence in tier-2 cities to support remote work and reduce environmental impact. The company has already opened new offices in Visakhapatnam, Coimbatore, Noida, and Kolkata. These strategic moves aim to empower local talent, create more balanced workforce distribution, and enhance overall employee satisfaction.

By investing in these talent hubs, Infosys is well on its way to achieving its goal of delivering 33% of its work through flexible and remote options by 2030.

Several Indian companies are embracing hybrid work models and remote work options. Even startups have adopted a "work from anywhere" approach to boost flexibility. Companies like Flyhomes, NoBroker, Meesho, Angel One (formerly Angel Broking), ITC Infotech, Magicpin, and Springworks have either gone fully remote or provided employees the opportunity to work from anywhere.

Multinational companies like Adobe Inc., Airbnb, Buffer, Gitlab, Zapier, Google, LinkedIn, Squarespace, Dell, and Oracle have also embraced the Indian remote-first, hybrid work model.

According to reports, nearly 70% of tech organizations in India have adopted a hybrid work model, and around 85% of India's tech workforce is working remotely or in a hybrid setup. Additionally, 92% of organizations believe that future work technology solutions played a critical role in organizational resilience during the pandemic.

These trends are continually evolving, and more companies are likely to adopt flexible work arrangements in the future.

Infosys Allots 1.33 Lakh Equity Shares Under ESOPs

Infosys has allotted 1,33,180 equity shares to eligible employees under the Employee Stock Ownership Plan (ESOP) on June 14, 2024. This move is part of the company's efforts to reward and incentivize its workforce. Following this allotment, the issued and subscribed share capital of Infosys has been adjusted accordingly.

Earlier in May, Infosys had allotted more than 6.57 lakh equity shares to top-performing employees under two different schemes. These allotments reflect the company's commitment to expanding employee ownership and recognizing their contributions to the company's success.

Infosys has a well-documented ESOP (Employee Stock Ownership Plan) program that aims to incentivize and retain key talent by expanding employee ownership within the company. The ESOP program is performance-based and is designed to align the interests of the employees with those of the shareholders, driving execution excellence and competitive business growth.

To increase shareholder value and incentivize, retain, and attract key talent. The allotment of ESOPs is based on certain performance parameters that are aimed at driving business strategy execution and creating shareholder value. The program is not just for top-level executives but has been expanded to benefit lower-level staff as well.

Infosys has a history of granting ESOPs to its employees, including a significant allotment after a gap of 13 Years.

The ESOPs are typically granted in the form of Restricted Stock Units (RSUs) and come with certain terms and conditions, including vesting periods and performance criteria. Employees who are granted ESOPs can become shareholders of Infosys and benefit from the company's growth and success.

IT Employees' Union NITES Complaint Against Infosys to Labour Ministry

The Nascent Information Technology Employees Senate (NITES), a Pune-based union for IT professionals, has written to the Ministry of Labour and Employment regarding Infosys' alleged repeated delays in the onboarding process. NITES claims that these delays have affected over 2,000 campus recruits and have persisted for more than two years, causing significant hardship for those awaiting onboarding.

The union has sought an investigation into the matter to ensure Infosys fulfills its obligations to the new hires. They have demanded that the affected professionals be given full salary payments for the period during which onboarding has been delayed and immediate access to Infosys' employee assistance programme to address the mental and emotional strain caused by the delay.

If onboarding remains unfeasible, NITES insists that Infosys must actively work with the recruits to find alternative employment opportunities within the organisation. The situation has brought financial hardship and uncertainty due to the lack of income and a clear onboarding timeline for the recruits.

As of yet, Infosys has not commented on this complaint by NITES.

In the past, Indian IT services companies Infosys, Wipro, Tech Mahindra, Mphasis, along with international companies like Accenture, Capgemini, Deloitte, and others have delayed onboarding of new recruits by over a year.

