In a rapidly evolving world shaped by AI, our belief remains clear, people are at the centre of everything we do. Through our employee value proposition, we continue to activate human wellness and experience by anchoring on meaningful purpose, enabling growth, enriching experiences, fostering a strong sense of connectedness. This holistic approach helps us amplify human potential while supporting employee well-being at every stage of the journey.
Shaji Mathew
Chief Human Resources Officer
Global Top Employer 2026 for six years in a row
Our Employee Value Proposition (EVP) is the unique set of experiences, rewards, benefits, and fulfillment that the employee gets for their commitment and skills. This is Infosys' promise to its employees - proudly called 'Infoscions'.
Trend of ESAT: 3 years
Voluntary attrition for IT services*
* excluding business process management services, products and platforms
In FY26, Infosys' Employee Value Proposition and values-led culture received strong global validation across people practices, career growth, innovation, and ethical governance.
Infosys was certified as a Global Top Employer 2026 for the sixth consecutive year, ranking among the Top 5 employers across regions and Top 10 in 19 of 20 countries reinforced by Great Place to Work® recognitions across India, USA, UK, Germany, China and other Infosys subsidiaries. Infosys was ranked #1 on LinkedIn Top Companies India 2026. Fast Company acknowledged Infosys for CSR innovation, while Ethisphere named Infosys among the World's Most Ethical Companies® for the sixth year running.
Read the full list of Awards and Recognitions in the Infosys Integrated Annual Report.
Our first EVP pillar, Purpose, inspires Infoscions to find meaning at work - building what's next while creating lasting value for our clients.
Innovation at Infosys is a collaborative, technology-led initiative led and guided by the Innovation Council that drives the development of new services, advanced platforms, and cutting-edge solutions.
It also strengthens existing operations and offerings to deliver greater value and accelerate growth for Infosys, our clients, and our ecosystem by harnessing emerging technologies and fostering a culture of creativity and innovation.
Platforms like Techzooka, TechCohere, Business Incubator programs, Be The Navigator, Be A Maker, hackathons, and ideathons, give employees hands-on opportunities to ideate, experiment, and create patent-worthy solutions. Focused ideation workshops and patent-centric sessions further help shape protectable concepts into quality filings.
iCETS is an innovation hub within Infosys that incubates NextGen services, focusing on AI, blockchain, computer vision, AR-VR, and deep learning. Formerly known as Infosys Labs/INFCAT, it accelerates innovation by creating Proof Of Concepts (POCs) and operationalizing emerging technologies into tangible business solutions. It consists of ARC, Living Lab, and Platforms.
Read moreBTN empowers our teams to develop innovative solutions for our valued clients. With a structured framework for ideation, prototyping and incubation, BTN fosters creativity and collaboration, ensuring our solutions are tailored to meet client needs and drive success.
12,400+
BTN ideas submitted
6,522
BTN ideas discussed with clients
1,101
implementation in progress
2,429
implementation done
Living Labs offer a suite of innovation services designed to futureproof customer businesses and mitigate risks in technology transformations.
By fostering a culture of exploration and collaboration, Living Labs enable rapid innovation and iterative learning through direct feedback from end users. This initiative leverages digital innovations to tackle complex business challenges and drive join innovation with our customers.
34
Living Labs in 8 countries across 3 continents
Living Labs helps create innovative solutions for clients.
The Infosys Innovation Network (IIN) is a well-orchestrated partnership with select startups, designed to deliver innovative services to our clients. By leveraging innovation ecosystem, IIN identifies high growth startups worldwide.
430+
onboarded
100+
under detailed exploration
10,000+
startups screened
IBI is a strategic capability aimed at fostering entrepreneurship within Infosys. It empowers employees to ideate, incubate, and create new businesses. IBI is part of the broader Infosys strategic innovation capability, including the likes of Infosys Investment Fund (IIF), Living Labs, Infosys Innovation Network (IIN), Be The Navigator, Be A Maker and more. Three ventures were selected for incubation in cohort 2, which concluded recently.
1,000+
entrepreneurs
5
ventures incubated
700
ideas presented
Be A Maker program offers opportunities for showcasing creative expressions of ideas in a phygital mode. This program, mentored by ENGG unit, Kaleidoscope Innovation, our subsidiary and iCETS, our innovation unit, enables rapid innovation and iterative learning through direct feedback from SMEs and distinguished technologists. Be A Maker encourages digital creators and designers to develop art-of-possible demonstrators using a convergence of physical and digital technologies. We have 200+ phygital ideas submitted, out of which five have reached the final stages and are showcased to clients at Venture Labs.
Be A Maker program enables rapid innovation.
The Infosys Global Hackathon 2025 convened over 5,000 participants across 10 Infosys locations, bringing together students, professionals, and open-source contributors to build cloud-native solutions with real-world relevance. Aligned to the United Nations Sustainable Development Goals, the Tech for Good-themed hackathon addressed priorities across environmental sustainability, healthcare and wellness, education and digital literacy, social inclusion and accessibility, and disaster preparedness. With nearly 2,000 teams translating ideas into working prototypes, several solutions demonstrated strong potential for scale and deployment. The initiative reinforced our ESG Vision 2030, highlighting how open innovation and collaborative technology can create tangible societal impact.
The winners of the Infosys Global Hackathon 2025 were Aura Coders.
A total of 91 patents were filed in 2025 alone, primarily in the areas of AI (including computer vision, software applications, data processing, smart automation, digital experience, graph models, gen AI, etc), communication networks, web application management, cloud management, robotics, and quantum computing, to name a few.
