No Chance Given’: Fired Infosys Employees Speak Out

speedy Summary

• Infosys Layoffs: Fresh graduates hired by Infosys faced delayed onboarding, abrupt terminations, and alleged manipulation of assessment results during their training period.
• Assessments Postponed: Trainees experienced repeated delay of evaluation schedules. Originally set for February 14, assessments were rescheduled multiple times before being postponed indefinitely.
• Low Pass Rate Claims: Allegations surfaced that Infosys deliberately maintained low pass rates in evaluations to facilitate mass layoffs. Reports suggest an artificial failure rate across three rounds of testing.
• Termination Practices: Terminated employees were escorted in groups under strict supervision, denied external interaction, and pressured to sign mutual separation agreements with nominal compensation (Rs 21,000).
• Trainee Grievances: Complaints included denial of third attempts despite medical emergencies, deductions from final compensation for campus rent fees, and financial burdens from sudden travel costs post-dismissal.
• Infosys’ statement: The company underlined its commitment to evaluation policies outlined during trainee induction. It defended the quality of its globally recognized training program while offering severance pay and counseling assistance for affected individuals.

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Indian Opinion Analysis

The reported layoffs at Infosys highlight critical issues surrounding corporate openness in recruitment processes and employee welfare within India’s IT sector-a flagship industry often seen as a beacon for global talent acquisition. Delayed onboarding combined with extensive evaluations pose challenges for fresh graduates transitioning into professional careers while raising doubts about employment security when companies face operational adjustments.From a broader perspective, the episode underscores the importance of clear communication between employers and trainees regarding workplace expectations. While Infosys defends its practices citing structured guidelines shared proactively during induction phases, concerns over perceived opacity in termination methods-such as alleged manipulation of assessment benchmarks-may hurt organizational trust among future employment pools.

A fair resolution could include better streamlined hiring procedures with defined outcomes after assessments so potential candidates can make informed commitments without prolonged uncertainty. Bridging gaps between corporate imperatives and fairness may improve long-term workforce morale amid evolving dynamics across India’s competitive IT habitat.

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