An Infosys onsite deputation is one of the most anticipated milestones in many Indian IT professionals’ careers. It represents the transition from offshore delivery to direct client engagement, carries significant financial benefit in the form of deputation allowances, and provides professional exposure to international work environments that is genuinely difficult to replicate from India. It also comes with complexities that most employees are not fully prepared for: the visa process, the compensation structure, the tax implications in two countries, the cost of living in expensive client cities, the professional dynamics of being the offshore resource in a room of client employees, and the management of the India-home life during an extended absence.
This guide covers every dimension of the Infosys onsite deputation experience with the specificity that guides in this series are built on. It explains how selection for onsite works, what determines who goes and who does not, the different visa types and what each allows, how the onsite compensation works and what the actual take-home looks like after rent and living expenses, how taxes work in two countries simultaneously, what the professional dynamics on a client site are like, how to perform well in an onsite role, what the return process looks like, and how onsite experience affects the long-term career trajectory at Infosys and in the broader market.
Table of Contents
- What Infosys Onsite Deputation Is and How It Works
- Selection for Onsite: How It Works and Who Gets Selected
- Visa Types for Infosys Onsite Deputation
- The Visa Application Process
- Onsite Compensation: The Complete Structure
- Taxes on Onsite Deputation: India and the Host Country
- Living on Deputation: Housing, Cost of Living, and Practical Setup
- The Professional Reality of Onsite Work
- Performing Well in an Onsite Role
- The Personal and Social Dimension of Working Abroad
- The Return Process: Coming Back to India
- How Onsite Experience Affects the Career Trajectory
- Country-Specific Guides: US, UK, Europe, Australia
- Common Onsite Deputation Mistakes and How to Avoid Them
- Frequently Asked Questions
What Infosys Onsite Deputation Is and How It Works
The Offshore-Onsite Model:
Infosys’s delivery model for most client engagements splits work between an offshore team (working from Infosys’s India delivery centers) and an onsite team (working at or near the client’s location). The offshore team handles the bulk of development, testing, and maintenance work; the onsite team handles direct client interaction, requirements gathering, and coordinating the work flowing between the client and the offshore team.
An onsite deputation places an Infosys employee from India at the client location, typically in the US, UK, Europe, Australia, or other markets where Infosys serves clients. The deputed employee remains an Infosys employee (on Infosys’s payroll) but works physically at or near the client site.
The Duration Spectrum:
Onsite deputation durations vary significantly:
Short-term (1-3 months): for specific project phases requiring intense client interaction - go-live support, discovery workshops, stakeholder workshops, or specific delivery milestones. Business visitor visa (B1/B2 for the US) is typically used for these.
Medium-term (3-12 months): for project phases requiring sustained onsite presence without permanent relocation. These typically use business visa or work permit arrangements.
Long-term (1-3+ years): for sustained client engagement delivery, building client relationships, or onsite project leadership. These use work visas (H-1B, L-1 for the US; Tier 2 for the UK; specific work permits for other countries).
The Client’s Role:
The client’s requirement drives the onsite assignment: which roles are needed onsite, for how long, and with what specific skill profiles. A client who needs a project manager onsite full-time but is comfortable with development offshore creates a PM onsite role. A client who wants a data architect onsite for a specific design phase creates a short-term architect deputation.
Infosys matches available employees to client requirements. The match considers: technical skills, communication ability (since onsite roles require direct client-facing work in English), designation level, and visa status or eligibility.
What Infosys Pays For:
Infosys typically covers: visa application fees, travel (economy class international flights), initial accommodation setup (often a short-term corporate apartment for the first few weeks while the employee finds permanent accommodation), and a per-day allowance (the deputation allowance) that is intended to cover living costs during the assignment.
What Infosys does not cover: personal spending, tourism activities, non-work travel within the host country, or luxury upgrades to accommodation or travel.
Selection for Onsite: How It Works and Who Gets Selected
Understanding how onsite selection works removes the mystification around why some employees get onsite opportunities and others do not, and what can be done to improve the chances of being selected.
The Client-Driven Demand:
Most onsite opportunities arise because a specific client project has a specific requirement for a specific skill profile to be on-site. The selection process starts with the client requirement, not with a pool of eligible employees competing for a prize.
The Infosys Resourcing Management Group (RMG) receives the client requirement (skill profile, designation level, duration, start date) and matches it against available employees in the relevant delivery unit. An employee who matches the skill profile and is available (not already committed to a critical phase of another project) becomes a candidate for the onsite role.
The Criteria for Selection:
When multiple employees could potentially fill an onsite requirement, the selection considers:
Technical fit: the employee’s skills must match what the client needs onsite. Sending someone with Java backend skills to a client project that specifically needs a data engineer onsite is a poor match regardless of seniority.
Communication and client-readiness: onsite roles require direct client interaction in English, often with non-technical client stakeholders. Employees who have demonstrated strong communication skills in their appraisal records, in internal presentations, and in client-facing activities in the offshore role are preferred.
Performance history: consistently strong appraisal ratings (Band 2 or above) indicate that the employee will perform well in the higher-visibility onsite context. Poor performers are not typically selected for onsite roles.
Designation level: the client requirement specifies a designation level. A requirement for a TL-level onsite technical lead is filled from the TL pool, not from the SSE pool.
Visa status: employees who already have a valid visa for the destination country can be deployed immediately. Employees who need a visa application present a 4 to 12 week delay before deployment. For urgent client needs, already-visa-ready candidates are strongly preferred.
Availability: an employee who is in the critical path of an ongoing offshore project delivery cannot be removed without impacting the client. RMG considers who is available for redeployment.
Manager Advocacy:
In many cases, the manager recommends specific employees for onsite opportunities when the opportunity arises for their team. A manager who knows the client requirement and has a team member who fits will recommend that person. This is another reason the manager relationship is important: a manager who thinks highly of you, knows your skills, and is aware of your aspiration for onsite experience is the most likely person to advocate for you when an opportunity arises.
The Self-Nomination Option:
Some Infosys units have mechanisms for employees to express interest in onsite opportunities through the internal mobility or expression of interest platforms. Expressing a specific interest (“I am interested in US-based onsite opportunities in data engineering”) in these systems makes the interest visible to the RMG team.
The self-nomination is not sufficient without the underlying technical fit and performance track record. It is a signal that ensures the RMG team considers you when a matching opportunity arises; the selection still depends on fit.
What Reduces Onsite Selection Chances:
Communication gaps: employees who struggle with English-medium communication in offshore settings are not selected for client-facing onsite roles. Client communication is the primary onsite activity.
Poor appraisal history: a Band 4 in the recent record is a negative signal for onsite selection.
Ongoing critical project dependency: if removing the employee would damage the current offshore project, the current project takes priority.
Visa complications: previous visa refusals, overstays, or other immigration history complications reduce selection probability.
Visa Types for Infosys Onsite Deputation
The visa determines what you can legally do in the host country and for how long. Understanding the visa landscape for each major Infosys client destination is essential.
United States:
B-1 Business Visitor Visa: for short-term business activities (meetings, training, consultations). Duration: typically 1 to 3 months per trip. Cannot be used for performing the work itself (writing code, running tests) - legally only for business meetings, training, and consultation. In practice, the line between consultation and work is often blurred in IT services, which creates legal risk. Indian citizens with a valid B-1/B-2 visa can stay up to 6 months per admission at the discretion of the CBP officer.
H-1B Specialty Occupation Visa: for professional work requiring specialized knowledge. Duration: initially 3 years, extendable to 6 years (and beyond with green card processing). Subject to an annual lottery cap (65,000 regular cap + 20,000 for US Master’s degree holders). Application requires employer sponsorship (Infosys files the petition). Wait time for the lottery result: several months. This is the standard work visa for IT professionals in the US.
L-1 Intracompany Transferee Visa: for employees transferring within the same multinational company. L-1A is for managers/executives; L-1B is for specialized knowledge workers. Duration: L-1B initially 3 years; L-1A initially 3 years (extendable to 7 years). No annual cap, making it faster than H-1B in many cases. Requires one year of continuous employment with Infosys in the prior three years. Infosys uses L-1B extensively for onsite deploym.
United Kingdom:
Skilled Worker Visa (formerly Tier 2): for skilled work in the UK. Duration: up to 5 years. Requires a job offer from a licensed UK sponsor (Infosys UK). Salary minimum requirements apply (varies by occupation; IT roles typically need to meet a specific SOC code minimum).
