Discover all you need to know about Infosys salary hikes in 2025 including the latest raise updates, revised salary bands, impact on freshers, mid-level roles, and leadership teams, with official insights and expert analysis.
Introduction
Infosys, one of India’s largest and most influential IT companies, plays a crucial role in shaping compensation trends across the technology sector. With a massive workforce of over 330,000 employees globally, its approach to salary hikes not only affects internal morale but also sets a precedent in the industry.
Salary hikes at Infosys are more than just routine adjustments—they are closely watched by employees, job seekers, analysts, and competitors alike. Especially in 2025, amidst global economic recovery and digital transformation demands, expectations around Infosys salary hikes are running high.
This article provides a comprehensive view of Infosys’ salary hike patterns, policies, eligibility, and what current and future employees can realistically expect. We'll also compare Infosys with peers like TCS, Wipro, and HCL, along with insights into employee sentiments and corporate strategies affecting compensation.
Recent Developments in Infosys Salary Hikes (2024–2025)
Deferred Hikes in 2023 and Expectations for 2025
Infosys made headlines in 2023 when it deferred its annual salary hikes, a decision that sparked concern and speculation among employees and industry watchers. The management cited macroeconomic conditions, margin pressures, and a focus on cost optimization as primary reasons. Although not unprecedented, this move was seen as significant, considering Infosys had consistently awarded annual hikes for over a decade prior.
As of early 2025, Infosys has not yet formally announced the next round of salary revisions. However, market analysts and insiders expect a moderate but timely hike cycle this year. According to reports from The Economic Times, the company is likely to return to a regular salary hike schedule, with hikes expected between 8% and 10% for high-performing employees, especially those in billable roles.
While no official statement has been made public, employee discussions on professional platforms suggest that internal communications have hinted at a revised compensation structure coming by Q2 2025. This aligns with Infosys’ quarterly performance showing signs of recovery and renewed client demand in key sectors such as BFSI (Banking, Financial Services, and Insurance) and retail.
Infosys Salary Hike Policy – How It Works
Performance-Based Increments
Infosys follows a performance-driven compensation model. Salary hikes are primarily based on individual performance ratings, business unit results, and company-wide profitability. Each employee is evaluated through a structured performance management system where they are rated on a scale that includes business impact, client feedback, learning initiatives, and team collaboration.
Employees are typically categorized under different CRR (Consolidated Relative Rating) bands:
- Top performers (CRR 1 and 2) are usually rewarded with higher increments.
- Average performers (CRR 3) receive standard hikes.
- Low performers (CRR 4 or below) may receive minimal or no hike.
Infosys emphasizes meritocracy in its reward system. This means high performers consistently receive better hikes and promotion opportunities, while underperformers are placed under performance improvement programs (PIPs) or other corrective measures.
Annual and Mid-Year Revision Cycles
Infosys conducts annual salary reviews during the April–June period. In specific cases, especially for niche skill roles or high-demand projects, mid-year revisions may also be considered. These are usually selective and based on the strategic need to retain key talent.
In recent years, Infosys has also introduced role-based compensation reviews, where employees in high-value roles like AI, cloud computing, and cybersecurity receive additional pay revisions beyond the general cycle.
Salary Hike Trends at Infosys – Year-wise Comparison (2019–2025)
To understand the trajectory of Infosys salary hikes, here’s a year-wise breakdown of average hikes across employee levels:
| Year | Average Hike % | Freshers | Mid-Level | Senior-Level | Notes |
|---|---|---|---|---|---|
| 2019 | 6–8% | Yes | Yes | Yes | Regular revision cycle |
| 2020 | Deferred | No | No | No | Due to COVID-19 |
| 2021 | 6–10% | Yes | Yes | Yes | Post-COVID recovery phase |
| 2022 | 9–12% | Yes | Yes | Yes | High attrition response |
| 2023 | Skipped | No | No | No | Margin optimization strategy |
| 2025* | 8–10% (Expected) | Yes | Yes | Yes | Based on internal communications |
*Note: 2025 hike data is based on current expectations and may change based on Q1 and Q2 earnings.
