TCS HR “Worst of All”: Allegations of On-the-Spot Firings Using a “Fluidity List”

In recent weeks, strong allegations have emerged from several Reddit threads accusing Tata Consultancy Services (TCS), one of India’s largest IT services firms, of abruptly terminating employees—sometimes forcing resignations without notice—based on an internal so-called “fluidity list.” These posts, coming from current and former employees, paint a picture of HR practices that critics label as harsh, opaque, and potentially in violation of labour norms.

In this article, we examine what has been claimed, what the evidence seems to be (so far), possible implications under Indian labour law, the TCS management viewpoint (where available), and what this means for the larger IT industry and workforce. We also explore what employees can do, and what greater transparency might look like.

What Are the Claims?

Several Reddit users have posted accusations of TCS using something called a “fluidity list” to determine which employees should be let go immediately, or coerced into resigning, often without any notice period or severance. Key claims include:

An anonymous user claims a colleague in Chennai, Siruseri was called into a meeting, told his name was on the fluidity list, and coerced into submitting a resignation on the spot, with all company assets taken, badge deactivated, etc.
Multiple posts state that this is not isolated—“happening everywhere,” per the Redditors.
One post describes a manager with 14 years of experience being let go without severance, immediate termination citing “non-billable resource.”
Freshers or trainees on the bench (without client projects) are allegedly being dismissed after 1-2 months, sometimes asked to resign quickly.
Some posts suggest that HR gives employees a forced choice: resign, or be terminated. Often resignation is coerced by way of threat or lack of options.
Another claim: many associates are denied standard notice period, severance pay, or basic exit benefits. There are allegations of informal retrenchment and unfair labour practices.

What Is a “Fluidity List”?

The term “fluidity list” appears repeatedly in the complaints. Based on Reddit posts, the description is roughly:

An internal list maintained by TCS HR (or delivery/RMG teams) that identifies employees who are not currently deployed in client-projects or are “bench” (i.e. not billable).
Also includes employees who are considered under-performing, or whose skill sets are deemed mismatched with available projects.
Officially, such lists are sometimes used for redeployment: to find new projects for these employees. But posts allege misuse: that once someone is on this list, it may become a de facto marker for termination.

Specific Incidents Highlighted

Here are a few of the more detailed stories:

Chennai (Siruseri) Coerced Resignation
A TCS employee was reportedly summoned to a meeting room, shown that his name was on the fluidity list, and then forced to write a resignation letter without being allowed to serve any notice. His company assets and badge were taken away immediately.
14-Year Veteran Manager
This person was terminated citing poor performance / inability to deliver, but the Reddit post says the real cause was that his work was not generating billing (non-billable resource). He reportedly received no severance, and was asked to leave immediately.
Freshers & Trainees Being Let Go
Several posts mention that freshers who were not deployed after a short bench period (1–2 months, maybe even less) are being given the “resign or terminate” ultimatum. In some cases HR allegedly does not allow them to leave the room, and emotions are high—tears, etc.
Senior Associate, 24 Years of Service
One Redditor claims someone with 24 years’ tenure was removed from project allocation, forced to the bench, then given a very short time to resign, even though their name still appears on TCS’s official website. After internal escalation, HR reportedly called again to withdraw the resignation, but the person refused due to “self-dignity.”

What Has TCS or Other Parties Said?

So far, there is no publicly available, formal response from TCS confirming or acknowledging all these specific allegations (as per the Reddit posts). Some media outlets have picked up the Reddit claims, summarising or re-reporting them.

No official statement has been located that:

Clarifies what exactly “fluidity list” means inside TCS HR policy.
Confirms that forced resignations without notice or severance are official policy.
Explains how the notice period / severance norms are handled for people on bench or flagged via any such internal list.

