How long can someone be on the bench in Capgemini? What is Capgemini’s bench policy for the employees? Also, is the time period different for freshers?
According to Capgemini bench policy, employees can stay on bench for a maximum period of three months. During this time, employees are required to explore new projects as well as improve their skills through various means. The Resource Management Group (RMG) helps in the process of looking for appropriate projects, and employees are also advised to do internal networking for assignments.
Regarding freshers, the bench period may be a bit consistent. They are often kept on the bench at first so that they can get accustomed to the technologies and processes of the organisation. This is essentially a training period enabling the freshers to understand the basic things before they are put on the projects. Employees must utilise the bench period effectively by engaging in training programs and enhancing their skill sets.
After graduating, I joined Capgemini as a software engineer, excited to begin my career. However, shortly after onboarding, I was placed on the bench—a common experience in IT companies. I first valued the time to become more skilled, but as the weeks turned into months, anxiety set in. I started questioning my future at the company and wondered about the Capgemini Bench policy and how long I could stay there before my role was at risk.
According to my experience, Capgemini’s bench policy allows employees to remain on the bench for about 60-90 days, depending on their role and business needs. Freshers like me can face longer bench periods if projects are limited, though the company does provide opportunities for learning and development during this time. The bench period isn’t fixed for all employees, and it can vary based on experience and project availability. Despite the downtime, I felt that extended bench time added anxiety about my career growth.
The maximum time an employee can stay on bench at Capgemini is 3 months. If the employee is not assigned to any project in this timeframe, they would be asked to resign or laid off. The Capgemini bench policy states that the probationers would get a bench period of one month. For permanent employees, the bench time would be of two months. When it comes to freshers, the bench time would be longer. When the employee is about to complete the bench period, HR will schedule a meeting and ask the employee to resign. The employee will also be asked to serve a notice period of either one month or two months, given their severance pay.
When one of my friends joined Capgemini as a fresher, he was passionate about starting his first career. However, he was placed on the bench for over a month. During this period, he learned about Capgemini bench policy and the company's approach to managing employees without active assignments. At first, he enjoyed the time to enhance his skills, but gradually, his motivation started to suffer from doubt.
Based on his experience, Capgemini’s bench policy allows employees to stay on the bench for up to 90 days, though this can vary depending on the role and project availability. For freshers, the bench period tends to be more flexible, as the company often encourages them to engage in training and efforts to improve. He appreciated this focus on learning but felt that the lack of clarity regarding future projects added pressure during the expanded bench duration.
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