The work-from-home landscape in Indian tech has shifted significantly since 2022. Large companies (TCS, Infosys, Wipro) have mandated 5-day office attendance. Many product companies have settled into hybrid models (3 days in office). A smaller but growing set of companies: particularly startups and companies with distributed teams, are genuinely remote-first. Understanding where companies stand and how to negotiate your working arrangement is now an important career skill for Indian tech professionals.
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- Service IT (TCS, Infosys, Wipro, Cognizant, Accenture): mandated office attendance of 4-5 days per week as of 2025-2026. These companies use office attendance as a metric for performance reviews in some divisions. Work-from-home exceptions exist only for documented medical reasons or explicitly remote-enabled roles. Indian product unicorns (Flipkart, Swiggy, Zomato, Razorpay, PhonePe): hybrid models of 3 days in-office are standard. Bengaluru and Gurgaon offices are primary. For roles in cities without offices, fully remote working is sometimes possible. FAANG India (Amazon, Google, Microsoft, Meta): hybrid with 3 days in-office as the baseline. Manager discretion plays a significant role: some teams within these companies are effectively fully remote.
- Startups. the most flexible. Early-stage startups (seed to Series A) often operate fully remote. Growth-stage startups (Series B+) are more likely to have an office expectation.
- Remote-first companies. a small but growing category: companies like GitLab (global remote), Automattic, Basecamp, and Indian companies like PostHog India, Sarvam AI (some roles), and remote-enabled product companies hire specifically for remote roles. These are the most competitive to get and the most stable remote working arrangements.
- Timing matters significantly when raising remote work preferences.
- When to ask. after the offer is extended, not during the interview process. Raising remote work requirements early in the process (especially for roles with no explicit remote mention) signals that you are prioritising location flexibility over the role: this can be a negative signal.
- The safe approach. complete the interview process, receive the offer, then raise the question as part of the offer discussion.
- How to ask. 'I am very excited about this offer. I wanted to ask about the team's current working arrangement, is there flexibility for remote working on some days, or is the expectation to be in office full-time?' This is a factual question, not a demand. If the answer is 'full in-office' and that is a deal-breaker for you, you have the information you need. For roles in cities where you do not currently live: 'I currently live in [City B] and would need to relocate for this role. Is there any flexibility for remote working during an initial period, or does the company support a relocation timeline?' This is a practical and reasonable question for any role that requires relocation.
- If you want a hybrid arrangement that differs from the company's default policy: the most important factor is demonstrating that remote work will not affect your output.
- Tactics that work. (1) Propose a trial period: 'I would like to suggest a 3-month arrangement where I work from Bengaluru 2 days per week and remotely the remaining days, after which we evaluate together.' This lowers the risk perception for the hiring manager. (2) Reference your track record: 'In my previous role, I worked remotely for 18 months and maintained strong performance metrics: I am happy to share examples of my output.' (3) Offer specific commitments: 'I can commit to being in office for all key planning meetings, design reviews, and team events.' Partial in-office presence is more palatable than 100% remote to most Indian managers.
- What does not work. demanding remote working as a non-negotiable before demonstrating value, using your personal inconvenience as the primary argument ('the commute is too long'), or comparing your request to another colleague's arrangement (this is known to the manager and likely has context you don't).