That said, there are some observations:

Several Redditors mention the company policy (bench period allowed before deployment) being tightened. For example, bench period permissible without project is reduced to ~35 days in some cases.
Posts indicate many affected employees feel powerless, caught between HR’s demands and the fear of being labelled terminated rather than having an option to resign, which has implications on their future employability.

Labour Law & Legal Considerations in India

These allegations raise serious questions under Indian labour law. Some of the possible legal issues:

Industrial Disputes Act (IDA), 1947
Mass layoffs or retrenchments may require compliance with provisions of the IDA depending on number of employees and size of retrenchment. Some Reddit posts mention unions (KITU, CITU) claiming TCS is violating IDA norms by forcing resignations without due process.
Notice Period Requirements & Severance
Standard employment contracts and many employment policies in India require that if an employer terminates an employee (except under very specific misconduct cases), notice must be given or pay in lieu of notice. If TCS is forcing people to resign “on the spot” without notice, and without severance, that could be illegal or at least arguable in a labour court or via other channels.
Forced Resignation vs Termination
If resignation is coerced (i.e. employee feels they have no real choice), law may treat it as termination. Employees forced to resign under duress may be able to claim that it is not voluntary. The distinction matters for benefits, future employability, and legal recourse.
Unfair Labour Practices
Use of manipulated performance metrics, or mislabeling “non-billable” vs “billable” to justify terminations of people who may have been performing but simply lacked project allocation, may raise issues regarding fairness. Also, claims of prevented deployment can be relevant.
Contractual Obligations
If the employment contract or internal policies promise certain notice periods, severance, or protections, then deviating from them may breach contract. Also, companies may have internal policies about bench periods, appraisals, etc., which can be cited by employees.

The Human / Ethical Angle

Beyond legalities, the moral and human cost is being heavily criticized in these Reddit threads. Points raised by employees include:

The emotional trauma: being summoned suddenly, asked to resign in minutes, stripped of identity (badge), personal assets, without time to make arrangements.
Loss of financial security: especially for those with seniority, those who depend on salary, or have families. No severance or notice means sudden loss of income.
Impact on reputation and employability: being terminated (versus resigned) can affect future job prospects. Some employees feel pressured to resign to avoid stigma.
Lack of transparency: many claim they were not given clear reasons for being on fluidity lists, or avenues to contest or improve.
Imbalance in power: employees claim that HR/management decisions are opaque, with little opportunity for pushback.

Potential Explanations / Context

It helps to consider the business and industry pressures that may underlie these practices. Some of these might provide context (not justification), but are worth noting:

Client billing pressure: In service-based IT firms, resources that are non-billable are expensive, so there is pressure to keep bench times minimal. Employers often aim for high utilization (percentage of time people are on billable work).
Cost optimization: With macroeconomic slowdowns, rising costs, and competition (including automation / AI), companies may be under pressure to reduce overhead. Employees not deployed or those whose skills are seen as less relevant may be targets.
Bench policy adjustments: If the policy for bench (how long someone can be without project) is tightened, then more employees may frequently find themselves “on the bench,” which increases risk of HR intervention.
Changing talent skills requirement: If certain tech skills become obsolete or less in demand, workers who do not up-skill may be more vulnerable under internal assessments.
Corporate culture / performance metrics: How performance is assessed, whether non-billable time is penalized, whether internal politics influence who stays vs leaves, can all play a role.

Risks & Repercussions for TCS

If the allegations are accurate (and some seem consistent across multiple posts), TCS may face several risks:

Legal challenges: Employees or unions may take up cases under Industrial Disputes Act, or through courts for wrongful termination, non-payment of benefits, etc.
Reputation damage: TCS has long held a strong brand in India and globally. Reputational harm could affect its ability to attract talent, client trust, and public perception. Media coverage can amplify the claims.
Employee morale & retention: Even employees not directly affected may feel insecure, lowering motivation, loyalty, increasing attrition or flight risk (people wanting less unstable jobs).
Operational risk: Loss of experienced staff, or creating fear effects, could reduce productivity, impact project quality, inject risk in delivery.
Regulatory scrutiny: Labour departments or unions may investigate. Possible regulatory penalties if found violating labour laws.