Intra-company Transfer (ICT) Visa: for intracompany transfers within Infosys. Duration: up to 5 years. Requires minimum salary thresholds. A common route for Infosys onsite deputation to the UK.
Business Visitor Visa: for short-term business activities. Indian citizens typically need a UK visitor visa for business trips up to 6 months (limited to specific permitted activities).
Europe (EU Countries and Others):
Germany: the ICT (Intracompany Transfer) permit and the EU Blue Card for highly qualified workers. Germany is a major Infosys client location.
Netherlands: highly skilled migrant permit; the Netherlands is home to several major Infosys clients in financial services and technology.
Switzerland: separate from EU, Switzerland has its own work permit system. Infosys has significant Swiss client presence in banking and pharmaceuticals.
Other EU countries: each has its own permit structure, though EU intracompany transfer directives have streamlined this to some extent.
Australia:
Temporary Skill Shortage (TSS) Visa - Subclass 482: for skilled workers sponsored by Australian employers. Medium-term stream for up to 2 years; long-term stream for up to 4 years.
Business Innovation and Investment (BII) Visa: for business visitors. Short-term business activities.
The Visa Hierarchy for Infosys US Deputation:
The most common Infosys US visa progression: B-1 for initial short trips → L-1B for the first medium/long-term assignment → H-1B for subsequent assignments or when L-1B maximum duration approaches. The H-1B lottery risk (no guaranteed selection) makes L-1B the preferred route for planned onsite assignments where timeline certainty is needed.
The Visa Application Process
Understanding the visa application process prevents the delays that come from being unprepared when an onsite opportunity arises.
The Infosys Visa Team:
Infosys has a dedicated global mobility and visa team that manages the visa application process for employees. The employee does not handle the visa application independently; the Infosys visa team files the petitions (for H-1B, L-1) or facilitates the application (for B-1 and other business visas).
The employee’s role in the process: provide accurate personal information, employment history, educational documents, and any other supporting documentation requested by the visa team. Provide this information promptly and accurately; delays from the employee side delay the entire process.
The US B-1 Process for Short-Term Trips:
The US B-1 visa application:
- Infosys visa team prepares the invitation letter and support documentation.
- Employee fills DS-160 online application form on the US consulate’s website.
- Pay the visa application fee (SEVIS fee and MRV fee).
- Schedule the biometric appointment and interview appointment at the US consulate.
- Attend the interview with all required documents.
- Visa decision typically within 2-5 business days of the interview; if approved, passport returned with the visa stamped.
The interview is with a US consular officer and typically lasts 3 to 10 minutes. The consular officer assesses: the purpose of the trip (business activities only, not work), ties to India that indicate intent to return (family, property, employment with Infosys), and the credibility of the stated business purpose.
Common B-1 interview questions: What is the purpose of your visit? What will you be doing at the client site? How long will you stay? What is your position at Infosys? The answers should be accurate, specific, and demonstrate that the visit is genuinely for business consultation, not for performing IT services work.
The L-1B Process:
The L-1B petition process:
- Infosys legal and visa team prepares the I-129 petition (employer petition to USCIS).
- The petition includes: evidence of the employer-employee relationship, evidence of specialized knowledge, project description, and client relationship documentation.
- USCIS processes the petition: standard processing 3-6 months; premium processing (additional fee) 15 business days.
- Upon USCIS approval, the employee applies for the visa stamp at the US consulate.
- The consulate interview is similar to the B-1 process but with additional questions about specialized knowledge and the intracompany transfer nature of the role.
The H-1B Process:
H-1B is a lottery-based process with an annual cycle:
- Registration window: typically March 1-18.
- Lottery: USCIS runs the lottery in late March.
- Petition filing: April 1 to September.
- Effective date: October 1 of the same year (or for the following year if October 1 has passed).
The H-1B requires: a specific job offer, a Labor Condition Application (LCA) filed with the Department of Labor, and the I-129 petition. Infosys’s visa team handles all filings. The employee’s primary responsibility is providing accurate personal and employment information and attending the consular interview when the petition is approved.
Visa Stamping After Approval:
For H-1B and L-1 approvals from USCIS, the employee must get the visa stamp at a US consulate (in India or during travel) before being admitted into the US. The visa stamp interview is the final step. Wait times for visa stamping appointments at the Chennai, Hyderabad, Mumbai, and New Delhi US consulates vary seasonally; during peak demand periods, wait times can be 2-6 months.
The Infosys visa team monitors consulate appointment availability and advises employees on the best consulate to approach for the fastest appointment.
Documents to Maintain:
Every Infosys employee should maintain current, easily accessible copies of: passport (with at least 6 months validity), educational certificates (all degrees), employment history documentation (experience letters from all employers), academic transcripts, and any previous visa documentation. Having these organized reduces the document-gathering time when an onsite opportunity arises.
Onsite Compensation: The Complete Structure
The onsite compensation structure is one of the most misunderstood aspects of Infosys deputation. Many employees arrive with incorrect expectations about what they will actually take home after all deductions and living expenses.
The Two-Salary Structure:
When an Infosys employee is on onsite deputation, they receive two components:
India salary: the regular India-based salary continues to be paid into the India bank account. This salary covers: India-based financial commitments (rent, EMI, family support), continued PF contributions, and the India-side tax obligations. The India salary is at the standard designation band rate and continues to be incremented through the regular appraisal cycle.
Onsite deputation allowance: an additional daily or monthly allowance paid in the host country currency (USD for the US, GBP for the UK, etc.) to the employee’s US/UK bank account. This allowance is intended to cover the cost of living in the host country: rent, food, local transport, and incidental expenses.
The Onsite Daily Allowance (For Short-Term Assignments):
For short-term B-1 trips, the deputation allowance is typically paid as a per-day dollar amount (a “per diem”). The per diem rate varies by city: living costs in New York, San Francisco, or London are higher than in smaller client cities, and the per diem reflects this. Typical per diems range from USD 80 to USD 150 per day depending on the city.
This per diem sounds generous but must cover: hotel or accommodation (typical US business hotel: USD 100-200/night in major cities), meals (USD 40-60 per day in US cities), and local transport. In high-cost cities, the per diem often barely covers accommodation and meals, leaving little residual.
The Long-Term Deputation Allowance:
For L-1B and H-1B longer assignments, the allowance structure shifts from a per diem to a monthly deputation allowance, which more closely resembles a local salary component. The long-term deputation allowance varies significantly by location and designation:
US (major cities): approximately USD 2,500 to USD 5,000 per month depending on designation and city. In New York, San Francisco, or Seattle, USD 2,500 covers approximately half the rent for a modest apartment. In smaller cities (Charlotte, Kansas City, Columbus), USD 2,500 covers rent comfortably.
UK (London vs other UK cities): similar relationship - London deputation allowances must cover much higher housing costs than Manchester or Edinburgh.
The “CTC in India vs Living in the US” Math:
The financial reality of onsite deputation is often different from what employees expect. The example that makes this concrete:
An SSE at Infosys with a fixed CTC of Rs. 7 LPA: India monthly in-hand: approximately Rs. 46,000
On L-1B deputation to New York City: India salary continues (let’s say Rs. 5 LPA is the India component, approximately Rs. 32,000 in-hand per month in India) US monthly allowance: USD 3,500
USD 3,500 in New York monthly expense reality: Apartment rent (shared room in a reasonable neighborhood): USD 1,500-2,000 Monthly groceries and household: USD 400-500 Transport (Metro card + occasional Uber): USD 150-200 Phone (US SIM): USD 30-50 Health insurance co-pay (if US plan): USD 50-100 Total monthly expenses: approximately USD 2,200-2,850
Residual savings: USD 650-1,300 per month → approximately Rs. 55,000 to Rs. 1,10,000 per month in savings from the US allowance.
Plus the India in-hand salary (Rs. 32,000/month) minus India financial commitments (rent, EMI, family: let’s say Rs. 20,000/month) = Rs. 12,000/month net positive in India.
Total monthly savings on deputation: approximately Rs. 67,000 to Rs. 1,22,000 per month.
Over a 12-month deputation, this produces approximately Rs. 8 to 14.5 lakhs in savings. This is meaningful but not the “earn in dollars, spend in rupees and become rich” narrative that circulates in popular discourse.
The Cost of Living Reality by City:
New York, San Francisco, Seattle, Boston: the most expensive US cities. The deputation allowance covers basics but leaves modest savings. The professional experience is unmatched.
Charlotte, Columbus, Atlanta, Dallas, Chicago, Phoenix: mid-cost US cities. The deputation allowance covers comfortable living with meaningful savings. More common than coastal cities for Infosys client projects.