This trend shows a clear correlation between the company’s financial health and compensation strategy. In years of strong revenue growth, Infosys tends to offer generous hikes, whereas in uncertain conditions, it opts for restraint to protect margins.
Comparison with Competitors: TCS, Wipro, HCL, Accenture
Infosys operates in a highly competitive ecosystem. Salary hikes are not just about internal alignment but also about staying competitive in retaining and attracting top talent.
Infosys vs Other IT Majors
| Company | 2024 Average Hike | 2025 Projection | Notes |
|---|---|---|---|
| TCS | 5–8% | 7–9% | Conservative but consistent |
| Wipro | 6–7% | 6–8% | Facing high attrition |
| HCL Tech | 7–9% | 8–10% | Higher hikes for digital roles |
| Infosys | Skipped in 2023 | 8–10% (Expected) | Due for correction cycle |
| Accenture | 8–12% | 10–12% | Premium hikes for niche skills |
This comparison shows that while Infosys did fall behind in 2023, it is now under pressure to bring its hike cycle in line with the market. If the company does not act soon, it risks losing skilled professionals to better-paying rivals, especially in areas like generative AI, cloud infrastructure, and data engineering.
Factors Influencing Infosys Salary Hikes in 2025
The decision-making process behind Infosys salary hikes is multifaceted, involving a careful assessment of several internal and external factors. Understanding these helps both employees and industry observers anticipate potential changes and prepare accordingly.
1. Macroeconomic Environment
Global economic trends, inflation rates, interest rate movements, and geopolitical factors directly impact Infosys' revenue and margin projections. In periods of economic uncertainty, such as the global slowdown in late 2022 and early 2023, Infosys chose to defer hikes to control operational costs. Conversely, a strong macroeconomic outlook—like the forecasted 6.5% GDP growth for India in 2025—can encourage a more favorable hike cycle.
2. Client Spending and Revenue Growth
Infosys derives a large share of its revenue from North American and European clients. The IT budget allocations of Fortune 500 companies, especially in sectors like banking, healthcare, and retail, significantly affect Infosys’ project pipeline and billing capacity. Higher client spending leads to increased billing, improved margins, and eventually better Infosys salary hikes across employee levels.
According to data from Statista, the Indian IT industry is projected to cross $160 billion in export revenue in 2025, offering a strong foundation for IT majors like Infosys to enhance employee compensation.
3. Attrition and Talent Retention
The post-pandemic years witnessed an unprecedented wave of job-switching across the Indian IT industry. Infosys, like its peers, was affected by elevated attrition rates crossing 20% in several quarters. To combat this, compensation revisions—especially for high-performing employees and niche skill holders—became a strategic necessity.
Although attrition has recently stabilized, retaining key personnel remains a top priority. Competitive salary hikes are one of the most effective tools to achieve that.
4. Role-Specific Demand and Skill Premiums
Infosys has been expanding aggressively into areas like artificial intelligence, data analytics, cloud services, cybersecurity, and digital transformation. Professionals with specialized certifications and experience in these verticals often receive differentiated salary hikes, retention bonuses, or even mid-cycle corrections.
Hence, Infosys salary hikes are no longer uniform across the board—they are increasingly driven by the market value of specific skills and project criticality.
Employee Sentiments and Expectations
Survey Insights from Infosys Employees
Employee feedback from platforms like Glassdoor, TeamBlind, and LinkedIn suggests a mixed outlook regarding Infosys salary hikes. While many acknowledge the company's overall reputation, concerns remain over delayed hikes, internal communication gaps, and pay parity issues.
Based on an independent LinkedIn poll conducted in February 2025 with 5,000+ IT professionals, nearly 68% of Infosys employees expressed hope for a hike of at least 10% this year. Around 24% anticipated 6–8%, while only 8% expected below 5% or no hike at all.
Key Feedback Themes:
- Desire for more transparency in performance assessments.
- Frustration over skipped hikes in 2023 despite project delivery.
- Expectation of loyalty bonuses for employees who stayed through lean years.
- Increased preference for salary-linked upskilling incentives.
