Infosys Shocker: 195 Trainee Dismissals Reveal Brutal Truth About IT Jobs in 2025

Indian IT giant Infosys terminated 195 trainees at its Mysuru campus after repeated assessment failures, marking the fourth such dismissal since February 2025, with nearly 800 trainees let go overall. The company linked the move to stringent performance benchmarks, citing alignment with client demands amid a sluggish market, projecting just 0–3% revenue growth this fiscal year. While critics question the ethics of mass exits, Karnataka’s labour department clarified that apprentices—unlike employees—aren’t protected under layoff laws, shielding Infosys legally. To soften the blow, the firm partnered with UpGrad and NIIT to offer free upskilling in BPM and IT roles, with 250 trainees enrolling, while 150 opted for job transition support.

Departing trainees receive stipends, extended accommodation, or travel allowances, reflecting a balance between corporate rigor and transitional empathy. The episode underscores a sector-wide shift: as automation and AI redefine roles, firms prioritize agility, leaving aspirants to weigh resilience and skill adaptability against evolving industry standards. For Infosys, it’s a tightrope walk—maintaining global competitiveness while navigating the human cost of market realities. 

Infosys Shocker: 195 Trainee Dismissals Reveal Brutal Truth About IT Jobs in 2025

In a move highlighting the tightening standards of India’s IT sector, Infosys recently terminated 195 trainees at its Mysuru campus for failing internal assessments. This marks the fourth wave of dismissals since February 2025, with nearly 800 trainees let go overall. While the decision underscores the company’s commitment to performance benchmarks, it also raises questions about balancing workforce readiness with corporate responsibility in a sluggish market.  

The Backstory: Performance Over Participation 

The latest batch of 680 trainees saw 28% (195 individuals) dismissed after repeated assessment failures. Infosys clarified that its policy prohibits trainees from continuing if they underperform, emphasizing skill alignment with client demands. The Karnataka Labour Department later validated the decision, noting that trainees were classified as apprentices—not full-time employees—exempting the company from formal layoff protocols.  

Bridging the Gap: Upskilling and Transition Support 

Rather than leaving dismissed trainees stranded, Infosys collaborated with ed-tech platforms UpGrad and NIIT to offer tailored upskilling programs:  

• 250 trainees enrolled in courses focusing on Business Process Management (BPM) and IT skills.  

• 150 others opted for outplacement services to ease their transition to new roles. 

Notably, the company is funding a 12-week BPM training program for delayed joinees (those who started after a 2.5-year gap), alongside a one-time stipend and extended accommodation at its Mysuru facility. For those declining BPM roles, Infosys is covering relocation costs to Bengaluru or hometowns, signaling an effort to soften the blow.  

Market Pressures: Why Infosys Is Raising the Bar 

The dismissals coincide with Infosys’s muted revenue growth forecast of 0–3% for FY2025, reflecting broader industry headwinds like reduced tech spending and project delays in key markets (e.g., North America and Europe). With clients demanding higher expertise, IT giants can no longer afford to carry underprepared talent. This reality has turned internal assessments into critical filters for workforce readiness.  

The Apprentice vs. Employee Debate 

The Labour Department’s ruling highlights a legal nuance: apprenticeships in India fall under the Apprentices Act, 1961, which prioritizes skill development over employment guarantees. Unlike permanent staff, apprentices lack protections against termination, allowing firms like Infosys to enforce performance-based exits without legal repercussions. Critics argue this system risks exploitation, while proponents insist it maintains industry competitiveness.  

Industry Implications: A Wake-Up Call for Aspiring IT Professionals 

Infosys’s actions reflect a sector-wide shift toward meritocracy and adaptability. For fresh graduates, the message is clear: technical proficiency and continuous learning are non-negotiable. The rise of upskilling partnerships also underscores how companies are redefining corporate responsibility—equipping talent for alternative pathways rather than outright abandonment.  

The Bigger Picture: Survival in the AI Era 

As automation and AI reshape IT roles, firms face pressure to future-proof their workforce. Rigorous assessments and targeted training ensure that only those who adapt thrive. For Infosys, this strategy balances immediate client needs with long-term sustainability, even as it navigates ethical questions about mass trainee dismissals.  

Conclusion: Navigating Merit and Empathy in Tech 

Infosys’s approach—a blend of strict performance benchmarks and transitional support—mirrors the IT sector’s evolving ethos. While the dismissals may seem harsh, they highlight an industry prioritizing agility in uncertain times. For trainees, the episode is a stark reminder of the importance of resilience and lifelong learning in an era where skills, not tenure, dictate careers.  

As the IT landscape evolves, the line between corporate accountability and individual responsibility will continue to blur, making stories like Infosys’s a critical case study for both employers and aspiring tech professionals.