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The penalty levied on Infosys France to the tune of €175,000 (₹2 crore) has put into the spotlight an aspect which no worker will ever have thought of – is their working hour being logged appropriately? The impact of this penalty, to be paid in July 2026, sends out a message that the method employed by Infosys for logging working hours was not reliable enough.
Quick Facts
| Detail | Info |
| Company fined | Infosys |
| Fine amount | €175,000 (~₹2 crore) |
| Issuing authority | DRIEETS Île-de-France |
| Date of communication | July 24, 2026 |
| Reason | Lack of proper recording of the working time system |
| Issues flagged | Reliability, auditability, monitoring gaps |
| Financial impact on Infosys | Non-material (company’s own statement) |
| Who it affects | Staff in some categories |
What Happened With the Infosys France Fine?
The Infosys France Fine was created by the regional authority of labour, employment and social solidarity in the Paris region, DRIEETS Île-de-France. It found that Infosys’ working time system fell short of auditability and had measurable shortcomings, particularly in terms of the lack of sufficient reliability and the lack of proper monitoring for working time for certain categories of employees.
In a regulatory filing, Infosys confirmed that it received the notice on July 24, 2026. The company noted it is looking into the matter and the Infosys France Fine will have no significant impact on the overall business. Which is fine for a company where size is Infosys — but for those hours that were not being tracked, it could be a lot more personal.
Why Working Hours Records Matter More Than You Think
If your employer isn’t keeping an accurate record of your time, there are some hidden losses you might be suffering:
- Unpaid overtime: Any hours beyond contract are not counted or paid for.
- Errors in leave entitlements: If they are incorrect, this will impact annual leave, sick leave and rest day calculations.
- Pension and social contribution: The payment of social security contributions and payroll depends on the number of hours of work in France.
- Legal loopholes: Without proper documentation, it becomes hard to prove any violation of working rights.
In France, employment law stipulates that employers must keep accurate records of working time, which must be kept with a degree of auditability. It is not a question of technicalities; it is a question of fundamental workers rights in France and throughout the EU. Even giant companies like Infosys France can fall short of this obligation, as in the Infosys France working hours case.
The Fine vs. What France Labor Law Actually Requires
Let’s see how this compares with France’s compliance with labour law requirements:
| Requirement | What France Law Mandates | What is Revealed by the Infosys Case |
| Working time recording | All staff members are required to wear this. | There were gaps in the reliability of the system. |
| Auditability | Records should be able to be checked by inspectors. | Failed auditability standards |
| Employee monitoring | All categories must be covered | While this is the norm, gaps for certain types of employees are present for both groups. |
| Overtime tracking | Accurate logging required | Issues with monitoring found |
| Employer accountability | Employer takes full compliance responsibility | The fines imposed were on the employer, not the employee. |
The labour inspection process in France is strict — and as in this case, any lack of time tracking procedures will not remain a secret long.
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What Employees Should Do Right Now
It is always a good reminder to take one’s own working hours seriously, whether in France or anywhere else; that’s what the Infosys France news reminds one of. Here’s how:
- Ask for your time records: You can get a look at how your hours are being tracked. Request an HR breakdown from HR.
- Review your logs: Do not forget to adjust your log according to your overtime hours, start and end times.
- Make sure you know your rights about the overtime: Never forget that there are regulations regarding your overtime agreement and overtime payments for your overtime work.
- Alert about salary mismatch: If your payslip turns out to be wrong, you need to inform the concerned authorities in writing.
- Remember the rules of your country: Though there are different rules regarding the time management, in developed countries, there are always some laws to maintain attendance records accurately.
What Employers Must Learn From This
This fine is a textbook example to HR and compliance teams of why they should invest in working-hour infrastructure. HR compliance best practices in 2026 demand:
- Employers must meet today’s employment compliance standards, and manual logs and spreadsheets are not up to the job.
- Cover for all types of staff (Part-time, hybrid and project-based employees all to be covered)
- Regular internal audits: Self-audit timekeeping compliance quarterly, not wait for a labour inspection!
- Transparency towards employees: Employees should have access to and be able to review their own records whenever they want to
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