The delay in onboarding at Infosys and other IT companies is often a result of fluctuations in business demand. Infosys has responded to awaiting job claimants, stating that they allocate joining dates based on their business requirements.

When business demand is uncertain or there are changes in project timelines, it can impact the onboarding process. Companies may need to adjust their hiring plans accordingly. The subdued macro environment, especially in the IT sector's mainstay business areas like banking and financial services, has led to softness in IT budgets and discretionary spending. These factors can cause delays in decision-making cycles, affecting the finalization of joining dates for new hires.

Coordinating the onboarding process for a large number of campus recruits involves logistical challenges. This includes arranging training, documentation, and infrastructure. Administrative processes such as background checks, paperwork, and approvals can also contribute to delays. Effective communication between HR, recruitment teams, and the recruits is crucial. Any gaps in communication can lead to misunderstandings or delays.

In the case of Infosys, the delays have persisted for more than two years, affecting over 2,000 campus recruits. The affected professionals have faced financial hardship and uncertainty due to the lack of income and a clear onboarding timeline.

Infosys, however, has not yet responded to the complaint. The company has experienced a decline in headcount for the first time in over 20 years, with a reduction of 25,994 employees at the end of the 2023-24 financial year. They have adjusted their campus hiring plans, adopting an agile model with 50% of hires coming from campuses and the remaining from off-campus recruitment. Infosys has already skipped campus placements for four quarters.

The prolonged delay has disrupted the plans of these recruits, and NITES urges Infosys to swiftly resolve the issue by providing definite joining dates and appropriate assistance.

Indian IT Firms See Fewer Young Faces—A Shift in Workforce Dynamics

Two of Indian IT giants – TCS and Infosys – have seen a notable drop in employees under 30 in recent years. TCS's share of young workers fell from 59% in FY22 to 50.3% in FY24, while Infosys saw a decline from 60% to 55%.

This shift is largely due to lower hiring of freshers following the post-pandemic hiring surge. IT firms had aggressively recruited to meet booming demand, but as growth expectations slowed, fresher intake dropped. Additionally, rising interest rates have tempered demand for IT services, leading companies to skip campus placements and focus on experienced talent.

Interestingly, while the share of young employees has declined, the proportion of senior employees over 50 has increased. This could be a temporary trend, as IT firms typically prefer a higher share of young staff to keep wage bills lower. If growth picks up, fresher hiring might rebound.

The decline in young employees at TCS and Infosys has been analyzed by multiple sources. Mint conducted a detailed analysis of workforce trends, highlighting the drop in employees under 30. Additionally, TechGig has reported on the shift, citing industry experts on the reasons behind reduced fresher hiring.

This decline in young employees isn't just limited to TCS and Infosys —it's a broader trend across the IT sector. Many Indian IT Firms have reduced fresher hiring due to slower growth expectations and rising interest rates, which have tempered demand for IT services.

For example, Wipro and HCL Tech have also seen a drop in the proportion of employees under 30, though exact figures vary. The post-pandemic hiring surge led to an overstaffing situation, and now companies are adjusting their workforce composition. Some firms have even skipped campus placements, focusing instead on experienced professionals.

What do you think—could this shift impact innovation and workplace dynamics in the long run? Do comment below....

TCS Suspends A Whistleblower for Reporting A Security Incident

While India has the Whistleblower Protection Act, its implementation and effectiveness remain limited. The act does not cover all sectors, and its provisions are not comprehensive

It appears there has been a recent incident involving an employee of IT Services giant, Tata Consultancy Services (TCS). A TCS employee was suspended after reporting a security breach. According to the news, the employee took to Reddit to share that they were instructed by their manager to use personal laptops and share login credentials, which is against TCS policy. The employee claimed that despite the company's whistleblower protection policy, they did not receive support from HR or managers due to strained relations.

The employee's suspension has sparked discussions on social media, with many users suggesting various courses of action, including raising the issue with TCS's ethics committee or escalating it within the Tata group.