UK (London): similar to top-tier US cities in cost. London allowances reflect the high cost but the residual savings are similar to New York.
Europe (Germany, Netherlands, Switzerland): generally comparable to UK or slightly lower. Switzerland is exceptionally expensive; German cities outside Munich are more manageable.
Australia (Sydney, Melbourne): similar to UK and top-tier US in cost. Perth and Brisbane are more manageable.
Taxes on Onsite Deputation: India and the Host Country
The tax situation on onsite deputation is one of the most complex and least well-navigated aspects of the experience. Many employees make costly tax mistakes because they do not understand the dual-tax obligation.
The Double Taxation Reality:
When an Indian employee works in a foreign country on deputation, both countries may have a claim to tax the income:
India: the employee remains an Indian tax resident if the India stay for the financial year is 182 or more days. The residency calculation is for the Indian financial year (April to March). If the employee spent more than 182 days in India during the fiscal year, they are taxed in India on global income, including the foreign allowance.
Host Country: the host country taxes income earned within its territory. The US taxes all income earned in the US, regardless of the earner’s nationality. The UK similarly taxes UK-sourced income.
The Double Taxation Avoidance Agreement (DTAA):
India has Double Taxation Avoidance Agreements with most countries where Infosys deploys employees, including the US, UK, Germany, Netherlands, Australia, France, Japan, and others. The DTAA prevents the same income from being taxed twice by both countries. Under the DTAA, an employee pays tax in one country and gets a credit for the tax paid when computing liability in the other.
In practice: the host country (US, UK) deducts tax from the US/UK income. In India, the Indian income is taxed normally, but the foreign tax paid on the foreign income is available as a credit against the Indian tax liability on the same income.
The Indian Residency Status During Deputation:
The Indian residency determination for tax is based on days in India during the fiscal year. An employee on deputation for 8 months (say, August through March) spends 4 months in India (April through July) in that fiscal year, which is less than 182 days. This makes them a Non-Resident Indian (NRI) for that fiscal year, which changes the Indian tax obligation: an NRI pays Indian income tax only on India-sourced income (the India salary component), not on the foreign allowance.
This NRI status has significant implications: if the deputation makes the employee an NRI for the fiscal year, the foreign deputation allowance is not taxable in India for that year.
Practical Tax Management During Deputation:
The most common costly mistake: failing to inform the Infosys payroll team of the deputation and having TDS calculated on the total CTC (including the foreign allowance) as if the employee were a full-year resident. The payroll team must be notified of the deputation dates so the TDS calculation reflects the actual residential status.
The Infosys finance and payroll team, along with the visa team, typically provides tax guidance specific to the deployment country. Take advantage of this guidance; the tax savings from correctly structuring the return of foreign earnings and the NRI status determination can be significant.
For long-term US deployments (H-1B), a US tax return (Form 1040) must be filed for every year of US income. Infosys typically provides access to a tax consulting firm for this purpose. US tax filing is complex and the professional advisor provided by Infosys should be used rather than attempting it independently.
The PF During Deputation:
PF contributions continue during onsite deputation if the employee remains on the India payroll (which is the standard arrangement). The employer (Infosys) and employee contributions continue on the India salary component. The foreign deputation allowance is not part of the PF calculation base.
The Social Security Agreement:
India has Social Security Agreements (SSA) with several countries including the US, Germany, Japan, South Korea, and others. Under the SSA, Indian employees on deputation to these countries are exempt from the host country’s social security contributions (like US Social Security tax, which is 6.2% + Medicare 1.45% = 7.65% of gross earnings) for a defined period, since they are already contributing to India’s EPF/EPS.
The Certificate of Coverage (COC) from EPFO is required to claim this exemption. The Infosys visa/mobility team typically initiates the COC application. Ensure this is in place before starting the US assignment to avoid unnecessarily paying US Social Security taxes.
Living on Deputation: Housing, Cost of Living, and Practical Setup
The practical aspects of setting up life in the host country are where the onsite experience is won or lost at the personal level. Poor housing choices, inadequate cost management, or failure to plan the practical setup create unnecessary stress that affects professional performance.
Finding Housing:
The first 1-2 weeks are typically in a corporate apartment or hotel arranged by Infosys. This time must be used to find permanent accommodation for the rest of the assignment.
Options:
Shared accommodation (roommates): the most cost-effective option. Sharing a 2 or 3-bedroom apartment with other Infosys or IT professionals in similar situations. Monthly cost per person in major US cities: USD 1,200-1,800. Infosys’s internal communication networks (Teams groups, social networks) typically have active housing coordination for employees in the same city.
Individual apartment or studio: more expensive but more privacy. Monthly cost in major US cities: USD 1,800-3,000+ for a studio.
Corporate housing providers: Infosys sometimes has agreements with corporate housing providers who offer furnished apartments designed for business travelers. The cost is higher than shared apartments but the setup is immediate.
The Furnished vs Unfurnished Decision:
For deputation assignments of less than 6 months, furnished accommodation (higher monthly cost but no furniture purchase) is almost always the correct choice. For 12+ month assignments, unfurnished with inexpensive basic furniture (IKEA, Facebook Marketplace) may be more economical.
Banking in the Host Country:
Opening a US bank account is essential for managing US salary/allowance deposits. Most major US banks allow Indian nationals with a valid visa to open an account with a passport and visa documents.
Recommended for US: Chase Bank, Bank of America, or Citibank (which has a global account structure that simplifies India-US transfers).
For regular India remittances: services like Wise (formerly TransferWise), Remitly, or bank wire transfers. Wise typically offers the best exchange rates and low fees for regular remittances.
Phone and Communication:
A US phone plan is needed for day-to-day living: US contacts, maps, food delivery, and ride-sharing apps. Monthly cost: USD 30-60 for a prepaid or monthly plan from T-Mobile, AT&T, or carriers like Mint Mobile.
Maintain the India SIM in a second phone or in a dual-SIM device for staying connected with family and for India banking OTPs (which often require an India phone number).
Transportation:
US client locations vary widely in transit accessibility. New York and Chicago have excellent public transit; most of California, Texas, and the Southeast require a car. If a car is needed, options: renting for the entire assignment (expensive: USD 1,000-1,500/month) or purchasing an inexpensive used car and selling before returning (more economical for 12+ month assignments).
An Indian driving license is valid in most US states for a limited period (check the specific state); subsequently a US state driver’s license requires passing a local written and driving test.
Healthcare in the Host Country:
Infosys provides health insurance coverage for onsite employees, but the structure varies by country and assignment type. Understand specifically: what is covered, what the co-pay and deductible are, which hospitals and providers are in-network, and how to access emergency care. This should be confirmed with the Infosys HR and mobility team before departure, not after arriving in the host country and needing care.
The India-Home Financial Coordination:
During a long-term deputation, the India-home financial picture needs active management: EMI payments, rent, family expenses, investment SIPs, and tax obligations. The most effective approach: have the India monthly salary auto-credited, set up standing instructions for all recurring payments (EMI, SIP, rent to parents), and review the India financial picture monthly. The deputation is not a vacation from financial management.
The Professional Reality of Onsite Work
The professional experience of being onsite at a client is qualitatively different from offshore delivery. Understanding this difference prevents the adjustment failure that many first-time onsite employees experience.
The Visibility Change:
Offshore, your work is visible to the Infosys team lead and the offshore delivery chain. Onsite, your work is visible to the client’s project manager, business analysts, architects, and sometimes senior leadership. A mistake or a delay is immediately visible to people who make business decisions about whether to continue using Infosys. The stakes of individual performance are higher.
The Communication Requirement Change:
The most common challenge for first-time onsite employees: the communication standard required by clients is higher than what was needed offshore. Client stakeholders want: crisp, clear responses without excessive technical hedging, proactive status communication, the ability to discuss business implications of technical decisions, and confident presentation of options.
An offshore engineer who is technically excellent but says “I’ll need to check with the team on that and get back to you” in every client meeting is not performing the onsite role. The onsite role requires the ability to make real-time technical judgments and communicate them clearly without constantly deferring to the offshore team.
The Time Zone Management:
The onsite employee sits in the overlap of two time zones: the client’s local time (the working day) and India’s time (IST = EST + 10.5 hours, PST + 13.5 hours). When the client’s working day ends at 5 PM in New York, India is at 3:30 AM. When India’s morning standup is at 9 AM IST, it is 10:30 PM in New York the previous night.