The Infosys Knowledge Institute (IKI) strengthens the Purpose pillar by building an ecosystem of learning, research, collaboration, innovation, and leadership. It helps employees deepen expertise, contribute to meaningful conversations in the market, and grow in confidence and capability.
Employees contribute to research and publications in many ways — as subject matter experts, authors, reviewers, speakers, and interview partners.
IKI also develops proprietary data and insights through primary research, including large-scale surveys and quantitative analysis. These insights are published through its flagship Radar maturity reports, the annual Tech Navigator, the TechCompass technology trends series, and industry-focused market outlooks and executive journals.
Since its inception, IKI has supported and created:
100+
client collaborations
2,000+
thought leadership assets
Our sense of purpose extends beyond work — strengthening communities and creating impact where we live and belong.
InStep, Infosys' flagship global internship program, has:
Infosys InStep internship program completed 25 years in 2025.
InStep has been ranked as the World's #1 Internship Program, five times in a row by Vault Firsthand, a prestigious career intelligence platform.
InStep has been instrumental in building strong academic partnerships for Infosys with premier global institutions, generating numerous patents and publications, along with contributing to the overall localization efforts.
The recent launch of InStep Japan marks another milestone in our journey to nurture global talent, enable knowledge exchange and support local innovation ecosystems in alignment with our long-term goals.
Read moreThe Infosys Science Foundation awards the Infosys Prize that endeavors to elevate the prestige of science and research in India. The award is given annually to honor outstanding achievements of contemporary researchers and scientists.
The winners of the Infosys Prize 2025 pose with Infosys co-founders N.R.Narayana Murthy and K. Dinesh, and chief guest of the ceremony, Nobel laureate Prof. Randy Schekman.
The Infosys Prize Lectures by laureates and jurors help disseminate their work for a larger academic audience. These lectures are held at different institutions in India and aim to inspire current and future generations of researchers across disciplines.
Some of the more recent Infosys Prize Lectures include 2024 math laureate Neena Gupta's lecture at Chennai Mathematical Institute on Affine Algebraic Geometry; 2024 life sciences laureate Siddhesh Kamat's lecture at Centre for Cellular & Molecular Biology, Hyderabad on Lysophosphatidylserine: An emerging signaling lipid with implications in human disease; and a session with 2024 humanities laureate Mahmood Kooria, humanities jury chair Akeel Bilgrami and writer Amitav Ghosh at Asiatic Society Mumbai.
Read moreVolunteering at Infosys reflects a deep commitment to action rooted in care and responsibility. Across locations, employees stepped forward with consistency and intent, contributing their time and effort to create impact that was meaningful and lasting. That impact was driven by the strength of our people.
Read more about our volunteering initiatives in the Infosys Foundation Report 2025-26.
The Gracious Giving volunteering program ran across Infosys' 20 campuses in India.
Our second EVP pillar, Growth, enables Infoscions to build careers that never stand still – through always-on learning, clear career pathways, and opportunities that nurture future-ready talent and collective success.
Rapid transformations driven by AI, evolving client expectations, talent shortages, and shifting employee aspirations are redefining how work and careers evolve.
With the World Economic Forum projecting that 44% of today's skills will undergo disruption in the next five years, Infosys has reimagined its talent model as a Skill Based Organization (SBO) - placing skills at the center of all talent decisions and treating them as the core operating currency. This skills-first model ensures the right capability at the right time, while empowering employees to build careers that continuously grow with the demands of the future.
The visual maps the complete Skill Journey that powers Infosys' Skill-Based Organization - showing how skills are defined, captured, assessed, and translated into identity and deployment. It highlights how this integrated cycle links seamlessly to the talent lifecycle, ensuring that evolving skills continuously fuel career growth and organizational agility.
We strengthened the program with deeper, skill-focused learning pathways through curated courses, certifications, and choice-based real digital projects.
10K+
niche skill tag holders
22K+
premium skill tag holders
56K+
standard Skill Tag holders
40%
lower attrition among employees consistently receiving skill tag incentives
We introduced a Work Profile (WP) concept in Demand and Deployment Work Profile is a combination of Technology, Domain, Foundational and Social skills, and refers to the granular skill jobs that the service line engages with the clients. This was launched as a pilot in ORC service line.
26%
of the Q4 demand was raised through work profiles, as against Q3
110K+
talents are allocated WPs
The Infosys Skills Council serves as a strategic forum that brings together business, technology, and HR leaders to shape the Company's skills and capability agenda. The Council provides direction on future skill priorities, ensures alignment between business demand, client expectations and learning investments, strengthens a skills-led approach to workforce readiness. Through this, it helps Infosys stay ahead of rapid technological shifts while enabling employees to continuously build relevant, future-ready capabilities as part of a lifelong learning culture.
3,000+
skills maintained in skills taxonomy
90+
skill tags
A scalable, self-sustaining internal coaching model (launched July 2025) leveraging in-house expertise for peer-to-peer coaching, with platform-enabled tracking, recognition, and rewards – designed to accelerate skill development and nurture a culture of continuous learning and collaboration.
3,100+
signed up as Skill advisors across 480+ skills (as of Q3 FY26)
3,400+
coaching requests, 4.8/5.0 coaching feedback
We have multiple avenues to drive internal mobility of our talent, which includes an internal digital marketplace for gig work called Accelerate, Bridge programs for movement into specialized streams, StepUp, our internal job platform, and accelerated internal fulfillment to prioritize internal candidates for new job openings. In addition to these, we continue provide career growth through promotions, progressions, and internal rotations.