This situation highlights the complexities that can arise when reporting security incidents within large organizations. If you're looking for more information or advice on a similar matter, it's important to consult with legal or professional experts who specialize in employment and whistleblower protection laws.

Reddit post

Users replied to this Reddit post and offered suggestions. One of the users advised, “Raise this issue with TCS ethics committee. They will definitely look into this. When I was in TCS ILP I remember there was an altercation between the faculty and one of the associate from our batch. The faculty told the associate that they will fail him in the finals and they did. He reported them to ethics committee and a team came to ILP center to investigate. The associate was later passed.”

Challenges faced by whistleblowers in India

Whistleblowing in India, while essential for transparency and accountability, comes with several challenges.

Whistleblowers often fear being labeled as troublemakers or disloyal employees. They may face isolation or negative perceptions from colleagues and society. The fear of retaliation from employers, colleagues, or higher management is a significant obstacle. Whistleblowers risk losing their jobs, promotions, or facing other adverse consequences.

Many whistleblowers lack confidence in the legal system's ability to protect them. Instances of delayed justice or inadequate enforcement of whistleblower protection laws contribute to this lack of trust. Companies Act, 2013 mandates vigil mechanisms for publicly traded companies, but these mechanisms may not always provide robust protection.

Whistleblowers often worry about losing their livelihood. Reporting fraud or misconduct by higher management can jeopardize their careers. The perpetrators of fraud or unethical behavior may try to silence whistleblowers to protect their own interests.

Many employees are unaware of their rights as whistleblowers. Lack of awareness prevents them from reporting wrongdoing. Educating employees about their rights and protections is crucial to encouraging whistleblowing.

Legal proceedings can be lengthy and cumbersome. Whistleblowers may face challenges navigating the legal system. The process of filing complaints, gathering evidence, and pursuing cases can be daunting.

Despite these challenges, whistleblowers play a crucial role in exposing corruption, fraud, and unethical practices. Strengthening legal protections, raising awareness, and fostering a supportive environment are essential steps toward empowering whistleblowers and ensuring a transparent society.

Wipro Inks Multi-Million-Dollar Contract with Nokia to Revamp Its Digital Workplace Services with AI-powered Solutions

Wipro has secured a significant contract to revamp Nokia's digital workplace services. This multi-million-dollar deal will see Wipro develop a custom AI-powered, cloud-based solution to enhance the digital workspace for Nokia's global workforce, which includes approximately 86,700 users across 130 countries.

The project, spearheaded by Designit, a Wipro company specializing in user experience strategy, aims to deliver personalized assistance to Nokia employees, ensuring support is available when needed. The initiative is expected to create an experience-driven, omni-channel, and always-on global service desk, providing flexible and secure services to facilitate an effective hybrid work environment.

This transformation is part of Nokia's broader efforts to elevate and secure user experiences with their IT services, focusing on a modernized remote support concept that leverages the latest technologies for seamless, secure, and efficient support. The collaboration between Wipro and Nokia is set to empower Nokia employees to self-service their issues, receive intelligent and contextual guidance, and connect with experts as needed.

It's a significant step for both companies, with Wipro applying its technological expertise and design-led approach to improve the overall employee experience at Nokia.

“Generative AI is fast becoming a critical component of Digital Workplace services,” said Vinay Firake, Sr. Vice President & Managing Director Nordics, Wipro Limited. “We are proud to work with Nokia on building an IT support solution that will improve the employee experience. Our technology cloud-based expertise, combined with our design-led approach, will provide Nokia employees a highly personalized support, allowing them to better leverage technology and deliver better value to their customers.”

Marije van Donk, Vice President, Head of User Experience, Nokia, said “At Nokia, we are increasing our efforts to elevate and secure User Experiences with our IT Services. A key pillar is a modernized remote support concept that uses the latest technologies to provide seamless, secure, and efficient support, regardless of location, device, or network. Implementing this concept will empower our users to self-service their issues, give intelligent and contextual guidance, and connect users with experts. We have chosen Wipro as our partner in this transformation journey."