The coordination overhead: the onsite employee bridges these time zones by being available for both the client’s working day and at least some overlap with the India team. This creates long working days: the onsite employee is in the client office 9 AM to 6 PM (the client’s working day), then available for India coordination calls from 8 PM to 10 PM (India’s morning standup time). This schedule is sustainable for short assignments; for long assignments, it requires deliberate management to avoid burnout.
The “Being the Offshore Person” Dynamic:
As the Infosys representative in a room of client employees, the onsite employee often navigates a specific social dynamic: the client’s employees have a shared organizational culture, shared workplace history, and established relationships; the Infosys onsite person is the outsider. This is not malicious; it is structural. Navigating it effectively requires: genuine engagement with the client team as individuals (not just as stakeholders), demonstrated technical competence that builds credibility quickly, and cultural adaptation to the client’s workplace norms.
What “Onsite” Actually Means in Different Industries:
Financial services clients (banks, insurance companies) tend to have formal, hierarchical environments where Infosys onsite resources are treated as professional service providers. The interactions are professional and largely transactional.
Technology company clients (product companies, digital-native businesses) tend to have more informal environments where Infosys onsite resources may be integrated more closely into the product team.
Retail and consumer clients have varying environments; the technology team’s culture within these companies ranges widely.
Understanding which environment you are entering helps in calibrating the communication style and the formality of interactions.
Performing Well in an Onsite Role
The onsite role is a professional accelerator when done well. Specific behaviors consistently differentiate high-performing onsite employees from those who merely survive the assignment.
The First Two Weeks:
The first two weeks onsite are the most important. The impressions formed in these weeks persist throughout the assignment. High-impact first-two-week behaviors:
Learn the names and roles of every client stakeholder you interact with, and use their names consistently. Understand the client’s business before diving into technical details. “The system we are building serves the client’s retail loan approval process” is the business context; knowing this makes technical decisions more purposeful. Ask specific, intelligent questions that demonstrate preparation. “I have reviewed the architecture documentation and I have a question about why the event streaming was designed to go through Kafka rather than directly to the database. Can you help me understand the trade-off decision?” is better than a generic “I am still getting up to speed.” Deliver one small, visible win in the first week: a clarification resolved, a documentation gap filled, a meeting efficiently summarized with action items.
The Client Meeting Preparation:
Every client meeting deserves specific preparation: what is the meeting’s purpose, what decisions need to be made, what is the current status of the relevant work, and what questions might the client ask that you should be prepared to answer.
Unprepared attendance at client meetings is visible and damaging. “Let me check on that and get back to you” is acceptable occasionally; it is not acceptable as the consistent response to every question.
The Escalation Management:
When something goes wrong on the project (a deadline slips, a deliverable has quality issues, a scope change creates pressure), the onsite employee’s first obligation is to communicate the issue clearly and early to both the Infosys delivery manager and the client stakeholder simultaneously. Hiding a problem from the client until it becomes unavoidable is one of the worst things an onsite employee can do; the client loses trust and Infosys’s relationship suffers.
The professional escalation: “I want to be transparent about a risk we are seeing with the [deliverable] timeline. The [specific issue] is taking longer than estimated. We are doing [specific mitigation actions]. My current estimate is that we will need [additional time/resources] to deliver at the planned quality level. I wanted to bring this to you now rather than at the deadline.”
This kind of transparent, early escalation maintains trust even when the news is bad. Clients remember the honesty; they remember the hidden problem for much longer.
The End-of-Day Summary:
For onsite employees, the end of the client working day is the natural point for a brief status communication to the India team. “Today at the client: [key discussions], [decisions made], [action items]. Waiting on [specific inputs from India]. Tomorrow’s priorities: [specific tasks].” This communication keeps the India team aligned and visible to the onsite person as engaged and informed.
Building the Client Relationship:
The most effective onsite employees build genuine professional relationships with their key client contacts, not just transactional working relationships. This involves: remembering personal details (a client contact’s upcoming travel, a project milestone they were stressed about), following up on commitments precisely as promised, showing genuine interest in the client’s business rather than just the technical deliverable, and occasionally connecting socially (team lunches, after-work events) in a way that is professional and appropriate for the client’s culture.
These relationships are the foundation of the client advocacy that leads to account expansion: a client who trusts and values the specific Infosys individual asks for them specifically on future engagements.
The Personal and Social Dimension of Working Abroad
The professional preparation for onsite deputation is typically more thorough than the personal preparation. Addressing the personal dimension proactively prevents the problems that derail promising onsite assignments.
The Adjustment Curve:
The adjustment to living and working abroad follows a well-documented pattern: initial excitement (the first 2-4 weeks), adjustment stress (weeks 4-12, when the novelty wears off and the actual challenges of living abroad become real), gradual adaptation (months 3-6), and eventual comfort (months 6+). Understanding this curve prevents the panic that the adjustment stress phase can create: “I made a mistake, I should go back” is a common feeling in weeks 6-8 that typically resolves if the employee persists through it.
The Family and Relationship Management:
For employees with family in India (spouse, children, parents), the extended absence during deputation requires deliberate management:
Regular scheduled video calls that are protected from work schedule encroachment: “Sunday 8 PM IST family video call” is a commitment, not a hope. The time zone difference (US is 10-13 hours behind India) means that the US evening aligns with India morning or afternoon, which can work for family calls.
Managing the emotional impact on dependent family members, particularly children. Involving children in the “adventure” dimension (sending pictures, video-calling from interesting locations, sending small gifts) maintains connection.
For spouses who accompany the employee: ensuring they have social support, legal ability to work (if they want to), and engagement with the city rather than isolated in the apartment.
The Cultural Adjustment:
Every country has specific workplace and social norms that are different from India:
US: direct communication (saying what you mean, not implying), a culture of individual accountability (owning outcomes explicitly), informal workplace culture (first names universally, minimal formality hierarchy), and different social behaviors around topics like work-life balance.
UK: more formal than the US in some professional contexts, understated communication (understatement is a feature, not a bug), distinct regional cultures across London, Scotland, and the North.
Germany and Europe: very formal in some professional contexts, strict work-hour boundaries (not answering emails after 6 PM is normal, not disrespectful), different communication directness.
Australia: very informal, “mate” culture, direct but not aggressive communication, strong work-life balance norm.
Studying the host country’s workplace culture before arriving prevents the misinterpretations that create professional friction.
Building a Social Life Abroad:
Living in a foreign city without an established social network can be genuinely isolating if not actively addressed. Specific strategies:
The Infosys Indian professional community in major client cities is typically substantial. Microsoft Teams groups, WhatsApp groups, and informal networks connect Infosys employees in the same city. Connect with these networks from the first week.
Professional associations and meetups in the technology domain provide networking and social connection.
Cultural organizations (Indian cultural associations, cricket clubs, language learning groups) provide community connection.
The city itself: most major client cities have significant attractions, parks, restaurants, and cultural events. Treating the deputation as an extended opportunity to genuinely experience the host city produces a richer personal experience than spending evenings in the apartment on work calls.
The Return Process: Coming Back to India
The return to India after an onsite deputation is a transition that is often handled poorly: the professional adjustment, the financial planning, and the tax implications of the return all require deliberate management.
The Professional Reintegration:
Returning from onsite to the India offshore team involves readjusting to: the offshore pace and communication style, the indirect client interaction (through requirements and specifications rather than live conversations), the Infosys appraisal cycle, and the India compensation structure.
Employees who return from successful onsite assignments typically receive: a more senior project role (the onsite experience demonstrates client-readiness that is rewarded with higher responsibility), favorable consideration for the next onsite opportunity, and enhanced appraisal consideration for the year in which the onsite assignment occurred.
The Financial Transition:
The month the deputation ends and the India salary resumes fully is a financial adjustment month. The US/UK allowance stops; the India salary (with its much lower absolute number) resumes as the total income. This is psychologically and financially jarring for many returning employees.
Planning for this transition: during the deputation, build a financial buffer (the savings described in the compensation section) that provides runway for the post-return period. Do not spend the entire deputation earnings immediately on return; the buffer provides comfort during the India financial readjustment.
The India Tax Return After Return:
For the financial year in which the return occurs, the income will include: India salary for the full year, the US/UK allowance for the deputation period, and any US tax paid that is creditable against Indian tax liability. This is a complex tax return that warrants professional assistance. The tax credits for foreign taxes paid and the determination of taxable vs exempt portions of the foreign income require expertise.
Use the tax advisor provided by Infosys for the return year’s filing; do not attempt this independently without professional guidance.