Hike vs. Market Expectations
Employees in client-facing roles and emerging technology projects generally expect more competitive hikes, particularly since many have received higher CTC offers from other companies. Infosys must walk a fine line between business sustainability and talent satisfaction to prevent loss of skilled manpower.
Impact of Appraisal Delays
In the absence of timely salary hikes, a delay in appraisal feedback cycles can lead to demotivation. Many Infosys employees reportedly received feedback in Q3 2024, with no follow-up on compensation. This misalignment between performance reviews and compensation updates contributes to internal dissatisfaction and raises questions about the company’s reward strategy.
Infosys Hiring Strategy and Its Link with Salary Hikes
Strategic Hiring Linked to Compensation Budget
Infosys follows a lean hiring model during cost-control phases. In 2023, hiring slowed down significantly, with fewer campus offers and reduced lateral hiring. This allowed the company to reallocate its compensation budget toward retaining existing talent and offering skill-based premiums.
With improving market conditions in 2025, Infosys has resumed hiring across key functions such as cloud engineering, full-stack development, and AI architecture. This shift is likely to influence Infosys salary hikes, especially for new joinees with in-demand certifications like AWS, Azure, or TensorFlow.
Campus Hires and Lateral Joinees: Hike Patterns
Traditionally, Infosys provides structured hike progressions for freshers:
- Year 1–2: 10–12% annual increase.
- Year 3 onward: Based on skill advancement and promotion cycle.
Lateral hires, on the other hand, typically receive 15–30% hike over their previous CTC, depending on negotiation, domain expertise, and project urgency. However, if company-wide hikes are paused or delayed, even lateral joinees may face stagnation beyond initial onboarding.
Project Allocations and Billability
Infosys places heavy emphasis on project billability. Employees on long-term client projects are more likely to receive meaningful hikes than those on the bench or in internal support roles. In 2025, with a sharper focus on utilization, Infosys may adjust its hike policies to reward higher billability and faster onboarding.
Mid-Cycle Adjustments and Role-Based Corrections
Infosys has increasingly adopted mid-cycle salary corrections to address discrepancies and reward critical talent. These are particularly relevant for:
- Employees with certifications in niche technologies.
- Professionals at risk of leaving due to better external offers.
- Long-serving employees with lagging salary progressions.
Such interventions are strategic and typically handled at the business unit level. These adjustments, although not officially part of the annual hike cycle, contribute significantly to Infosys salary hikes experienced by select individuals.
Infosys Salary Hikes vs. Inflation
One of the most significant challenges for employees in recent years has been the mismatch between salary growth and rising living costs. With urban inflation consistently hovering around 5–6%, particularly in metros where most Infosys offices are located, employees are increasingly seeking salary revisions that keep pace with their expenses.
Real Wage Growth Trends
Even when Infosys salary hikes are announced in the 6–8% range, actual real wage growth often turns out to be marginal after accounting for inflation. For example:
- An employee receiving an 8% hike in 2024 in Bengaluru, where consumer inflation was approximately 6%, experienced just 2% real growth.
- In Pune and Chennai, where housing costs surged post-pandemic, even a 10% hike barely covered the increase in rentals and commuting expenses.
This scenario forces many employees to consider job changes purely for better financial cushioning, despite long-term career benefits of staying.
Industry-Wide Comparisons
When compared with industry peers like Wipro, TCS, and HCLTech, Infosys has generally maintained a mid-range position in salary hikes. While TCS has followed a conservative approach with hikes of 5–7%, some firms like Tech Mahindra have initiated double-digit corrections for digital roles. This puts pressure on Infosys to bridge the compensation gap to retain competitiveness.
According to the Reserve Bank of India, inflation expectations among Indian households have been rising, making it more critical for companies like Infosys to align compensation strategies with broader economic realities.
Career Growth Opportunities and Promotions
While salary hikes are crucial, long-term employee satisfaction also hinges on clear career progression and timely promotions. Infosys has a defined promotion framework that ties closely with skill upgrades, certifications, project contributions, and leadership potential.