~60%
open positions filled through internal job postings
37,971
promotions and progressions
35K+
quarterly rotations aligning skills to demand
As a core pillar of the Skill-Based Organization, we strengthened the skills focus in performance management through an integrated model that unifies skill identification, proficiency assessment, and structured quarterly conversations. Quarterly check-ins create space for timely feedback, progress tracking, and expectation alignment, while also fostering deeper engagement.
~75%
average of all employees engage in quarterly check-ins
A holistic framework to measure and build capability across technology, domain, foundational, and social dimensions, enabling skill-powered career conversations, career development, and greater internal mobility through holistic skill readiness.
7,500
employees are covered as part of pilot
The Infosys Leadership Institute (ILI) is deeply committed to develop both individual and collective leadership capabilities that align seamlessly with our organizational strategy and objectives.
The key objective of the ILI is to help Infosys and its leaders to lead effectively in an AI-infused future and to reflect, reframe, and rearchitect the leadership imperatives for realizing this future. To fulfill these imperatives, we focus on four strategic areas viz., succession planning, strengthen leadership bench strength, leadership capability development and inclusive leadership.
Consistently high experience scores, including a 96%+ Net Promoter Score and top-unit internal partner rankings for three consecutive years, reflect the depth, relevance, and impact of ILI's offerings— reinforcing leadership development as a powerful contributor to leader well-being, experience, and long-term value creation for Infosys.
ILI builds future-ready leadership through a comprehensive ecosystem that combines global academic partnerships, AI-led capability building, applied enterprise learning, inclusive leadership development, and leadership effectiveness outcomes. Its programs span senior leaders, high-potential talent, and emerging leadership pipelines, integrating immersive executive education, hands-on enterprise problem solving, and multi-year development journeys. Alongside sustained investment in leadership learning at scale, ILI places a strong emphasis on inclusion through structured, role-based pathways such as IamtheFuture, while consistently delivering high participant experience and external recognition for people leadership. Together, these elements strengthen leadership depth, succession readiness, and long-term organizational performance.
The Ascend Program is a flagship leadership development initiative designed to build a strong, diverse leadership pipeline by investing in high-potential Associate Partners across regions.
Anchored in Infosys Consulting's commitment to employee growth, well-being, and an inclusive experience, Ascend aims to:
The first cohort demonstrated strong success and measurable improvements in leadership effectiveness, strategic thinking, and cross-regional collaboration.
Business projects from Ascend have directly influenced improvements in:
100% of partner promotion candidates are now coming through the ASCEND pipeline.
In FY26, Kaleidoscope Innovation partnered with the University of Cincinnati's Carl H. Lindner College of Business to deliver the Kaleidoscope Executive Leadership Development Program. This collaboration represented a strategic investment in executive capability, directly supporting Kaleidoscope's priorities of strengthening engagement, enhancing leadership effectiveness, and building sustainable bench strength for succession planning.
Participants applied the seven-module framework of the program to Kaleidoscope-specific business scenarios, completed structured development activities, and earned a blockchain-verified Executive Leadership micro-credential through the Lindner College of Business.
Organizational impact
The UC-Kaleidoscope partnership strengthened:
AI is redefining talent management at Infosys by moving beyond simple digitization toward intelligent, insightdriven people systems. Guided by clear AI-first principles, we are thoughtfully integrating AI-assisted and AI-augmented ways of working, while ensuring strong human oversight and accountability.
AI-assisted processes are enabling faster, more consistent, and transparent talent operations, helping streamline routine activities across the employee lifecycle. At the same time, AI-augmented talent management is empowering leaders and managers with deeper visibility into skills, potential, and capability development needs, supporting more informed decisions.
At Infosys, keeping the human in the loop remains central. AI strengthens - not replaces judgment, empathy, and ownership, enriching performance conversations, talent movement, succession planning, and development journeys with timely insights.
By aligning intentional AI adoption with strong governance and elevated human judgment, Infosys is shaping talent systems that are agile, inclusive, scalable - and deeply human at their core.
Historically, the Company followed a predominantly unidimensional career architecture, in which employees progressed along a single hierarchical managerial or leadership track, from entry-level engineering roles through senior executive positions.
To better align with evolving technology and skill requirements, we are introducing a Y-shaped career model, which enables differentiated career progression paths while maintaining internal mobility and role parity.
This model has these features:
Common foundation
Employees begin with a shared foundational career pathway, supported by broad AI enablement and role-based upskilling.
Branching career paths
As employees progress, they may branch into one of two primary pathways:
This structure is designed to recognize and reward diverse contributions without requiring employees to move exclusively into people-management roles to advance their careers.
Within the specialist pathway, the Company is developing a specialist framework that includes advanced engineering and domain-focused practitioners. These roles are intended to support the execution of AI-first services and complex technology programs.
In addition, we are establishing an expert-led organizational construct, characterized by a relatively flat structure and roles such as distinguished engineers and senior technical specialists.
These experts:
This model allows the Company to retain and grow critical expertise while fostering collaboration across delivery and leadership teams.
The Y-shaped career model forms one pillar of Infosys' broader AI transformation strategy, which is built on three key priorities:
The revised Y-shaped career model is intended to:
We believe this approach enhances our ability to attract, develop, and retain talent while maintaining organizational agility in a rapidly changing technology landscape.
We strive to create a world-class physical and digital employee experience by designing consistent best-in-class policies, processes, programs, and systems, focusing on creating 'Experience by Design'.
At Infosys, our workplace transformation is shaped by a clear vision: to create smart, sustainable, and human-centric environments that enable our people to thrive. Guided by our six design principles – productivity, health and wellness, social connect, sustainability, inclusivity, and technology enablement – our campuses are evolving into agile ecosystems that support diverse workstyles, future-ready skills, and a superior employee experience.