The Visa Maintenance After Return:
A US visa obtained for the deputation remains valid until its expiry date (typically 10 years for the US B-1/B-2 visa). The employee can use this visa for future business travel to the US. The L-1 visa is tied to the specific petition and may not be reusable after returning to India without a new petition. The H-1B visa is status-specific; it cannot be used to enter the US after returning to India without being sponsored again for a new H-1B-covered job.
Understand which visa was used for the deputation and what its reuse implications are before departing the host country.
How Onsite Experience Affects the Career Trajectory
An onsite deputation is one of the most significant career accelerators available within the Infosys system. Understanding how it affects the trajectory motivates the deliberate investment in making the assignment excellent.
The Appraisal Impact:
An onsite assignment, if executed well, typically produces a Band 2 or Band 1 rating for the year. The combination of: high-visibility client work, demonstrations of communication and client management skills that are harder to show from offshore, and the measurable impact of the onsite role on the client relationship all produce strong appraisal evidence.
Infosys recognizes the higher-difficulty nature of onsite roles in the appraisal assessment. An employee who performs at a moderate level onsite is demonstrating more than an employee who performs at a moderate level offshore, because the onsite context is inherently more demanding.
The Promotion Acceleration:
Returning from a successful onsite assignment with a strong appraisal rating typically accelerates the promotion timeline. An SSE who returns from a 12-month successful US deputation with a Band 2 rating is in a very strong position for TA consideration in the next cycle.
The promotion committee can see the demonstrated client-readiness, the communication skills, and the delivery capability that onsite assignments make visible. These are the qualities that differentiate TA and TL level employees from SSEs.
The External Market Value:
US/UK/Europe onsite experience increases the external market value for several reasons: it demonstrates that the individual can function effectively in an international business environment, it provides direct client relationship management experience, and it shows the ability to independently manage the complexity of living and working abroad.
GCCs that serve the same clients as Infosys value onsite experience with those clients highly: the engineer who has been on-site at JP Morgan for 18 months is a known quantity for the JP Morgan Technology division GCC. The value is direct and measurable.
The Internal Infosys Opportunity Access:
Within Infosys, having successful onsite experience opens additional onsite opportunities: both repeat deployments to the same client (building on the established relationship) and new client opportunities that need the demonstrated onsite capability.
The first successful onsite assignment is the most important; it establishes the capability record that all subsequent onsite opportunities build on.
Country-Specific Guides: US, UK, Europe, Australia
United States:
The US is the largest Infosys client market and the most common onsite destination. Key US-specific facts:
Tax: US taxes are complex. W-2 income (if on Infosys’s US payroll for the allowance) or 1042-S income (if treated as treaty benefits) require different filing treatments. Always use the tax advisor provided by Infosys.
Healthcare: the US healthcare system is insurance-based. Confirm Infosys’s US insurance coverage before departure; understand the deductible, co-pay, and network before needing medical care.
Driving: required in most non-NYC/Chicago client locations. International driving license and India license are valid for a period; subsequent driving requires a state driver’s license.
Banking: open a US bank account within the first week. Chase and Bank of America have widespread branches and ATMs. Wise for remittances.
Popular client cities: New York, New Jersey (financial services), Chicago, Dallas, Atlanta, Charlotte (insurance, banking), San Jose/San Francisco (technology), Seattle (technology), Philadelphia (healthcare).
United Kingdom:
UK is a major Infosys client market, particularly in banking, insurance, and public sector.
Tax: UK PAYE (Pay As You Earn) tax is deducted by Infosys UK from the UK allowance. National Insurance contributions may apply depending on the Certificate of Coverage status. India-UK DTAA applies.
NHS: UK residents have access to the National Health Service for emergency care regardless of visa status. Infosys’s private health insurance covers private treatment if preferred.
Housing: London is extremely expensive. Shared accommodation in Zone 2-4 of London is the typical approach. Outside London (Manchester, Edinburgh, Birmingham), costs are more manageable.
Transport: London’s Oyster card for public transport. Outside London, regional train and bus networks. A car is needed for some non-London client locations.
Germany (and Continental Europe):
Germany is Infosys’s largest European market, with significant automotive, industrial, and financial services clients.
German workplace culture: highly professional and formal in many contexts, clear work-hour boundaries, strong union and worker protection culture. Working after 6 PM is genuinely unusual in many German workplaces.
Language: English is widely used in German multinational client environments, but basic German (greetings, ordering food, directions) significantly improves the living experience.
Tax: German income tax applies to German-sourced income. The India-Germany DTAA prevents double taxation. The Sozialversicherung (social security) exemption via Certificate of Coverage applies under the Indo-German SSA.
Popular client cities: Frankfurt (banking), Munich (automotive, technology), Hamburg, Stuttgart.
Australia:
Australia is a growing Infosys market, particularly in financial services (the four major Australian banks are significant clients) and government.
Cost of living: Sydney and Melbourne are expensive; comparable to London. Perth and Brisbane are less expensive.
Superannuation: Australia requires employers to make superannuation (pension) contributions. Whether the Infosys India employee is subject to this depends on the specific employment arrangement; clarify with the mobility team.
Work-life balance: Australian workplace culture strongly values work-life balance; working excessive overtime is frowned upon, not admired.
Multicultural environment: Australia’s large Indian diaspora makes the social transition from India to Australia particularly manageable. Indian groceries, temples, community organizations, and cultural events are widely available in major Australian cities.
Common Onsite Deputation Mistakes and How to Avoid Them
Mistake 1: Underestimating the Cost of Living
Arriving with a mental model of “I earn in USD and save everything” quickly confronts the reality that rent in New York or London is extremely expensive. The residual savings calculation in the compensation section is honest; be prepared for a more modest savings outcome than the idealized expectation.
Mistake 2: Not Building a Personal Support Network
Spending the first six months entirely at work and in the apartment, without building personal connections in the host city, produces isolation that affects mental health and professional performance. Connect with the local Infosys community, join a sport or interest group, and explore the city deliberately from the first month.
Mistake 3: Communication Style Not Adapted
Many Indian professionals are trained in an indirect communication style that does not work well in US and UK client environments. “I think there might possibly be some challenges with the timeline” in US English means “I don’t know.” “The timeline has a risk because [specific dependency] is delayed; I estimate we need 2 additional weeks” is the communication that client stakeholders expect.
Mistake 4: Over-Deferring to Offshore Team
“I’ll check with the team and get back to you” as the response to every client question signals that the onsite resource lacks independence and adds no value. The onsite role requires the ability to make real-time technical judgments. Develop the confidence to give calibrated real-time responses on the matters you know well.
Mistake 5: Neglecting India Financial Management
EMIs, insurance, investment SIPs, and tax filing in India do not pause during deputation. Many employees return to find lapsed policies, missed loan payments, or incorrect tax filing because they neglected the India-side financial management during the assignment.
Mistake 6: Visa Overstay or Unauthorized Work
Working in the host country on an inappropriate visa type (for example, performing services work on a B-1 business visitor visa) creates serious immigration consequences: visa revocations, future visa refusals, and in extreme cases deportation. The visa implications of specific work activities should always be verified with the Infosys visa team.
Mistake 7: Not Saving Enough to Buffer the Return
Returning to India with minimal savings and immediately reverting to the India salary is a financial and psychological adjustment that creates pressure. Build a financial buffer during the deputation (minimum 3 months of India expenses) before the return.
Frequently Asked Questions
1. How do I increase my chances of getting an onsite opportunity?
Build the right technical profile for your desired destination’s client type (cloud/data for US technology clients, SAP for German industrial clients, etc.). Demonstrate strong English communication through client-facing activities in the offshore role. Maintain a Band 2 or above appraisal record. Express interest in onsite opportunities through the internal mobility platform and in conversations with the manager. Have current passport and basic documentation ready so there is no delay when an opportunity arises.
2. What is the minimum experience level typically required for onsite deputation?
Most Infosys onsite roles require at least SSE level with a minimum of 2-3 years of experience. Freshers and SE-level employees are rarely deployed onsite in the first year; the onsite role requires technical maturity and client communication capability that takes time to develop.
3. Is the deputation allowance taxable in India?
Whether the deputation allowance is taxable in India depends on the residential status for the relevant financial year. If the employee is an NRI for the year (spent fewer than 182 days in India), the foreign allowance is not taxable in India. If the employee is a resident (more than 182 days in India), the foreign allowance may be taxable. Always consult the Infosys tax advisor for the specific determination.