Promotion Cycle and Eligibility
Infosys follows a biannual promotion window—typically April and October. For technical roles, promotion eligibility is linked to:
- Minimum tenure (usually 18–24 months in current role).
- Skill matrix evaluation through performance appraisals.
- Feedback from project managers and client interactions.
Employees promoted during these cycles are generally awarded a hike of 12–18%, which includes role transition benefits. These are separate from regular Infosys salary hikes, offering a more significant jump for those moving into managerial or specialized tracks.
Fast-Track Programs
Infosys offers internal upskilling initiatives like Lex (Infosys’ learning platform), which accelerates growth for employees completing niche technology certifications. High performers in these tracks are often considered for out-of-turn hikes or cross-functional moves with higher compensation.
For instance, employees completing advanced AI/ML modules or migrating into cloud architecture roles through internal bootcamps have reportedly received an additional 10–15% salary correction along with a title upgrade.
International Assignments and Compensation Uplift
Employees deputed to overseas projects—especially in North America and Europe—receive revised salary structures that include:
- Location-specific cost-of-living adjustments.
- Travel allowances and hardship pay.
- Relocation support.
These assignments offer a significant compensation uplift beyond routine hikes and are often sought-after by high performers across business units.
HR Strategies to Retain Talent Amid Salary Constraints
Infosys' HR leadership plays a central role in balancing fiscal prudence with employee satisfaction. During low-growth years, when broad-based Infosys salary hikes may not be feasible, retention strategies shift toward personalized interventions and value-based recognition.
Key HR Practices
- Skill-Based Incentives: Employees in emerging tech domains such as blockchain, cybersecurity, or DevSecOps are identified early for retention bonuses and training-linked incentives.
- Non-Monetary Recognition: Managers are encouraged to reward team members with recognition points, learning vouchers, and internal leadership opportunities when salary hikes are deferred.
- Flexible Work Arrangements: Infosys has expanded its hybrid work model, offering greater flexibility to employees in mid and senior levels. For many, the cost and time savings from remote work help offset delays in compensation increments.
- Transparent Communication: In 2024, Infosys enhanced its internal HR communications, with frequent townhalls and team briefings to explain hike deferments and future projections. This helped maintain employee trust despite a challenging fiscal year.
Exit Interviews and Analytics
Infosys has also deployed advanced analytics to track attrition trends, reasons for exits, and feedback from exit interviews. This data-driven approach has helped the company design more targeted compensation interventions—especially in high-risk units and geographies with increased turnover.
Infosys Hikes vs Competitor Benchmarks
Understanding how Infosys stacks up against other IT firms in India is crucial to evaluate its compensation strategy. Benchmarking reveals how Infosys maintains its position amidst rising pressure to match market trends.
Average Hike Range Across Companies
| Company | Avg Hike in 2024 | Projected Hike 2025 |
|---|---|---|
| Infosys | 5% – 8% | 6% – 10% |
| TCS | 4% – 7% | 5% – 8% |
| Wipro | 4% – 6% | 5% – 7% |
| HCLTech | 6% – 9% | 7% – 10% |
| Tech Mahindra | 6% – 12% | 8% – 14% |
While Infosys trails slightly behind Tech Mahindra in terms of upper hike limits, its consistency, structured promotions, and global project exposure still make it a preferred choice for many.
Expert Opinions and Market Predictions
As Infosys navigates through fluctuating global demand, talent retention, and evolving technology shifts, experts continue to watch its compensation strategy closely. Industry analysts believe that Infosys salary hikes in 2025 will likely see a moderate rebound compared to the cautious approach adopted in 2024.
Industry Analysts’ View
According to Gartner and NASSCOM projections, the Indian IT sector may witness a recovery in client spending by late 2025, especially in digital transformation, generative AI, and cloud modernization projects. Infosys, with its strong global delivery capabilities, is expected to benefit from this shift, allowing more room for merit-based hikes.
Financial analysts at Motilal Oswal Securities suggest that Infosys could revise its hike structure in the 8–10% range for high-performing verticals like:
- Financial services
- Healthcare
- Retail and CPG
- Cloud and infrastructure management
The return to higher discretionary spending by U.S. and European clients may also enable Infosys to reinvest more aggressively in its workforce.
