Even as artificial intelligence reshapes the global technology workforce, India’s IT sector continues to reward top talent generously. Infosys’ latest annual report highlights a growing number of employees crossing the ₹1 crore salary mark, reflecting rising high-end compensation despite industry uncertainties.
Infosys has reported a notable increase in the number of India-based employees earning over ₹1 crore annually in the financial year 2025-26 (FY26). According to the company’s latest disclosures, 130 employees fell into this elite salary bracket, marking a significant 16% rise compared to the previous year.
This figure represents the highest number of crore-plus earners ever recorded by the company, underlining a consistent upward trend in high-value compensation. The growth comes at a time when the global IT industry is undergoing structural shifts driven by automation, artificial intelligence, and evolving client demands.
The rise in top-tier salaries is particularly noteworthy given the broader concerns surrounding job security in the technology sector. With generative AI and automation tools increasingly handling coding and operational tasks, many industry observers have questioned the future of traditional IT roles.
However, Infosys’ data suggests that while entry-level and mid-level roles may face disruption, high-skilled professionals continue to command premium compensation. The company attributes this increase largely to stock-based incentives that were granted in earlier years and exercised during FY26.
Additionally, periodic salary revisions and performance-based increments contributed to boosting overall earnings for top employees.
A major factor behind the surge in crore-plus salaries has been the vesting and exercise of stock options. Employees who were granted equity-based compensation in previous years benefited from favorable market conditions and internal growth, pushing their total earnings beyond the ₹1 crore threshold.
Salary hikes during the year also played a supporting role. While industry-wide increments have remained moderate, top performers and senior executives at Infosys continued to receive competitive compensation packages aligned with global standards.
Another significant highlight from the report is the company’s improved retention of high-earning employees. Only 22 individuals from the ₹1 crore salary bracket exited Infosys during FY26. This marks a sharp decline in attrition compared to the combined exits recorded in the previous two financial years.
The reduced attrition rate indicates that Infosys has been successful in retaining its most valuable talent, even as competition for skilled professionals remains intense across the global technology landscape.
The latest figures are part of a broader trend observed over recent years. Infosys reported 112 employees earning over ₹1 crore in FY25 and 103 in FY24. Before FY22, the number had not crossed the 100 mark, highlighting how compensation at the top end has steadily expanded.
This consistent growth reflects the company’s strategic focus on rewarding leadership, niche skill sets, and high-impact roles. It also underscores the widening pay gap between top performers and the broader workforce within the IT sector.
Infosys clarified that the reported figure includes only those India-based employees who remained on the company’s payroll for the entire financial year. Employees who joined or left during FY26 have been excluded from this calculation.
Additionally, the compensation of the company’s top ten highest-paid executives is disclosed separately and is not part of this count. As a result, the actual number of individuals who may have earned over ₹1 crore during the year could be higher than reported.
While Infosys showcases rising high-end compensation, a contrasting narrative has emerged at Tata Consultancy Services (TCS), another major player in India’s IT sector. Several TCS employees have recently expressed dissatisfaction with the company’s latest appraisal cycle.
Despite announcing average salary hikes of around 5%, some employees claimed that their revised compensation showed minimal improvement or, in certain cases, even declined.
Reports indicate that some TCS employees experienced a reduction in their monthly or annual compensation after the latest revisions. In a few instances, employees claimed their monthly salaries dropped by small amounts despite receiving appraisal letters.
These concerns are believed to stem from changes in the compensation structure, particularly adjustments linked to India’s new labour codes. Some employees noted that components like gratuity were removed from the visible Cost to Company (CTC), leading to a perceived decrease in total compensation, even though the benefits remain intact.
Further dissatisfaction has been linked to performance-based pay structures. While top-performing employees reportedly received stronger increments, those in lower performance brackets felt that the revisions offered limited financial benefits.
The situation highlights the growing complexity of compensation models in the IT sector, where companies are balancing regulatory compliance, cost management, and employee expectations.
In response to employee concerns, TCS stated that the revised salary framework was designed to align with new labour regulations and create a more standardized compensation system across its workforce.
The company emphasized that employee take-home pay had been protected under the new structure and that the changes would provide greater flexibility for tax planning.
Conclusion: A Sector in Transition
The developments at Infosys and TCS reflect a broader transition within India’s IT industry. While top-tier professionals continue to benefit from rising compensation and stock rewards, a larger section of the workforce is navigating changes in pay structures and job roles.
As artificial intelligence continues to reshape the industry, companies are likely to further differentiate compensation based on skills, performance, and strategic importance. For now, Infosys’ growing list of crore-plus earners signals that high-value talent remains in strong demand, even in an era of technological disruption.