4. Can I bring my family on the deputation?
Family members can accompany on most long-term work visa deputation. US H-4 dependent visa is available for immediate family of H-1B holders; UK dependents can accompany on the Skilled Worker visa. The family must apply for dependent visas. Infosys does not typically cover accommodation costs for family; the employee pays for the additional housing cost.
5. What happens to my India salary during the deputation?
The India salary continues during deputation and is credited to the India bank account. PF contributions continue on the India salary. The deputation allowance in the host country is additional to the India salary.
6. How long can an L-1B visa be used?
The L-1B visa can be used for an initial period of 3 years, extendable to a total of 5 years. After 5 years on L-1B, the employee must have stayed out of the US for at least one year before being eligible for a new L-1B petition.
7. What if I want to stay in the US permanently after the deputation?
Remaining in the US permanently requires a green card (Permanent Resident status). H-1B status is a common pathway to green card sponsorship through employment-based immigration (EB-2 or EB-3 categories). L-1A (for managers/executives) can lead to an EB-1C green card. Infosys sponsors green cards for some employees, but this is not guaranteed for all onsite employees. Discuss green card sponsorship explicitly with the US mobility team if this is an interest.
8. What happens to the onsite assignment if the client project ends early?
If the client project ends before the planned end of the deputation, Infosys either identifies a new client requirement in the same geography (extending the onsite assignment with a different client or project) or repatriates the employee to India. The employee returns to the India compensation structure; the deputation allowance ends with the project.
9. How is the onsite assignment reflected in the appraisal?
The appraisal for a year that includes onsite time reflects the onsite performance. The manager’s assessment typically acknowledges the higher-complexity nature of the onsite role and the client relationship management demonstrated. A successful onsite assignment in the appraisal year is a significant positive input to Band 2 or Band 1 consideration.
10. Can I resign from Infosys while on an onsite deputation?
Yes. Resignation from Infosys during an onsite deputation follows the same standard resignation process. The notice period applies from the onsite location. Return to India may be required during the notice period for handover. The visa status is affected by resignation: an H-1B or L-1B visa is tied to Infosys employment; resignation ends the authorization to work in the US on that visa.
11. What is the Certificate of Coverage (COC) and why does it matter?
The COC is issued by EPFO and certifies that the employee is covered under India’s social security system (EPF/EPS). It is used to claim exemption from the host country’s social security contributions under the bilateral Social Security Agreement. Without the COC, the employee may be required to pay both India’s EPF contributions and the host country’s social security taxes on the same income.
12. How does onsite experience affect my profile for GCC applications?
Direct onsite experience with a specific client is highly valuable when applying to that client’s GCC. The familiarity with the client’s systems, culture, and people creates a specific and verifiable advantage. Onsite experience also demonstrates communication and client management capability that is valued by all GCC employers.
13. What is the typical duration of a first onsite assignment?
First onsite assignments range from 3 months (short-term project phase) to 18 months. The most common first assignment duration is 6-12 months, which provides enough time to establish onsite effectiveness, build client relationships, and accumulate meaningful savings without the complexities of very long-term immigration arrangements.
14. Does Infosys pay for travel to India during the assignment?
Infosys typically covers one or two return trips to India per year for employees on long-term assignments. The specific travel policy varies by assignment type and duration. Clarify the travel coverage before the assignment begins so the expectation is set correctly.
15. What happens to health insurance after returning to India from deputation?
Upon return to India, the India-based Infosys health insurance (the group mediclaim policy) resumes as the primary coverage. The host-country health insurance ends with the employment relationship in that country. Ensure the India policy details are current before return.
The Onsite Deputation Financial Model: Worked Examples
Abstract compensation numbers are less useful than concrete worked examples that show the actual financial picture for typical onsite scenarios. The following three examples cover the most common deputation contexts.
Example 1: SSE on 12-Month L-1B to Charlotte, North Carolina (Mid-Cost US City)
Profile: SSE with 3.5 years experience, fixed CTC Rs. 7 LPA.
India salary component during deputation: Rs. 5 LPA (approximately Rs. 33,000/month net in-hand in India) US deputation allowance: USD 3,200/month
Charlotte monthly expenses: Shared 2BR apartment (per person): USD 850 Groceries and household: USD 350 Transportation (car payment on used Honda Civic): USD 300 Phone: USD 35 Health insurance co-pay and misc: USD 100 Total monthly expenses: approximately USD 1,635
Monthly US surplus: USD 3,200 - USD 1,635 = USD 1,565 (approximately Rs. 1,30,000) Monthly India surplus: Rs. 33,000 - Rs. 18,000 (India commitments: rent for parents, SIP investment, phone, misc) = Rs. 15,000
Total monthly savings: approximately Rs. 1,45,000 Annual savings from 12-month assignment: approximately Rs. 17.4 lakhs
Example 2: TA on 9-Month B-1/Short-Term Assignment to New York (High-Cost US City)
Profile: TA with 6 years experience, fixed CTC Rs. 14 LPA.
India salary continues: Rs. 10 LPA component (approximately Rs. 64,000/month net) B-1 per diem: USD 140/day × 30 days = USD 4,200/month
New York monthly expenses: Shared apartment in Queens or Brooklyn: USD 1,600 Groceries: USD 400 MetroCard and transportation: USD 135 Phone: USD 40 Misc: USD 150 Total: USD 2,325
Monthly US surplus: USD 4,200 - USD 2,325 = USD 1,875 (approximately Rs. 1,57,000) Monthly India surplus: Rs. 64,000 - Rs. 30,000 (EMI, family, SIPs) = Rs. 34,000
Total monthly savings: approximately Rs. 1,91,000 9-month total savings: approximately Rs. 17.2 lakhs
Note: B-1 per diems are often lower than long-term monthly allowances for equivalent cities; this example uses a mid-range per diem.
Example 3: TL on 18-Month H-1B to London, UK
Profile: TL with 9 years experience, fixed CTC Rs. 24 LPA.
India salary component: Rs. 18 LPA (approximately Rs. 1,10,000/month net) UK deputation allowance: GBP 3,800/month
London monthly expenses: Shared flat in Zone 2-3 (per room): GBP 1,400 Groceries: GBP 300 Oyster card and transport: GBP 180 Phone: GBP 25 Misc: GBP 100 Total: GBP 2,005
Monthly UK surplus: GBP 3,800 - GBP 2,005 = GBP 1,795 (approximately Rs. 1,91,000 at current rates) Monthly India surplus: Rs. 1,10,000 - Rs. 60,000 (EMI, investment, family) = Rs. 50,000
Total monthly savings: approximately Rs. 2,41,000 18-month total savings: approximately Rs. 43.4 lakhs
The London TL scenario shows the substantial savings possible in long-term senior assignments, but requires the investment in the visa process, the adjustment to high London housing costs, and the management of a longer absence from India.
What to Do in the First Month Onsite: A Week-by-Week Plan
The first month of an onsite assignment sets the trajectory for the entire deputation. A deliberate first-month plan prevents the reactive stumbling that many first-time onsite employees experience.
Week 1: Setup and Orientation
Professional:
- Introduce yourself to all client stakeholders; confirm roles and reporting lines.
- Get all client system access: development environment, project management tools, communication channels.
- Read the project documentation: architecture, current sprint status, known issues.
- Ask the project manager for a briefing on the current project phase, priorities, and any open issues.
- Attend all scheduled meetings; observe before speaking.
Personal:
- Explore the neighborhood around the office and accommodation.
- Find the nearest grocery store, pharmacy, and public transport connection.
- Open a US/UK bank account.
- Get a local SIM card.
- Connect with other Infosys employees in the city via the internal network.
Week 2: First Contributions
Professional:
- Complete the first assigned task and deliver it visibly.
- Participate actively in client meetings: one substantive contribution per meeting.
- Establish the morning status communication habit to the India team.
- Identify the client contact who is the most important to build a relationship with and prioritize that relationship.
Personal:
- Find and sign a lease for longer-term accommodation (if not already done).
- Set up recurring India remittance.
- Explore one local attraction or neighborhood.
Weeks 3-4: Establishing Rhythm
Professional:
- Regular sprint contributions are flowing.
- Client stakeholders know your name and what you work on.
- The India-onsite coordination call is working smoothly.
- The first client-facing deliverable has been produced and received positively.
Personal:
- Home setup is complete (essential furniture, kitchen basics, internet).
- A regular exercise or social activity is established.
- Contact with family in India is in a regular scheduled rhythm.
This first-month plan prevents the reactive settling-in that wastes the most professionally visible period of the assignment.
Onsite Deputation and the Green Card Question
For employees on long-term US onsite assignments (H-1B, in particular), the green card question is a significant career and life decision that warrants specific discussion.