List of 100 Best Companies to Work For, by Fortune

Fortune has released its 2024 list of the "100 Best Companies to Work For". The list is compiled based on employee feedback and focuses on trust, innovation, company culture, and leadership quality. Here are the top 10 companies from the list:

1. Hilton
2. Cisco Systems
3. Nvidia
4. American Express 
5. Synchrony Financial
6. Wegmans Food Markets
7. Accenture
8. Marriott International
9. Cadence Design Systems
10. Comcast NBCUniversal

The list reflects a trend towards empathetic workplace practices, diversity and inclusion initiatives, and competitive compensation. It's also noted that nearly all of the companies listed are committed to hybrid work environments.

The ranking of companies in Fortune's "100 Best Companies to Work For" list is based on a comprehensive survey conducted by Great Place To Work®. The key factors include:

• Trust Index™ Survey: Employees provide confidential feedback on their workplace experiences, responding to 60 statements on a five-point scale and answering two open-ended questions.
• Employee Experience: The survey assesses trust in management, connection with colleagues, loyalty to the company, respect, training benefits, appreciation, support for well-being, and opportunities to contribute.
• Fairness: The survey evaluates fairness related to pay, profits, promotions, recognition, favoritism, and opportunities.
• Pride and Meaning: Employees share if they are proud of their work, their team, and their company, and if they feel their work is meaningful.
• Enjoyment: It measures whether employees enjoy the people they work with, feel cared for, and can be themselves.
• Demographic and Role Diversity: The survey measures differences in responses across demographic groups and roles within each organization to assess the quality and consistency of the employee experience.
• Programs and Workplace Strategy: Companies also answer six essay questions providing insight into their programs and workplace strategy.

The rankings reflect the extent to which a positive workplace experience is shared by the full workforce, with a focus on creating great work experiences for all employees, regardless of their position or demographic. 

Wipro Ties with IISc To Offer Eligible Employees a Higher Education Program in AI, ML and Data Analytics

Wipro Limited, a leading technology services and consulting company, has recently announced a collaboration with the Indian Institute of Science (IISc). This collaboration aims to offer eligible Wipro employees a higher education program in Artificial Intelligence (AI). The online Master’s in Technology (MTech) course will focus on key areas such as AI, Foundations of Machine Learning (ML)/AI, Data Science, and Business Analytics, addressing the growing demand for skilled professionals in these domains.

As part of this collaboration, selected Wipro employees will have full access to IISc faculty members, online lectures, libraries, and alumni networks. They will also benefit from mentorship by seasoned professionals from the Data, Analytics, and AI practice at Wipro.

The acceptance to the program will be subject to rigorous entrance tests and evaluations designed by IISc.

This initiative underscores Wipro's commitment to cultivating a future-ready workforce and advancing its leadership position in the dynamic realm of AI. It's exciting to see companies like Wipro investing in skill-building and up-skilling by engaging with premier universities like IISc.

As part of this collaboration, selected Wipro employees will have full access to IISc faculty members, online lectures, libraries, and alumni networks. They will also benefit from mentorship by seasoned professionals from the Data, Analytics, and AI practice at Wipro.The acceptance to the program will be subject to rigorous entrance tests and evaluations designed by IISc.

“We are thrilled that Wipro stands among the pioneers in the industry, offering a Master’s degree program to our top-performing employees, under our WILP (Work Integrated Learning Programs),” said Sanjeev Jain, Senior Vice President and Global Head, Business Operations, Wipro Limited. “GenAI is evolving at a rapid pace, and we are confident that selected employees will gain immensely from the knowledge at IISc and develop capabilities for the opportunities ahead delivering strong business outcomes.”

“We are happy to support Wipro in providing higher education opportunities for their employees, especially in emerging areas like data science, GenAI and next-gen communications, through the highly successful MTech (Online) program offered by IISc for the past few years,” said Prof Rajesh Sundaresan, Dean, Division of EECS, IISc. “The program curriculum for working professionals has been designed with the same high standards as our full-time programs, with our faculty members delivering content online to train students on foundational concepts and real-world applications.”