Our smart, human-centric workspaces foster productivity and collaboration.
Our smart workspaces seamlessly integrate flexible layouts, technology-enabled collaboration, and enhanced indoor environmental quality to promote well-being, productivity, and engagement. From focused work areas and quiet rooms that enable deep concentration, to reconfigurable zones, scrum spaces, and tech-enabled meeting rooms that support agile execution and hybrid collaboration, our workplaces are designed to adapt to changing business and employee needs. Social and collaboration zones – including work lounges, discussion pods, and the Infy Work Café – strengthen social capital and foster creativity, innovation, and a strong sense of belonging.
Sustainability and responsibility are embedded into our workplace design. Energy-efficient interiors, resource-efficient materials, improved lighting and air quality, and digitally enabled smart systems reduce environmental impact while enhancing comfort and usability. Universal accessibility, inclusive design features, and strong safety and security frameworks ensure our campuses remain welcoming, safe, and equitable for all. Through this people-first, future-focused approach, our smart workplaces advance employee well-being today while reinforcing Infosys' long-term commitment to sustainable growth and responsible operations.
At Infosys, flexibility is thoughtfully designed to enable meaningful work, strong connections, and holistic well-being.
We follow a distributed-hybrid model that supports self-development, collaboration, and business outcomes. To strengthen workplace culture and team cohesion, employees and their teams work from the office for a minimum of 10 days each month.
A small proportion of employees (approximately 10%) work fully remotely, and a similar group (approximately 11%) work entirely from the office. The vast majority of our workforce (79%) operates in a hybrid manner.
We proactively monitor work-hour patterns to identify risks of excessive or unsustainable workloads and nudge employees to pause, recharge, and restore balance.
Managers play a critical role in making flexibility fair and effective. They are regularly reminded and supported with insights to help identify workload imbalances, staffing challenges, or individuals who may need additional support. By ensuring equitable distribution of work, we actively mitigate the risks of stress and burnout and foster healthier, more resilient teams.
At Infosys, Health, Safety and Environment (HSE) is integrated into our ESG framework. The Health, Safety and Environmental Management System (HSEMS) at Infosys termed 'Ozone' is driven by Management commitment, legal requirements, and expectations of our stakeholders.
Ozone has not only enabled us to obtain assurance on the processes instituted through certifications but has also fostered a culture of safety and well-being across the organization as well as environmental stewardship. We ensure adherence to all applicable regulations in all the regions we operate across the globe. The robust HSEMS at Infosys has enabled us achieve certification to ISO 45001:2018 and ISO 14001:2015 standards and across all India locations and Australia offices, including Infosys Limited and its subsidiaries, in line with our HSE strategy. Certification to both these ISO standards currently covers over 85% of Infosys' employees, demonstrating our strong focus on employee safety and well-being. The management system is implemented across locations globally based on applicable legal requirements and internal benchmarks and are a part of our internal audit coverage.
Read moreAt Infosys, we recognize that each employee is unique, and so should their journey be within the organization. In today's digital first world, we are harnessing the power of Artificial Intelligence (AI) to deliver personalized experiences at scale.
In line with this, we are reimagining the employee experience by integrating AI across the entire talent lifecycle – from recruitment to onboarding to performance management and continuous learning. Our approach to AI adoption within the HR function is grounded in a simple belief: technology should make work more human.
Our mobile-first, self-service platform integrates over 200 service touchpoints into a single, intuitive interface.
InfyMe is designed to be seamlessly contextual, aiding networking and collaboration among our employees anytime, anywhere. We continue to enrich our InfyMe app with more services that enable teams to operate, connect, and collaborate easily, particularly in the hybrid work model.
Infosys' wellness philosophy is embodied in HALE (Health Assessment & Lifestyle Enrichment) - a comprehensive, award-winning framework that integrates well-being into the company's culture and operating model.
Co-created with business units, extended teams, wellness specialists, and strategic partners, HALE is anchored on the four pillars of Physical, Emotional, Social, and Digital Well-being, with Safety embedded as a core, non-negotiable component.
This holistic approach ensures that wellness is accessible, inclusive, and relevant across geographies, work models, and diverse workforce needs.
HALE has transformed wellness into a strategic business capability — enhancing resilience, fostering trust, improving engagement, and enabling employees to contribute with energy and purpose.
Read moreInfy Thriving Together fosters psychological safety, early intervention, and stigma-free support.
Empowering employees through technology
Infosys focuses on proactive and preventive health to help employees build long-term resilience.
Building community, belonging, and connection
A culture of protection and responsibility
Infosys leverages its 5C Employee engagement framework - Connect, Collaborate, Celebrate, Care, and Culture to enable strong vertical and horizontal engagement across the organization.
The framework ensures vertical alignment in the units and accounts by connecting employees with leadership vision, business strategy, and clear career pathways, while simultaneously fostering horizontal engagement across Development Centers in India and Geos, with communities, cross-team collaboration, and shared learning.
Infosys enables continuous leadership engagement through a range of connect forums that promote open dialogue on strategy, business outlook, performance, and emerging opportunities, reinforcing transparency and accountability.
Infosys Connect is the Company's annual global sales and leadership conference that brings leaders together to align on strategic priorities through shared learning, purposeful conversations, and insights from senior leadership that support responsible and sustainable growth.
Infosys Connect 2025 was held in Orlando.
The Global Quarterly Townhall is a key employee engagement platform that enables leaders to connect openly with employees, share organizational updates, listen to employee perspectives, address questions, and reinforce a culture of inclusion, trust, and transparency.