What the Green Card Means:
A US green card (Permanent Resident status) allows the holder to live and work in the US indefinitely without visa sponsorship. It is the prerequisite for US citizenship (after 5 years of residency). For IT professionals, it eliminates the employer-specific restriction of H-1B status (which ties the person to the sponsoring employer).
The Infosys Green Card Policy:
Infosys sponsors employment-based green cards for some employees on long-term US assignments, primarily in the EB-2 (National Interest Waiver or Advanced Degree) and EB-3 categories. However, green card sponsorship is not automatic for all H-1B employees; it requires a specific application by Infosys, and Infosys’s sponsorship policies change with business conditions.
For employees interested in a US green card through Infosys sponsorship: raise this explicitly with the US mobility team and the HR SPOC for the US assignment. The earlier this conversation happens in the assignment, the earlier the sponsorship process can begin.
The Wait Time Reality:
Employment-based green card wait times for Indian nationals (born in India, regardless of country of citizenship) are extremely long for most categories due to the per-country annual caps. EB-2 and EB-3 wait times for India-born applicants can currently range from decades (literally 30-50+ years for some categories) to shorter for priority dates that are more current.
The most realistic green card pathway for most India-born IT professionals at Infosys is through the EB-1A (Extraordinary Ability, no employer sponsorship required) or EB-1B (Outstanding Researcher, university sponsorship) categories, which have shorter wait times for India-born applicants. These require demonstrating extraordinary achievement in the field, which is a high standard.
The alternative: some employees transition from Infosys to direct employment with US companies that initiate the green card process under a different employer petition, which may provide a different priority date or category eligibility.
The Decision Framework:
For employees considering long-term US residency as a goal: recognize the visa timeline realities, explore the green card pathway options proactively during the H-1B years, and make the decision deliberately rather than by default.
For employees whose primary goal is career advancement and India family connectivity: the long-term US deputation provides the professional and financial benefits described in this guide without requiring the green card commitment. Many Infosys employees do multiple 2-3 year onsite stints over a career while primarily based in India, without pursuing permanent residency.
Both paths are legitimate; the clarity about which path is the right one for each individual’s circumstances and values determines how the US assignment is navigated.
Quick Reference: Onsite Deputation at a Glance
| Factor | Detail |
|---|---|
| Standard criteria | SSE+, 2+ years experience, Band 2 track record, strong English communication |
| Common visa types (US) | B-1 (short-term visits), L-1B (medium/long-term), H-1B (long-term) |
| Visa processing time (US) | B-1: 4-8 weeks; L-1B: 2-6 months; H-1B: lottery + 6-12 months |
| India salary during deputation | Continues fully; PF contributions continue |
| Onsite allowance (US SSE) | USD 2,500-4,000/month depending on city |
| Typical US savings (mid-cost city) | Rs. 1.2-1.5 lakhs/month |
| Typical US savings (high-cost city) | Rs. 70,000-1.1 lakhs/month |
| COC for SSA exemption | Required before US assignment starts; EPFO issues it |
| India tax impact | NRI status if <182 days in India in fiscal year; foreign allowance not taxable |
| Return travel coverage | Typically 1-2 trips to India per year covered by Infosys |
| Green card sponsorship | Available for some employees; not automatic |
| Career impact | Accelerated promotion, Band 2/1 appraisal, enhanced market value |
| First month priority | Client access + relationships + personal setup + India team coordination |
The Onsite Journey: From Selection to Return
The full onsite journey from the first conversation about a possible deputation to the India return involves dozens of individual steps. Understanding the full arc prevents the surprise at each stage.
Stage 1: Expression of Interest or RMG Identification (Months Before Assignment)
The journey often begins with either the employee expressing interest in onsite opportunities or the RMG team identifying the employee as a match for a specific client requirement. The employee and manager discuss feasibility; passport validity is checked; visa status is assessed.
Stage 2: Client Interview or Confirmation (Weeks Before Visa)
For many onsite roles, the client wants to interview or at least review the profile of the proposed resource. The employee prepares a resume and profile aligned to the client requirement. Some clients conduct video interviews with the proposed onsite resource before confirming the assignment.
Stage 3: Visa Application (4-12 Weeks)
The Infosys visa team initiates the application. The employee provides documentation, fills forms, and attends the consulate appointment. Approval is received; travel is planned.
Stage 4: Arrival and Setup (First 2 Weeks)
Travel to client city. Corporate accommodation or hotel for 1-2 weeks. Opening bank account, getting SIM, finding permanent accommodation. Starting at client site.
Stage 5: Assignment Execution (Core Assignment Duration)
Delivering on the client engagement, managing the India-onsite coordination, building client relationships, managing personal life in the host city.
Stage 6: Return Planning (Final Month)
Confirming the return date. Preparing the handover to whoever takes over the onsite role or the transition back to offshore. Closing the US bank account (or keeping it active for future trips). Settling accommodation (lease termination, security deposit return). Filing the final tax information.
Stage 7: Return and Reintegration
Travel back to India. India tax filing for the departure year. India professional reintegration. PF management. Reconnection with family and India professional network.
Each stage is manageable when prepared for and challenging when encountered without preparation. This guide provides the preparation for each stage.
Article 29 of the InsightCrunch Infosys Series. Read all 30 articles at insightcrunch.com for the complete guide to every stage of the Infosys career journey.
The Onsite Checklist: Before You Board
Documentation (4-8 Weeks Before):
- Passport valid for at least 12 months beyond the planned return date
- Visa stamped and correct (verify all details: name, validity, classification)
- Offer letter, appointment letter, and most recent experience letter available
- COC (Certificate of Coverage) obtained from EPFO if applicable to destination country
- Educational certificates and transcripts available
- Infosys assignment letter confirming deployment details
- Travel insurance (if not covered by Infosys’s policy)
Financial Preparation (2-4 Weeks Before):
- India EMIs, SIPs, and recurring payments set to auto-process from India account
- Family member authorized to manage any India financial matters requiring physical presence
- Understanding of the monthly India salary and US allowance amounts confirmed with HR
- Buffer fund in India account for the first month before US allowance starts flowing
- Tax advisor contact details from Infosys mobility team noted
Practical Setup (2 Weeks Before):
- US accommodation confirmed (at least the first 2 weeks in corporate apartment)
- Return flight booked if a fixed-end assignment
- Infosys US/UK office contact confirmed
- Local mobile plan research done (which carrier, approximate cost)
- Understanding of how to access healthcare in the destination country
Professional Preparation (1 Week Before):
- Project documentation reviewed and available offline
- Client stakeholder names and roles noted
- India team contacts and time zone coordination schedule discussed with team lead
- First week’s agenda confirmed with the project manager
At the Airport:
- All original documents in carry-on (not checked luggage): passport, visa, I-94 arrival record (for US re-entries), employment letters
- Infosys visa team emergency contact number saved
- Destination country CBP/immigration entry address (client office or hotel) memorized
At Customs/Immigration in the Destination Country:
- Know the purpose of the visit: “Business assignment with Infosys for [client name] on a [visa type] visa”
- Have the employment letter and client project details readily accessible
- Be honest about the nature of the work (services being performed)
Handling the Onsite Interview With the Client
For roles that require a client interview before the assignment is confirmed, the following preparation guidance applies.
What the Client Interview Assesses:
The client interviewing a proposed onsite resource is assessing: technical depth in the skills claimed, communication quality and cultural fit for the client’s working environment, and the ability to work effectively with the client’s internal team.
This is not the same as a job interview; the client is not the employer. They are evaluating whether the proposed resource can add value in their specific project context.
Preparation:
Research the client: what does the client’s company do, what industry are they in, what is their recent news, and what technology stack are they likely using? Demonstrating genuine knowledge of the client’s business creates an immediate positive impression.
Review the project description: understand what phase the project is in, what the proposed role involves, and what specific technical or functional expertise is being sought.
Prepare specific examples from previous work that are directly relevant to what the client needs. “I worked on a data migration project for a financial services client where I led the transformation pipeline architecture” is more compelling than “I have data engineering experience.”
During the Interview:
Ask the client about the project rather than only answering questions. “Could you tell me more about the specific challenges you are facing in this phase?” demonstrates genuine engagement and helps calibrate your responses to what the client actually cares about.
Be direct and specific in your answers. The US and UK interview culture values confident, specific responses. “I have experience with Kafka and I have specifically implemented exactly this kind of event streaming pattern” is better than “I have some experience with messaging systems.”