Employees' PF to Gratuity: How To Claim In Case of Death

The Employee Provident Fund (EPF) and Gratuity are two important components of an employee’s retirement benefits. In the event of an employee’s death, their family or beneficiaries can claim both the EPF and Gratuity amount. However, there are certain criteria that must be met for the claims to be processed.

EPF Claim in case of Death

The EPF balance consists of contributions made by the employee and employer. In the event of the employee’s death, the nominee or legal heir can claim the EPF balance along with the accumulated interest. The process of claim PF amount after the employee’s death is straightforward and can be done by following these steps:

Step 1: Inform the Employer

The first step is to inform the employee's employer about the unfortunate event. The employer must initiate the process of transferring the EPF balance to the nominee or legal heir.

Step 2: Submission of Required Documents

The nominee or legal heir must submit certain documents to initiate the claim process. These documents include:

• Death certificate of the employee
• Claim Form 20
• Claim Form 10D (For the Pension Scheme, if applicable)
• Nomination forms submitted by the employee (if any)
• Legal heir certificate or succession certificate

Step 3: Verification of Documents

The EPF office will verify the submitted documents and ensure that the claimant is the rightful nominee or legal heir.

Step 4: Settlement of Claim

After the verification process, the EPF amount will be settled and transferred to the nominee or legal heir's bank account. 

PF Claim Status

Claim status of the EPF can be checked online by visiting the EPFO portal. The portal provides two options to check the claim status – by entering the PF account number or the claim reference number. Once the pf claim status is processed, the same can be viewed online by logging into the EPFO portal.

Gratuity Claim in Case of Death

Gratuity is a benefit that an employee accrues after completing five years of continuous service with their employer. In the event of the employee's death, the nominee or legal heir can claim the gratuity amount. The process of claiming the gratuity amount after the employee's death is straightforward and can be done by following these steps:

Step 1: Inform the Employer

The first step is to inform the employee's employer about the employee's death. The employer must initiate the process of transferring the gratuity amount to the nominee or legal heir.

Step 2: Submission of Required Documents

The nominee or legal heir must submit certain documents to initiate the gratuity claim process. These documents include:

• Death certificate of the employee
• Claim Form I
• Legal heir certificate or succession certificate

Step 3: Verification of Documents

The employer will verify the submitted documents and ensure that the claimant is the rightful nominee or legal heir.

Step 4: Settlement of Claim

After the verification process, the gratuity amount will be settled and transferred to the nominee or legal heir's bank account.

Please note that both the EPF and gratuity claims may take some time to process. However, the claims will be settled as per the established timelines and rules.

In conclusion, the EPF and gratuity benefits are important for an employee's financial security and retirement planning. In the event of an employee's death, their family or beneficiaries can claim both the EPF and gratuity benefits. The claim process can be initiated by following the aforementioned steps and submitting the required documents. It is important to keep track of the claim status and ensure that all the necessary documents and information are provided to avoid any delays or rejections.

Disclaimer: Investors must gauge all the pros and cons of trading in the Indian financial market before making any investment decisions. This article is for informational purposes only and should not be construed as investment advice. The author and the website are not liable for any investment decisions made by the readers.

Summary:

The Employee Provident Fund (EPF) and Gratuity are two important components of an employee’s retirement benefits. After an employee's death, his/her family or beneficiaries can claim both the EPF and Gratuity amount. The article provides a step-by-step process of claiming the EPF and gratuity benefits in case of an employee’s death. The article also highlights the importance of keeping track of the claim status to avoid any delays or rejections. The article cautions investors to gauge all the pros and cons of trading in the Indian financial market before making any investment decisions.