Leaders address employee queries at the global quarterly townhalls.
Infosys Confluence is the Company's annual thought-leadership forum that convenes clients, partners, and industry influencers to engage in forward-looking discussions on major business and technology shifts.
Infosys Confluence is held in the Americas, EMEA and APAC.
The development centers are the beating heart of Infosys – the physical manifestation of our culture of excellence.
Various initiatives and programs have been conducted across our DCs to foster and instill our culture among all our employees and to strengthen the core values of the Company.
Talent experience focuses on enhancing the engagement quotient of employees and delivering best-in-class programs. The focus areas for the past year were: Communities and Engagement | Family and Tech | Compliance and Employee Volunteerism | Wellness and Exclusives.
While our Employee Value Proposition defines what we stand for, the Infosys Way of Life (IWOL) defines how we live it every day. It goes beyond what we do to reflect why we exist and who we are as an organization.
For over four decades, our values care, excellence, collaboration, inclusivity, and continuous learning—have shaped a culture anchored in people and purpose. IWOL brings these values to life through everyday behaviors that bind us together and guide how we work, lead, and grow as Infoscions.
Care | C-LIFE | Collaboration | Inclusion | Learning
Conceptualized as a sustainable community ecosystem, InfyTribes spans 12+ countries, with 30K+ members and 120K+ followers. It has become one of the most impactful innovations in the people space, with strong potential to scale further and drive employee satisfaction. InfyTribes has become a glocal initiative and the largest community in the history of Infosys.
InfyTribes brings together Infoscions with similar interests.
INFYusion 2025, Infosys' sports and cultural fest in its second edition, was bigger and better. It brought together the finalists across different segments of sports and culture from across development centers.
1,200+
finalists
30,000+
participants
1.2 mn+
social media impressions
Infosys Pune were crowned champions of INFYusion 2025.
The 2025 edition brought our campuses to life with joy, creativity and connection. A highlight of this year was the empathybuilding, CSR-driven activities that helped our young visitors understand the value of giving back.
Bring Your Kids to Work allows children to experience their parents' workspace for a day.
10,300+
children at 21 campuses
4,190+
children participated in CSR activities
A highlight of Family Matters in the APAC region was the curation of special events for employees and their junior family members. Filled with games, creativity, and fun, these events were thoughtfully designed for employees and their young family members. The activities were met with strong enthusiasm across APAC, bringing colleagues and families together to create joyful and memorable shared experiences.
Ideated to bring in differentiated benefits for our employees, we have benefits like discounts for hospital visits, checkups and pharmacy costs.
Where children of Infoscions are brought together for a day to celebrate the culture of family and unity.
100K+
footfall across 20 campuses
31K+ Petits
33% increase from last year
Petit Infoscion Day saw several activities and live workshops across locations.
Stellar Saturday allows friends and families of Infoscions to visit the campuses and experience the #InfosysWayOfLife for a day.
42,000+
participants across 14 locations
Stellar Saturday opens our campus gates to families of Infoscions.
InfyRun is Infosys' flagship employee running and fitness initiative, designed to promote well-being, community bonding, and an active lifestyle among Infoscions across locations. Organized internally by Infosys at multiple campuses, it encourages employees to participate in structured runs (typically 5K, 10K, and fun runs).
InfyRun promotes bonding among employees, while promoting an active lifestyle.
We believe that timely rewards and recognition lead to a highly satisfied and motivated workforce. Several awards are facilitated for employees through the year and career stages:
Infosys Trivandrum won Best Development Center - Small at the Awards for Excellence held at Infosys Bangalore.
At Infosys, purposeful work begins with a foundation of integrity. We believe that for people to truly find meaning in what they do, they must first feel safe, respected, and valued. Upholding dignity, fairness, and trust in every interaction is not just a responsibility, it is essential to enabling purpose, building belonging and sustaining a culture where every individual can thrive.
Infosys is committed to providing a safe and positive work environment. In keeping with this philosophy, the organization envisages an open-door policy. Employees also have access to several forums where they can highlight matters or concerns faced at the workplace. This is achieved through a well-established and robust grievance resolution mechanism comprising 'resolution hubs.'
Resolution hubs adhere to the principles of natural justice, confidentiality, sensitivity, non-retaliation and fairness while addressing concerns. The concerns are handled with a lot of sensitivity, while delivering timely action and closure. A detailed investigation process ensures fairness for all involved, with an opportunity to present facts and any material evidence.
Core values
HEAR is an independent forum that functions as an employee grievance resolution hub under the Human Resources Department - Employee Relations domain of Infosys Limited (IL). The HEAR office reviews grievances from employees in the organization on various workplace- related aspects that purportedly impede a positive work environment. The HEAR Office adopts a decentralized model with institutionalized presence in business units, geographies as well as at its affiliates, including subsidiaries.
HEAR forum:
HEAR forum at Infosys is the process that investigates any workplace concerns in a neutral and fair manner through layered investigation mechanisms. The HEAR forum mechanism is applicable for group companies. While each subsidiary may follow different models depending upon the scale, the principles and investigation mode will remain same.
The HEAR forum was institutionalized in 2004 based on an employee survey conducted across the organization wherein there was a need for a central body to address and resolve workplace grievances. The process evolved over a period of time.
The HEAR forum acts as an escalation body wherein grievances that are not resolved at the manager / Unit / Geo HR level are acted upon by the forum. Thus, an internal process is followed wherein there are multiple avenues of grievance redressal at the Unit level and across geographies. The forum comprises trained personnel and senior neutral panel members who are equipped to handle these employee concerns.