What Should Employees Do / What Should Be Demanded

For people working in or considering TCS or similar firms, as well as those affected, here are possible actions and demands:

Document everything: Emails, meeting details, any assignment records, HR communications; especially anything regarding being placed on bench, feedback given, performance ratings.
Seek clarity from HR: Ask for written policy explaining bench duration allowed, criteria for being on fluidity lists, criteria for termination vs severance, etc.
Check contract and offer letters: Notice period clauses, indemnity, compensation, severance, terms of termination/resignation.
Legal advice: For those believing that their termination was unfair or involuntary, consulting a labour lawyer or legal aid might help.
Unions / Employee groups: If possible, collective representation may be more effective in raising concerns.
Publicity / media: When legal or internal handles are insufficient, raising issue ethically via media or platforms may exert pressure.
Upskilling and adaptability: Given that skill mismatches are cited as reasons, staying current can reduce risk of being considered non-billable or redundant.

Wider Implications for the IT Sector

TCS is not the only company under pressure from cost, automation, and changing project dynamics. If practices like these become more common, this could signal broader shifts:

Less job security, especially for mid-level and senior non-billable employees.
Bench policies being tightened everywhere.
Resource allocation practices becoming more aggressive.
Employee trust in large MNCs could erode.

This could push employees to want more robust labour protections, transparency in HR practices, or more flexible / gig-type arrangements. Governments and regulators may also come under pressure to update labour laws to reflect modern tech workforce realities.

What Needs to Be Verified / Investigated Further

Because many of the claims are anecdotal, and Reddit posts are inherently partial, these areas would benefit from further verification:

How many employees overall have been affected? Numbers: headcount of dismissals, bench clearances, resignations forced.
Are there internal policies that define “fluidity list”? If so, what is permitted in them?
What is TCS’s standard process for performance improvement plans, reallocation to project, notice periods, severance for termination?
Whether forced resignation is de facto termination (legal definitions).
Whether impacted employees are receiving benefits or severance as per their contracts or under law.
Any differences by location, seniority, billability, etc.

Conclusion

The allegations being raised on Reddit regarding TCS HR and the usage of “fluidity lists” are deeply concerning. If even some parts are true, they suggest a system where employees can be abruptly and without due process stripped of their jobs, all under internal policies that are either opaque or being misused. For TCS, this is a moment to respond transparently: clarify policy, ensure fairness, support those impacted, and perhaps review whether internal practices align with both their stated values and legal obligations.

For the broader IT workforce and industry, it may be a wake‐up call. The balance between business efficiency and employee rights is delicate; when this balance tips, the fallout can extend far beyond immediate costs—it can erode trust, reputation, and motivation.

If you are a current or former employee affected by this, know that you are not alone; collective voice, legal guidance, and documentation may help bring clarity and justice.

Possible Objections / Counterpoints

TCS might argue that being on bench or being non‐billable for long periods incurs cost, and companies need to manage resources proactively.
Some employees may have under-performed or lacked required upskilling.
The policies may exist but their enforcement could be ad hoc; i.e. HR might claim that termination without notice only happens in rare cases.
Ambiguities may exist in how employees understand policies: for example, “bench” timelines, what constitutes “non-billable,” etc.

These counterpoints do not negate the need for clearer, fairer practices.

What Could Be the Way Forward

Public statement from TCS clarifying what “fluidity list” means in their internal processes.
Internal review of all recent terminations / forced resignations to ensure legal compliance.
Better notice / severance policies, especially for long-tenured staff.
Transparent criteria and feedback mechanisms: employees should know why they are being placed on such internal lists and be given chance to improve or redeploy.
Stronger regulatory oversight and possibly updates to labour law to better protect employees in tech / service companies where benching and billing dynamics play a large role.

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