Special Situations in Onsite Deputation
When the Client Does Not Extend the Assignment:
A client who does not extend an assignment is providing feedback about the onsite performance. If the assignment ends early without a clear business reason, request a candid debrief from the Infosys delivery manager and if possible the client project manager about what specific factors influenced the decision.
This debrief is important for professional growth: the client’s perspective on what could have been done differently in the onsite role is feedback that is difficult to obtain in any other way.
When the Assignment Conflicts With a Personal Emergency in India:
Family emergencies (illness of a close family member, critical personal matters) may require emergency return to India during the deputation. Infosys’s mobility policy typically covers emergency travel for genuine family emergencies; confirm the specific policy with the HR mobility team.
The client relationship must also be managed: a brief, honest communication (“I need to travel back to India for a family emergency; I will be back by [date] and am arranging coverage”) is professional and understood. Most clients are humane about genuine emergencies.
When You Want to Extend the Assignment Beyond the Original Duration:
If the client and the project need continued onsite support and you want to extend, communicate the interest to the Infosys delivery manager and project manager. The extension requires: the client’s confirmation of continued need, Infosys’s agreement (project economics, visa status), and the employee’s willingness.
Visa extension requirements (H-1B extension, L-1B extension) should be initiated by the Infosys visa team well before the current visa expires, as processing times are significant.
When You Want to Return Early:
If personal circumstances in India require early return (family health crisis, a significant personal matter that cannot be managed from abroad), communicate with the Infosys delivery manager and the HR SPOC honestly. Infosys will work to accommodate genuine personal circumstances; the client transition plan may need to be accelerated.
Leaving an onsite assignment without a proper handover to a replacement creates a client relationship problem for Infosys. Even in difficult personal circumstances, a minimum professional handover (documentation, briefing the next resource) is expected.
The Long-Term Onsite Career Track Within Infosys
For employees who discover that they genuinely thrive in onsite client-facing roles, there is a career track within Infosys that is built around sustained onsite presence rather than periodic deputation.
The Onsite-Dominant Career:
Some Infosys professionals spend the majority of their careers in onsite roles: a succession of assignments across different clients and countries, with brief India stints between assignments. This track produces: multi-country experience, deep client relationship management expertise, language exposure, and a lifestyle that is genuinely international.
The financial dimension of this track is significant: 10 years of primarily onsite deployment at TA to TL level produces significantly more savings than equivalent years in India-based roles, with the compounding described in the financial examples section.
The Roles That Sustain Onsite Careers:
Client-facing roles (project managers, business analysts, consulting leads) sustain the most sustained onsite presence because the client relationship management function is inherently onsite-dependent.
Technical architects and cloud architects at senior levels are also frequently onsite for architecture design and review phases.
Practice and delivery management roles that span multiple clients in a geography may be permanently onsite rather than on fixed-duration deputation.
The Trade-Offs:
The long-term onsite career produces: higher savings, international experience, and accelerated senior client role development. It also produces: extended absence from India family, complex tax situations, the management of life across geographies, and the identity challenges of not being firmly rooted in either country.
This trade-off is individual and there is no universally right answer. The employees who thrive in the long-term onsite track are those who genuinely enjoy the international lifestyle and client variety; those who pursue it purely for financial reasons often find the personal costs too high after a few years.
The Complete Onsite Deputation in Ten Points
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Selection is skills + performance + communication + visa readiness. All four must be present. Strong communication and a current visa are as important as technical skills.
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Visa types matter: B-1 for visits, L-1B/H-1B for work. Understand the legal scope of each visa and do not exceed it.
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The compensation is two streams: India salary + host allowance. The India salary continues; the allowance covers host country living.
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Cost of living significantly affects actual savings. New York and London savings are much lower than Charlotte and Birmingham for equivalent allowances.
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Tax is complex: dual obligation requires professional advice. Use the Infosys-provided tax advisor for both countries; do not attempt dual-country tax filing independently.
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The first two weeks establish the trajectory. Invest in the professional relationships, client understanding, and personal setup in the first two weeks.
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Onsite communication must be direct and real-time. Deferring every question to the India team signals that the onsite resource adds no value.
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The personal support network is as important as the professional. Isolation derails performance; build the social network from month one.
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Return planning starts at month six of a 12-month assignment. Financial buffer building, tax preparation, and handover planning all need lead time.
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Successful onsite experience is the strongest career accelerator in Infosys. It produces Band 2 appraisals, accelerated promotions, and external market value that nothing in the offshore track matches.
These ten points summarize the complete guide. The details in each section provide the specificity that turns these principles into actionable preparation.
The Onsite Deputation Myth vs Reality
Several myths about Infosys onsite deputation circulate widely and create incorrect expectations. Addressing them directly produces better decisions.
Myth: Everyone gets onsite in their first 2 years. Reality: most freshers and SE-level employees do not go onsite in the first two years. The minimum readiness for onsite is typically SSE level with 2+ years of experience and demonstrated client communication capability. Expecting onsite in year one is unrealistic for most.
Myth: Onsite means earning in dollars and saving everything. Reality: the cost of living in major US and UK cities is high. The savings depend heavily on the specific city, the allowance amount, and personal spending habits. The worked examples in this guide provide honest savings projections.
Myth: Onsite experience automatically means a green card. Reality: the green card for India-born applicants in the employment-based categories has extremely long wait times (decades for many categories). Onsite deputation does not automatically produce a green card pathway.
Myth: B-1 visa allows you to work in the US. Reality: the B-1 visa permits business activities (meetings, training, consultations) but not performing services work (writing code, running tests). This legal distinction is important and its violation carries serious immigration consequences.
Myth: Onsite is always better for the career than offshore. Reality: a successful offshore career with strong appraisals, technical depth, and internal visibility can produce equivalent career outcomes to a modestly successful onsite assignment. Onsite accelerates a strong career; it does not repair a weak one.
Myth: The onsite allowance is pure profit. Reality: the allowance covers cost of living in an expensive city. The residual savings are meaningful but not the massive wealth-building event that folklore suggests.
Myth: You can choose when to go onsite. Reality: onsite opportunities arise when client demand creates them. Employees can position themselves to be selected when opportunities arise, but cannot unilaterally create them.
Related Articles in the InsightCrunch Infosys Series
This onsite deputation guide connects to several other articles in the series:
The Infosys Work Culture and Exit guide (Article 8) covers the broader Infosys work experience context and includes perspective on onsite vs offshore career preferences.
The Infosys PF Withdrawal and Gratuity guide (Article 20) covers the PF management during deputation, including the Certificate of Coverage for social security exemption.
The Infosys Career Growth and Promotion Path guide (Article 6) covers how onsite experience factors into the promotion timeline and designation progression.
The Infosys Lateral Hiring guide (Article 23) covers the external market value of onsite experience when transitioning to GCCs or product companies.
Together, these four articles provide the complete career development context around the onsite deputation milestone.
Article 29 of the InsightCrunch Infosys Series. The series covers the complete Infosys career journey across 30 articles at insightcrunch.com.
Final Preparation: The Week Before You Leave India
The last week in India before an onsite departure is a blend of professional handover, personal preparation, and the emotional reality of leaving for an extended period. Managing it well sets the stage for a smooth arrival.
Professional: Ensure the India team has everything needed to function without you for the first two weeks (the period before you establish the onsite coordination rhythm). Write down and send to the team lead: all your current task statuses, any ongoing dependencies, the access credentials for systems you manage, and your onsite contact details.
Personal and Family: Spend deliberate time with family. This sounds obvious but the week before departure often gets consumed by packing and logistics at the expense of the personal goodbyes that matter most to family members (especially children).
Brief whoever will manage India financial matters in your absence: where all accounts are, which EMIs are automated, where the investment documents are, and what to do in case of a bank or financial emergency.
Practical: Pack light: most host cities have everything you need and are better served by sending items from home than overpacking. Essentials: sufficient formal clothes for the office (2-3 weeks’ worth), a laptop bag, all original documents in a dedicated document wallet that never goes in checked luggage, and the items specific to your host country (adaptors, currency, medicines).
The Departure Day: The departure is the beginning of a professional and personal adventure. The preparation in this guide has addressed every dimension of what is coming. What remains is the experience itself.
The employees who make the most of an Infosys onsite deputation are those who arrive prepared, engage genuinely with both the professional opportunity and the personal experience of living abroad, and return with not just the financial savings but the professional credibility, the international perspective, and the deepened professional capability that no amount of offshore work produces in the same way.
Go prepared. Engage fully. Return well.