Complaints can be submitted via the HEAR web application, the InfyMe mobile app, or by writing to HEAR@infosys.com. Operating through a decentralized model, the forum includes appellate mechanisms for grievances that require escalation beyond the initial level of managerial review.
ASHI is Infosys' enterprise wide framework to prevent, prohibit, and redress sexual harassment at the workplace, in line with the organization's values of integrity, respect, and fairness. ASHI is anchored in the Company's commitment to providing a safe, inclusive, and dignified work environment for all employees, contractors, and associates, with zero tolerance towards harassment and strict non retaliation for those who raise concerns.
ASHI goes beyond statutory compliance by adopting a gender neutral, employee centric, and globally consistent approach, ensuring procedural fairness, confidentiality, and adherence to principles of natural justice.
In accordance with the Prevention of Sexual Harassment (POSH) Act, Internal Committees (ICs) have been established across all development centers falling under regulatory jurisdiction. These committees are responsible for redressal of sexual harassment concerns raised by women employees.
ASHI places strong emphasis on prevention and early intervention, recognizing that a safe workplace is built through awareness, leadership accountability, and behavioral reinforcement.
In addition, the Grievance Redressal Body (GRB) comprising external experts, senior internal leaders, and the Investigative Council oversees governance, policy interpretation, and implementation pertaining to prevention of sexual harassment at the workplace.
Employees can report concerns via the ASHI web application, the InfyMe app, or by writing to GRB@infosys.com. All cases follow a formal process aligned with statutory requirements and Company policies.
Infosys extends its commitment to a safe and inclusive workplace to all third party personnel operating on its campuses. Refresher training sessions, delivered in nine Indian vernacular languages, are conducted to reinforce key messages on safety and conduct. Emergency and safety cards with essential contact information are also provided to employees and contracted staff.
The Company has formulated the Whistleblower Policy in line with the mandated regulatory requirements - Sarbanes-Oxley Act (SOX), 2002 & Companies Act, 2013 - which mandates listed companies to establish a 'vigil mechanism' for reporting genuine concerns. The forum is predominantly for the receipt, retention and treatment of complaints regarding matters of probable discrepancies in accounting, internal accounting controls or auditing, and also enables anonymous reporting by employees. While the Whistleblower Policy and the forum is administered and managed by the Office of Integrity and Compliance, complaints (anonymous or otherwise) pertaining to deviations in workplace policies / processes involving employees are reviewed in tandem by the Employee Relations Department.
The Behavior Matters campaign, launched in 2025, emphasizes the importance of fostering a positive work environment for all. Every Infosys employee has a significant role to play in promoting a workplace of dignity and respect. This campaign draws attention to the attributes that contribute to a positive workplace culture while ensuring that every employee feels valued and respected.
Behavior at the workplace matters as it directly impacts the work environment. How our employees speak, respond to situations and conduct themselves is integral to the overall well-being of employees and has a significant impact on teams, culture and the work environment at large. Positive behavior fosters a culture of respect, collaboration, and productivity. When employees feel valued and respected, they are more likely to be engaged, motivated, and committed to their work. By promoting positive behavior via various communication channels, we create a workplace where everyone feels safe, supported, and empowered to do their best.
The Company has established workplace policies that support flexibility, employee well-being, and evolving workforce expectations, while ensuring business continuity and compliance.
Flexible working arrangements, including hybrid work models, remote work options, and flexible working hours, are offered in accordance with applicable laws and regulatory requirements, and subject to operational feasibility.
The Company also enables alternative work arrangements such as part-time roles, reduced working hours, and temporary schedule modifications, on a need basis and in line with local laws and regulatory requirements. These options support employees during life stages involving caregiving, health needs, education, or other requirements.
A comprehensive leave framework is maintained across all locations, aligned with or exceeding statutory requirements. This includes various leaves such as annual leave, sick leave, maternity and paternity leave, adoption leave, bereavement leave, and public holidays.
Caregiving and family support leave are provided where applicable, along with return to work flexibility to promote inclusion, retention, and workforce resilience. We also have Policy on Policies, which details out the steps involved in rolling out each policy, whether statutory or non-statutory in nature. This helps us align and have a standard process in all countries.
The Company is committed to responsible labor practices and maintains a structured labor compliance framework across all countries of operation. This framework is aligned with applicable local labor laws, regulatory requirements, and internationally recognized standards.
We use the Compliance Manager tool (CMT), a centralized framework to track and monitor regulatory requirements across jurisdictions globally. Regulatory compliances are systematically assigned to relevant owners across functions, with defined accountability, enabling coordinated oversight and sustained compliance across departments.
Compliance is supported through standardized HR processes, defined internal controls, and periodic reviews. HR systems are leveraged to monitor working hours and leave administration, enabling continuous oversight and sustained compliance.
Infosys respects the right to freedom of association and collective bargaining in accordance with applicable laws and internationally recognised labour standards. Employees are free to choose whether to join, form, or option of decision from joining labour unions, without fear of discrimination, intimidation, or retaliation.
Where legally established, Infosys recognises independent trade unions, Works Councils (WCs), and Collective Bargaining Agreements (CBAs), and engages with employee representatives in good faith, in line with local regulatory frameworks. Participation in such arrangements is voluntary.
Our Human Rights Policy and Code of Conduct reinforce these principles across Infosys operations and the supply chain, ensuring consistent adherence to freedom of association and collective bargaining rights.
Employee engagement is facilitated through structured internal forums, including town halls, all-hands meetings, business unit engagement sessions, employee engagement surveys, Employee Resource Groups (ERGs), multiple channels of Resolution hubs and workplace committees.