TCS Launches An AI Experience Zone for its Employees

After training over 150,000 employees in the foundational skills of Generative AI, Tata Consultancy Services (TCS) has launched an AI Experience Zone, to foster hands-on proficiency in Artificial Intelligence (AI) and Generative AI (GenAI) for its employees, with an aim to create one of the worlds’ largest AI ready workforce. 

Within this immersive environment, TCS employees can explore, engage, and experiment with cutting-edge GenAI-powered applications, creating innovative use cases, with all necessary guardrails and while upholding Responsible AI principles.

The AI Experience Zone facilitates experimentation with open-source technologies and key large language models from industry giants like Amazon Web Services, Google, Microsoft, and others. Employees can gain experience in using these tools with use cases like content creation, information discovery, and task automation. They will also have access to a wealth of knowledge in the form of tutorials covering essential GenAI concepts

Siva Ganesan, Head of TCS AI.Cloud Unit, said “GenAI holds great potential as a co-worker, enabling automation and enhancing efficiency. Through the AI Experience Zone, we are empowering our associates with the ability to harness the transformative potential of GenAI through hands-on experience. A distinct feature of the AI Experience Zone is that it fosters collaboration. Associates from different parts of the world with shared interests can come together to build a solution for a specific problem. The experience zone encourages participation in hackathons, challenges, and contests, providing a practical avenue for associates to apply and test their GenAI knowledge.”

TCS’ strides in AI have not gone unnoticed. Recently, global market researcher, Forrester named TCS in its report titled ‘The AI Services Landscape Q1 2024’, as a large provider of AI services (the highest-level rating), among 40 fortune 500 enterprises. Another leading global research firm, Everest, recognized TCS as a leader, in its report titled ‘PEAK Matrix assessment 2023’, that assessed 26 top global service providers. These recognitions underscore TCS’ commitment to enhancing its capabilities in the AI domain.

TCS is leveraging its existing ecosystem of innovation hubs via its 6 Pace Ports set up across the world to enhance its AI offerings. It has launched GenAI offerings around Industry Value Chains, SDLC reimagination, and Responsible AI. Apart from Hyper scalers, TCS has collaborated with players like Nvidia and Anthropic, to offer best-in-class services to customers. It will continue to expand its existing partnerships and build new AI focused partnerships. TCS has additionally invested in 24 Centers of Excellence (CoE) and 14 innovation labs around the world to develop accelerators, frameworks, and assets across the entire AI adoption lifecycle spanning Advisory, Implementation and Operations to create a cohesive ecosystem of AI capabilities

Dr Harrick Vin, Chief Technology Officer, TCS, commented: “As we navigate the digital landscape, TCS steadfast in its commitment to becoming AI-first. Embracing Gen AI as a key component of our strategy, we are transforming not just how we operate but also how we lead and innovate in a rapidly evolving world. By harnessing the potential of GenAI across our operations, we aim to set new benchmarks in innovation, efficiency, and client success, propelling us into the future.”

Next week, TCS takes centre stage at the World Economic Forum in Davos, leading the conversation on a future powered by AI. Partnering with leading technology institutes like Carnegie Mellon University, MIT Connection Science and MIT Computer Science & AI Lab, TCS will bring together an elite assembly of change-makers, innovators, and business leaders, to debate the future innovations and breakthroughs in Artificial Intelligence.

As a precursor to Davos, TCS MD & CEO K Krithivasan shared insights, on how AI can augment what humans are capable of and the need for enterprises to create an AI first architecture here https://www.weforum.org/agenda/2024/01/ai-productivity-knowledge/

LTIMindtree and Microsoft To Introduce Generative AI-powered Employee Engagement Apps

LTIMindtree Collaborates with Microsoft to Deliver AI Powered Employee Engagement Applications

LTIMindtree has announced a strategic collaboration with technology giant Microsoft to introduce cutting-edge, AI Powered Employee Engagement Applications. This collaboration marks a significant leap forward in delivering enhanced employee and customer experiences.