HR Consultant Predictions
Independent HR consultants point out that Infosys has been increasingly moving toward skill-linked pay structures, where employees in niche digital domains may see a split hike:
- 5–6% standard hike based on overall performance
- Additional 6–10% adjustment for critical digital or leadership skills
This dual-layer structure is expected to become the norm in the upcoming compensation cycles, allowing Infosys to better retain top-tier talent without applying uniform salary increases across the board.
Additionally, the World Economic Forum highlighted that AI, big data, and cybersecurity will drive the largest employment shifts globally. Infosys’ strategy to realign its workforce toward these domains is likely to influence hike structures in a more targeted and differentiated manner.
What Employees Can Expect and Prepare For
With changing dynamics in performance assessment, cost optimization, and macroeconomic indicators, Infosys employees need to stay proactive to benefit from forthcoming Infosys salary hikes.
Focus Areas for Employees
- Skill Enhancement: Mastering in-demand tools like Azure, AWS, Snowflake, or LLM-based AI tools significantly improves chances of getting higher-than-average hikes.
- Internal Certifications: Completing certifications via Infosys Lex or participating in leadership development programs positions employees for mid-cycle promotions and fast-track raises.
- Client-Centric Contributions: Employees who directly contribute to client satisfaction metrics, help in project renewals, or improve delivery margins are often rewarded with role-based incentives over standard hikes.
- Location Flexibility: Being open to cross-location projects—especially client-facing or onsite roles—increases one’s compensation potential, both through higher band adjustments and project-based bonuses.
Prepare for Appraisal Discussions
Employees aiming to secure higher hikes must approach appraisals with:
- Clear documentation of key achievements
- Quantified impact on delivery, quality, or client engagement
- Up-to-date certifications or completed learning modules
- Demonstrated cross-functional collaboration
Those looking to negotiate should benchmark their roles using reliable platforms and internal parity to present realistic expectations. Infosys managers are encouraged to conduct goal-setting and performance reviews transparently, giving employees enough visibility on areas to improve.
Final Summary and Strategic Insights
Infosys remains one of India’s most respected IT employers, but its salary hike approach has evolved in line with market conditions, global uncertainties, and the company’s cost management principles. Over the last five years, Infosys salary hikes have consistently followed a performance-first and skill-aligned model—shifting away from flat, across-the-board increments.
In 2025, employees can expect:
- Better hike percentages in high-demand domains like AI, cloud, and cybersecurity
- Structured promotion-linked salary jumps
- Continued internal learning incentives tied to compensation growth
- A likely return to 7–10% average hikes if business momentum sustains globally
While Infosys may not always lead the market in base hike numbers, it continues to offer structured growth opportunities, international exposure, and long-term career security. For professionals who invest in upskilling, client delivery, and internal mobility, the potential to stay financially competitive remains strong.
To stay ahead, Infosys employees must treat learning, delivery excellence, and internal branding as integral to compensation advancement, especially in a rapidly evolving digital economy.
FAQ
What is the latest Infosys salary hike percentage in 2025?
Infosys has announced an average hike of 8-10% for high-performing employees and 12% for those in digital and consulting roles.
When will Infosys salary hikes be effective in 2025?
The salary revisions are effective from April 1, 2025, as part of Infosys' annual appraisal cycle.
Do freshers at Infosys get a salary hike?
Yes, freshers have received a modest increment in 2025, with revised compensation packages starting from ₹4.2 LPA depending on role and performance.
Is Infosys planning any special hikes for top performers?
Yes, top performers and those in strategic roles are being rewarded with hikes up to 15% in niche skill areas like AI and cloud technologies.
How does Infosys salary hike compare with TCS and Wipro?
Infosys has offered slightly higher hikes than TCS and Wipro in 2025, especially for digital roles, giving it a competitive edge in the talent market.
Where can I calculate my revised salary after Infosys hike?
You can use the Salary Breakup Calculator at HR Calcy to check your updated in-hand and CTC post-hike.
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