These mechanisms enable employees to raise concerns and share feedback related to workplace conditions, well-being, and organisational practices.
Infosys ensures disclosures where it is necessary and mandatory as per local laws and practices. In certain geographies where Infosys operates, local regulations do not mandate disclosure of information relating to union participation.
Infosys is committed to fair, ethical, lawful and responsible labour practices across its operations, including employees, contract workers, partners, and the supply chain.
Labour practices are guided by local laws, recognised standards, supported by internal policies, codes of conduct, and a robust governance framework.
Our approach focuses on maintaining a safe, inclusive, positive work environment and respectful workplace, promoting equal opportunity, and ensuring compliance and transparency across all employment practices.
Living wages
Infosys ensures that wages paid to employees meet or exceed statutory minimum wage requirements, in compliance with applicable labour laws across all operating geographies.
Living wage benchmarking
Periodic living wage assessments are conducted to evaluate compensation against regional cost-of-living benchmarks. These assessments consider essential needs such as food, housing, and clothing, while maintaining market competitiveness.
Working hours and overtime
Infosys follows a flexible working hours policy for meeting business needs and employee well-being. Infosys follows an overtime policy in locations based on a local laws and practices. Employees working beyond standard hours for project-specific requirements, including weekends or holidays, are compensated in accordance with applicable regulations and internal guidelines. Working hours are monitored to prevent excessive workloads and to support employee well-being.
Compliance with work hour regulations
Infosys complies with local regulations relating to maximum working hours and promotes practices that support work-life balance and employee well-being. Employees and managers are notified proactively in case of any observations on work hours in certain geographies.
Equal remuneration
Infosys is an equal opportunity employer and is committed to the principle of equal pay for equal work, irrespective of gender. Compensation structures are periodically reviewed through industry benchmarking to ensure fairness, equity, and consistency.
Gender pay indicators
Infosys provides competitive compensation across permanent and non-permanent workforce categories and continues to work towards gender pay parity. Pay parity is monitored across Job levels, roles, experience, tenure, and locations as part of remuneration governance.
Infosys is an equal opportunity employer committed to equal pay for equal work.
Infosys maintains a zero-tolerance approach to child labour, forced labour, compulsory labour, and modern slavery across its operations and value chain.
Our practices are aligned with the Commonwealth Modern Slavery Act (2018), the Universal Declaration of Human Rights, and International Labour Organization (ILO) conventions.
The Anti-Human Trafficking Policy and Supplier Code of Conduct require adherence to applicable local and international labour laws. Supplier due diligence, risk assessments, and audits are conducted to identify and mitigate labour-related risks. Awareness programs and compliance training reinforce responsible labour practices for employees and business partners.
Infosys is committed to respecting the rights, dignity, and cultural heritage of indigenous peoples.
Infosys engages with local communities where relevant to promote inclusion, collaboration, and sustainable development, while respecting cultural traditions and community rights.
As a signatory to the United Nations Global Compact, Infosys Limited supports the protection and elevation of human rights in accordance with the United Nations Universal Declaration of Human Rights, United Nations Guiding Principles on Business and Human Rights and the International Labor Organization's Declaration on Fundamental Principles and Rights at Work.
We are signatories to the UN Women's Empowerment Principles and the UN Standards of Conduct for Business in tackling discrimination against Lesbian, Gay, Bi, Trans and Intersex people.
A fundamental tenet of the Infosys Code of Conduct and Ethics is 'Respecting Each Other.' This articulates our commitment to provide an equal opportunity workplace free of discrimination or harassment. Our Human Rights Statement provides a broad framework to ensure that all employees are treated with respect and dignity and that a common set of principles apply to our business practices to ensure that we do not condone human rights violations or abuses.
Further details are available in the Infosys Code of Conduct.
Human rights assessments are considered as a moral foundation of how we operate. We hold ourselves accountable to the highest standards of dignity, fairness, and ethical conduct across every relationship, and operation, across our business and supply chains.
Infosys has structured Human Rights assessments institutionalized across its operations and supply chain to systematically identify, evaluate, and mitigate potential human rights risks across the business value chain. Robust controls are embedded and continuously monitored at key stages of the business lifecycle to uphold responsible business conduct and ensure alignment with applicable human rights principles.
The scope of the assessments includes, but is not limited to, key human rights areas such as prevention of child labour, prohibition of forced or involuntary labour, prevention of sexual harassment, non-discrimination at the workplace, fair wages and working conditions, and the effective functioning of grievance mechanisms. Internal Human Rights assessments are carried out on a periodic basis at the corporate level and across relevant delivery centres, calibrated to operational applicability and significance, to provide management with consistent oversight and assurance of the effectiveness of established controls and practices.
Well-defined checks and balances are in place to identify and manage risks arising from the dynamic business environment through the coordinated involvement of multiple stakeholder functions, including Enterprise Risk Management (ERM), Procurement, Human Resources (including Talent Acquisition), and the Office of Integrity and Compliance. These mechanisms are further reinforced through sample-based audits and assessments covering Infosys operations and the supply chain, conducted by the Corporate Certifications, Audits and Assessments Team (CCAT), delivering independent oversight and assurance.
Supplier assessments are carried out using the internal Supplier Assessment Framework, an indigenously developed and comprehensive framework covering statutory and regulatory compliance, social accountability, policies and processes, contractual obligations, and adherence to the Supplier Code of Conduct for different segmentation of suppliers - people, products and services. These supplier assessments are aimed at strengthening Human Rights compliance across the supply chain and enhancing overall ESG maturity. The assessments are over and above the third-party screening and risk assessments conducted through third-party platforms, where applicable.
