Category: Jobs In Finance

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Bank of Canada Renews 2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} Inflation Target, Adds Jobs to Mandate

Bank of Canada Renews 2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} Inflation Target, Adds Jobs to Mandate

(Bloomberg) — The Bank of Canada will maintain its 2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} inflation target for the next five years, but has formally been given license to moderately overshoot it to “support maximum sustainable employment.”

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In a mandate renewal released jointly with the Canadian government on Monday, the government directed the central bank to use monetary policy to boost employment levels as long as those efforts don’t jeopardize the broader objective of stable prices.

The move effectively gives Governor Tiff Macklem more latitude to keep interest rates lower than what they would have been had the focus remained squarely on the inflation number — though the central bank and government argued the new mandate only formalizes what was already an implicit part of recent Bank of Canada policy. At a press conference in Ottawa, both Macklem and Finance Minister Chrystia Freeland said there was no real change in the framework that will guide rate decisions.

“This agreement provides continuity and clarity, and it strengthens our framework to manage the realities of the world we live in,” Macklem said in an opening statement before taking questions from reporters.

The Canadian dollar extended declines after the statement, trading down 0.7{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} from yesterday at C$1.2807 per U.S. dollar at 4:38 p.m. in Toronto. Yields on Canadian government two-year bonds fell 5 basis points to 0.919{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}.

Since the 1990s, the bank has been narrowly focused on a single objective: to keep prices stable. The goal has been to keep inflation within a range of 1{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} to 3{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} as much as possible. Operationally, that’s meant aiming for a 2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} target over the Bank of Canada’s forecast horizon, a period of about two years.

The big change this time was to put more of an emphasize on the target range. The government added a new requirement whereby officials can use the 1{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} to 3{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} control range to “continue” supporting employment levels if warranted, but “only to an extent that is consistent with keeping medium-term inflation expectations well anchored to 2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}.”

Some economists saw no real changes in the new mandate, while others expressed concern about the government unecessarily introducing uncertainty into the Bank of Canada’s mandate. The central bank already had scope to delay the return of inflation to target, according to Bank of Nova Scotia economist Derek Holt.

“Overall, it would have been better to leave the wording unchanged in this sensitized, populist environment marked by concerns about governments seeking to more directly interfere in the operations of central banks,” Holt said in a note to investors. “Central bank watchers already knew that labor conditions matter, but having governments lead a process to codify this is a bit insensitive toward market concerns.”

‘Broad Set of Tools’

While the central bank had studied the benefits of a major overhaul of the mandate, any arguments in favor of a big change were weakened as inflation accelerated in recent months. Canadian inflation has been above the upper limit of the central bank’s control range for seven months, and is currently hovering at a two-decade high 4.7{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}.

The statement provided some details into how the new flexibility would work. The central bank would use the control range “when conditions warrant” with officials promising more transparency in how they plan to use it. According to the statement, the bank will explain when it is using the flexibility and will report on how labor market outcomes have factored into decisions.

There’s also a reference to the central bank using a “broad set of tools” to address challenges of structurally low interest rates, including maintaining low borrowing costs for longer.

The document is much more extensive than the last one in 2016, with references to climate change, the pandemic, and the need for more inclusivity in the economy. There was a recognition the Bank of Canada is “well-equipped to address some of these challenges, less so for others.”

Another addition to the statement was a reference that the Canadian government sharing responsibility for achieving the inflation target and maximum sustainable employment.

The statement also acknowledged a low interest rate environment can fuel financial imbalances, with the government pledging to working with federal agencies to deal with the risks if needed.

(Updates with Macklem comment in fourth paragraph, economist comment in 9th paragraph.)

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There have never been more food jobs, Marcus Wareing tells restaurant recruits

There have never been more food jobs, Marcus Wareing tells restaurant recruits
(Evening Standard)

(Evening Standard)

Michelin-starred chef Marcus Wareing said there have never been more jobs available in the restaurant industry as he backed our Christmas appeal to help upskill unemployed youngsters to get them into the workplace.

The Masterchef judge said the large number of vacancies in hospitality offered opportunities, but “the key is knowing how to get those jobs”.

He added: “Because of Brexit there are more vacancies than ever. I have never, ever, ever seen a time like the staff shortage we have now. Every single chef, every single manager and every single hotelier is saying exactly the same thing.”

Mr Wareing was speaking at Marcus, his restaurant in the Berkeley Hotel in Knightsbridge, as he met the latest cohort of unemployed people being trained by Springboard, an organisation that helps young people be “work ready” for careers in the hospitality industry.

Springboard is one of the charities we are funding in our £1 million Skill Up Step Up campaign in partnership with Barclays LifeSkills. The new recruits were on a three-week course that will culminate with interviews for jobs with catering company Compass.

Mr Wareing, 51, gave a rousing speech to encourage them, and revealed that his son, a student at Durham University, has chosen to work in McDonald’s rather than in the Marcus kitchen. He said: “Do you know what McDonald’s gives you? It gives you a career…my son went there because he wanted life skills, he wanted to see a different side.”

