u/LastWishbone

Hi everyone,

I'm an experienced lateral hire at Capgemini India, currently allocated to a client project.

I've heard from a few people that once you're on a project, you cannot resign before completing 18 months. However, I went through my offer letter thoroughly and found:

My notice period is 3 months.

There is no clause mentioning an 18-month lock-in.

I have not signed any separate training bond, retention agreement, or client-specific agreement.

I'm trying to understand whether this is:

1. An official Capgemini HR policy,

2. A client-specific requirement,

3. A delivery manager's expectation, or

4. Just a rumor.

Has anyone here (especially experienced lateral hires in Capgemini India) resigned before completing 18 months while being on a client project?

- Did HR accept your resignation without any issues?

- Were you ever told you couldn't resign because of the project?

I'm not looking for speculation—I'd really appreciate responses from people who have firsthand experience or know the actual policy.

Thanks in advance!

Hey all,

I'm new to the company and had a question about the office attendance policy.

To complete the mandatory office hours, do I need to book a desk in advance before coming to the office, or can I just walk in and use any available desk?

Also, what happens if all the desks are already booked? Would that affect my office attendance compliance?

I'd appreciate it if anyone could share how this works in practice. Thanks!

I joined Capgemini about a month ago and recently found myself in a difficult situation.

I have a newborn baby at home and informed my project manager and people manager about my family situation. Around 30 days ago, I sent emails requesting a BTO/work-from-office exemption and followed the process as instructed.

The exemption was eventually approved over email. However, when I tried to raise the request in the portal, I discovered that the system only allows requests to be submitted 15 days in advance. Since that window had passed, I could no longer create the request myself.

As per policy, a people manager can raise the request on behalf of an employee in such cases. I contacted my people manager to ask for help.

During a one-to-one Teams call, he told me not to come to him with "little little things", said I was asking "silly questions", and called me a "fool". This was while I was trying to understand how to complete an already-approved exemption request that could affect my attendance records.

The request has now been raised, and I have:

• The original emails from 30 days ago.

• Written approval for the exemption.

• Email records showing I informed everyone about my situation.

• Documentation of the portal limitation.

The practical issue seems to be getting resolved, but I can't shake the feeling of being disrespected. Since I've only been with the company for a month, I'm unsure whether I should:

• Let it go and focus on my work.

• Document everything and watch for a pattern.

• Report the incident through the company's Speak Up/Ethics channel.

Has anyone dealt with a similar situation with a people manager or HR representative? What would you do in my position?

I joined Capgemini about a month ago and recently found myself in a difficult situation.

​

I have a newborn baby at home and informed my project manager and people manager about my family situation. Around 30 days ago, I sent emails requesting a BTO/work-from-office exemption and followed the process as instructed.

​

The exemption was eventually approved over email. However, when I tried to raise the request in the portal, I discovered that the system only allows requests to be submitted 15 days in advance. Since that window had passed, I could no longer create the request myself.

​

As per policy, a people manager can raise the request on behalf of an employee in such cases. I contacted my people manager to ask for help.

​

During a one-to-one Teams call, he told me not to come to him with "little little things", said I was asking "silly questions", and called me a "fool". This was while I was trying to understand how to complete an already-approved exemption request that could affect my attendance records.

​

The request has now been raised, and I have:

​

- The original emails from 30 days ago.

- Written approval for the exemption.

- Email records showing I informed everyone about my situation.

- Documentation of the portal limitation.

​

The practical issue seems to be getting resolved, but I can't shake the feeling of being disrespected. Since I've only been with the company for a month, I'm unsure whether I should:

​

- Let it go and focus on my work.

- Document everything and watch for a pattern.

- Report the incident through the company's Speak Up/Ethics channel.

​

Has anyone dealt with a similar situation with a people manager or HR representative? What would you do in my position?

​

Current CTC: 12 LPA

Capgemini HR said they can offer max 18 LPA right now because:

- I currently have only one offer in hand

- They are comparing the “tier” of companies I’m interviewing with

I mentioned that I’m in discussions for other roles around 18–20 LPA, but those offers are not formally released yet (still on hold/in process).

HR said if I get another strong offer (like from HCL or similar companies), they may revise the compensation.

Now I’m confused about a few things:

1. Do companies actually cross-check competing offers if we mention them?

2. Is sharing the full offer letter necessary for negotiation?

3. How much should I push here considering 18 is already a 50% hike from my current salary?

4. Should I accept 18 if they stay firm, or continue interviewing and try for better leverage?

YOE: 4.8 years

Tech stack: Backend, Golang, kubernetes, Postgres, gcp

Would appreciate honest advice from people who’ve negotiated with service companies recently.

​

Hey folks, need some practical advice.

I’m a backend engineer (~4.6 YOE) currently serving notice period. My last working day is 19 May.

Now HR has called and is asking if I can take an early release ~19 days earlier.

Normally this would sound good, but here’s the situation:

- I’m in final stages with 2–3 companies (client rounds pending, no offer yet)

- I’ve been negotiating timelines based on my 19 May LWD

- If I accept early release without an offer, I risk being in a no job + no salary situation

- On top of that, my wife is in the final stage of pregnancy, due anytime this month, and I want to be fully available for her

So I’m stuck between:

- Being cooperative with HR vs protecting my own leverage

- Speeding up joining vs avoiding unnecessary risk

- Managing interviews vs being present for my wife

Right now my thinking is:

- Don’t accept early release until I have at least one offer

- Politely tell HR I need a few days to align things

- Try to speed up interviews using this “early release” angle

But I’m a bit worried:

- If I delay/decline, can HR make my exit difficult?

- Am I overthinking the risk here?

- Is there a smarter way to handle this situation?

Would really appreciate advice from people who’ve handled similar situations, especially around:

- Early release vs notice period strategy

- Managing HR without burning bridges

- Handling job switch during a major personal event (like childbirth)

Edit: The company is currently going through layoffs, and I’m part of that. I’m already laid off and just serving the standard 90-day notice period.

Thanks in advance 🙏

P.S. :- I have used ChatGPT for the grammar and thought clarity