Gaps and improvement areas identified through internal and supplier assessments are formally communicated to key stakeholder functions and Committees. This enables timely corrective actions, remediation, and continuous improvement across operations and the supply chain.
External assurance is further strengthened through independent third-party audits conducted by select client engagements, as well as through ISO 45001 external certification audits covering occupational health, safety, and employee well-being.
This multi-layered assessment and assurance approach reinforces the Company's commitment to respecting human rights and advancing responsible and sustainable supply chain practices
Read more.In addition to the above, Infosys is committed to the elimination of modern slavery and to upholding internationally recognized Human Rights standards across its operations. Relevant aspects of modern slavery and Human Rights risks are considered as part of the Company's assessment processes.
The Company's Human Rights practices are aligned with the UN Guiding Principles on Business and Human Rights, the principles of the Universal Declaration of Human Rights (UDHR), and globally recognized frameworks such as ISO 26000 on Social Responsibility and SA8000 related to labor and human rights practices. These policies and practices are periodically reviewed to ensure continued relevance and effectiveness.
| Improvement opportunities identified through Human Rights assessments | Mitigation and corrective actions |
|---|---|
| Review the continued suitability of the Human Rights Policy in the context of evolving business operations and stakeholder expectations | Periodic review and update of the Human Rights Policy to ensure alignment with current business context, regulatory expectations, and stakeholder requirements |
| Identify opportunities to enhance physical accessibility across select campus locations | Periodic reviews of campus infrastructure are undertaken to improve accessibility and inclusivity, with enhancement initiatives being implemented where required |
| Improve awareness of ESG and Human Rights among supply chain partners | Supplier awareness and capability-building initiatives implemented through structured enablement modules hosted on Wingspan, Infosys supplier learning platform |
To drive effective remediation of gaps identified through external assessments, an independent third-party specialist has been engaged to partner with suppliers in prioritizing and resolving identified improvement areas.
Listening to our employees is central to strengthening engagement, trust and performance at Infosys. We believe that feedback must be continuous, real-time and actionable to enable timely course correction and meaningful improvement.
To enhance our ability to interpret and act on employee insights at scale, we are increasingly leveraging AI-driven analytics.
The Pulse survey, our primary listening mechanism, enables the ongoing and anonymous collection of employee feedback across key organizational themes such as work environment, learning opportunities and career development. This tool collects ongoing and real-time feedback from employees anonymously on key organization-wide themes that shape their experience, including work learning and careers through a micro survey every quarter. This is complemented by feedback captured at critical moments in the employee lifecycle, including onboarding, job rotations and performance reviews. This approach provides a comprehensive view of employee experiences and in turn, have strengthened our sensing architecture to obtain richer insights.
To deepen insight and responsiveness, we are introducing AI-enabled text and sentiment analysis to categorize feedback into key themes and identify emerging patterns and trends. Managers are provided access to real-time, customized dashboards featuring advanced analytics, including heatmaps and trend analysis, enabling them to prioritize focus areas and take targeted, timely actions that enhance employee experience and organizational effectiveness.
The Pulse survey uses the methodology of determining employee satisfaction by considering 'agree' and 'strongly agree' responses against total responses received. The data collected over the four quarters along with the feedback collected at critical moments cumulatively helped us arrive at the total employee satisfaction score.
Infosys' Talent Acquisition (TA) function plays a strategic role in shaping a future-ready workforce by combining scale, technology, and a strong talent philosophy.
TA focuses on hiring individuals with strong learning agility, digital competencies, and the ability to thrive in a rapidly evolving technology landscape. The function anchors campus, lateral, niche, and inclusive hiring through standardized, high-quality processes supported by assessments, AI-enabled platforms, and continuous candidate engagement.
Its mandate goes beyond filling roles — TA aims to strengthen the organization's long-term capability pipeline while ensuring fairness, consistency, and a positive candidate experience.
Infosys partners with multiple government bodies and state universities to run diversity-focused hiring and outreach drives across interior cities, expanding access to opportunities for students from underrepresented regions.
Infosys integrates strong Environmental, Social, and Governance (ESG) principles into its hiring practices, reflecting its commitment to building a responsible and inclusive workforce. A core priority is the organization-wide diversity goal of 40% representation, supported by intentional efforts to broaden participation across teams and leadership pipelines.
The Company also drives inclusive hiring for Persons with Disabilities (PwD) by ensuring accessible assessments, workplace accommodations, and structured enablement programs that create pathways for long-term career growth.
In addition, EWS (Economically Weaker Sections) hiring remains a critical component of Infosys' social equity efforts, enabling candidates from underserved socioeconomic backgrounds to access high-quality training, careers, and advancement opportunities.
Our Talent Acquisition strategy is centered on building a long-term, future-ready talent pool through transparent and skill-based engagement across campuses. Its flagship engineering program, HackWithInfy, identifies high-potential coders through multi-round challenges that test advanced problem-solving and technical capability at scale.
For management talent, Infosys engages MBA graduates through programs such as Ingenious, a case-based competition that nurtures strategic thinking, innovation, and business problem-solving. Together, these programs democratize access to career opportunities while strengthening early-career capability pipelines. This approach reinforces Infosys' broader ESG commitment to responsible hiring, sustained skill development, and long-term workforce readiness.
Transition assistance
We provide employees opportunities to upgrade their skills as part of transition assistance to facilitate their continued employability and the management of career endings resulting from termination of employment.
The Employee Career Support program
Retirement Planning spans a portfolio of services including consultations from retirement specialists, strategic financial planning, retirement focused roadmap and resources, careers workshops, and access to networking groups dedicated to retirement options.