To be build under LTIMindtree’s Canvas.AI suite of AI offerings and solutions, these Generative AI Powered Employee Engagement Applications will redefine enterprise effectiveness and enable greater personalization. Canvas.AI is an AI/ML powered platform that enables 'Insights fueled software delivery acceleration' across the software delivery lifecycle.

LTIMindtree’s Generative AI-powered Employee Engagement Applications utilize Microsoft Azure OpenAI Service and Azure Cognitive Search to enable a range of AI-led capabilities including: content summarization, graph-led knowledge structuring, and an innovative copilot. This transformative approach is set to enhance the cognitive intelligence within organizations, setting a new standard for employee engagement applications.

Nachiket Deshpande, Whole-Time Director and Chief Operating Officer, LTIMindtree, said, “Our collaboration with Microsoft for Generative AI Powered Employee Engagement applications signifies a major leap towards transforming industries and delivering innovation. This collaboration signifies our commitment to pushing the boundaries of what is possible, enhancing the employee experience for enterprises globally. We believe that by harnessing the capabilities of generative AI, we can drive meaningful change and unlock unprecedented value for our clients."

“We’re excited to expand our collaboration with LTIMindtree,” said Kelly Rogan, Corporate Vice President of Global System Integrators and Advisory Partners at Microsoft. “LTIMindtree is delivering innovative employee engagement applications, built on Azure OpenAI Service, that will drive business transformation for customers."

LTIMindtree also inaugurated a Microsoft Cloud Generative AI Center of Excellence (GenAI CoE), recently. This centre serves as a hub for innovation, enabling customers to scale their digital transformation initiatives utilizing the power of Generative AI.

As a pioneer in technology partnerships, LTIMindtree is at the forefront, using their early access to Microsoft 365 Copilot and Azure OpenAI Service to pilot this cutting-edge technology with select internal groups, drawing on its extensive experience to share learnings, and offer advice on best practices for client engagements. Earlier this year, LTIMindtree was recognized in the Microsoft US Partner of the Year Award in the AI category, and by Microsoft India for its innovative AI solutions in the Microsoft AI Solutions Foundry Program. This collaboration represents synergy between LTIMindtree’s AI transformation expertise, strategic insights, and industry experience with Microsoft’s cloud platform.

2023 Worst for Tech Employees, 2 Lakh Tech Employees Lost Jobs So Far This Year

The year 2023 has become the worst year for tech employees. So far, the year-2023 saw about 2 lakh technical employees dismissed globally from Big Tech firms to startups. Companies like Meta, BT, Vodafone and many others have announced more staff layoffs in the coming months.

According to data from layoff tracking site Layoffs.fyi, Tech layoffs in 2023 surpassed the entire total from 2022 in early April this year. In first quarter of 2023, 166,004 employees laid off, and to date 695 tech companies have fired around 1.98 lakh employees.

Last year, 1,046 tech companies laid off more than 1.61 lakh employees. In January alone this year, around 1 lakh technical employees globally lost jobs. Companies laying-off employees include Amazon, Google and Microsoft. From 2022 to May–2023 , about 3.6 lakh technical workers have lost jobs.

Companies citing reasons for layoffs are — over-hiring, uncertain global macroeconomic conditions, etc. Meta ( formerly Facebook ) is reportedly going to start retrenchment of more employees in its third round of job cuts next week. It is expected that the company will lay off about 6,000 employees in this round.

Amazon India has fired around 400-500 employees from various departments this month. Fintech Unicorn Jeps is retrenching 420 employees, or 26 percent of its workforce. UK telecom giant BT Group has announced plans to cut 55,000 jobs by the end of the decade.

Global telecom carrier Vodafone said it plans to reduce 11,000 jobs over the next three years with the aim of simplifying both headquarters and local markets. Meanwhile, Microsoft has denied any details in the salaries of its employees this year.

Early this month, it was reported that Shopify is laying off 20% of its employees. It previously cut 10% last July. LinkedIn is laying off 716 employees, which is 4% of its total workforce.