Referring to his kitchen at Marcus, he said: “This here is posh, this is luxury, that kitchen is a Formula One car, it’s the crème de la crème of kitchens. Not all kitchens are like that. I worked hard to build that kitchen, it didn’t just arrive here. I had to pay for it and build it. I started off in the lowest kitchens.”

Referring to staff shortages, he said restaurants had started poaching staff and paying “humungous” amounts of money for people to work for them. Others are having to open for fewer hours to enable them to keep running.

Springboard recruit Chisom Thomas, 19, said he was surprised to hear Mr Wareing’s son had turned down the Marcus kitchen for McDonald’s. But Mr Wareing said “from a job offer and career point of view, they offer a lot”.

He spoke about the importance of working hard, describing himself as “a young man from Southport who worked hard at his career. That’s it. I don’t believe I am gifted, I just worked hard at an industry and a job that I absolutely love.” He said the recruits would have no reason not to have a job once they had completed the Springboard course, telling them: “There’s a job for everyone somewhere, you just have to go and find it. Don’t be afraid to bang on those doors. I have a daughter and two sons and I say exactly the same to them.” Temi, 27, who hopes to become a pastry chef, said Mr Wareing’s encouragement was exactly what she wanted to hear after being rejected from several jobs. “I needed that, I really did.”

Bokuma Ebengo, 34, a carer who studied health and social care management, said she, too, was inspired. “Cooking is my passion,” she said. The mother of two wants to become a chef.

Mr Wareing emphasised the importance of continuing to learn throughout adult life, saying: “I still have a lot of food I want to learn, a lot of flavours I haven’t tasted and a lot of people I want to meet. I am excited about the future.”

As the recruits left his restaurant, it was obvious they were just as excited, now they are being helped by Springboard.

Read More

Skill Up Step Up campaign: Let’s get to work

Skill Up Step Up: Our £1million kickstart to get youngsters ready for work

Skill Up Step Up: Cross-party backing for our appeal to get youngsters into work

Skill Up Step Up: ‘I’m living proof there’s no single path to a career’ – Nadhim Zahawi

Skill Up Step Up: From council estate to $1m sales of watches – designer praises ‘crucial’ get-to-work appeal

Skill Up Step Up campaign: ‘I want to do social work and help others — but I need you for that’

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3 Side Jobs That Can Make an Extra $1,000 a Month in Little Time

3 Side Jobs That Can Make an Extra ,000 a Month in Little Time
  • You don’t have to choose between a side gig and family time. Here are four side gigs that take only 10 hours a week or less.
  • You can make up to $300 narrating a three-hour audiobook, and up to $140 per hour organizing closets.
  • You can also make up to $100 per post as a nano-influencer with less than 1,000 followers.
  • Read more stories from Personal Finance Insider.

Whether you’re short on your holiday shopping budget or looking to quickly build an emergency savings fund, it’s always nice to have a little extra cash on hand.

It may be daunting to pick up a side gig, especially if your day job is already demanding. If your side gig causes you to spend less time with your kids, partner, or friends, it’s easy to become resentful.

That’s why we found three side jobs that can earn you $1,000, working 10 hours per week or less.

1. Audiobook narrator

It’s time to pour yourself a cup of tea and find a quiet room to read a book. Sounds like a relaxing job, right?

On sites like ACX or Voices.com, audiobook narrators can earn up to $300 for a three-hour recording. You’ll need a podcasting microphone, which you can find on Amazon for $47. 

Once you get the hang of audiobook narration, you can hone your skills and become a voice actor. According to Voices.com, a trained voice actor can make up to $10,000 for a single national TV commercial.

2. Closet organizer

Can’t stop scrolling on #CleanTok? Put those cleaning and organizing skills to good use by helping people declutter their closets. Even Kim Kardashian West got her start as a celebrity closet organizer.

Closet organizers get paid $70 to $140 per hour, and, on top of that, you can negotiate a package deals.

Let’s say a client has a large garage packed with clutter, plus a closet full of clothes that don’t fit anymore. You can negotiate a $400 flat fee to work on both areas, plus throw in extra services like photo digitization or scrapbooking to help your client take care of their most precious memories.

If your client has good taste in clothes, you can offer to take their clothes to a consignment store or start an eBay page for them for an extra charge.

3. Content creator

You don’t need to have a ton of followers to cash in on the content creator train. 

These days, brands are relying on customers who buy their products to take great photos that they can repurpose on social media. In the age of digital media, brands need user-generated content (UGC) that looks natural and organic.

There are sites like Izea.com that connect brands with content creators (a fancy word for someone who takes pictures while using a product) to get UGC.

Depending on the brands you connect with, all you need to do is take a photo or video of a shirt, toothbrush, cookies, or whatever the brand sells.

While it definitely pays to have a large following, Izea’s FAQ page says it’s also paying nano-influencers who have anywhere from 100 to 1,000 followers up to $100 per post.

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As millions of jobs go unfilled, employers look to familiar faces in ‘boomerang employees’

As millions of jobs go unfilled, employers look to familiar faces in ‘boomerang employees’

You can only play so much golf.

The Great Resignation, as it has become known, has led to massive disruption and record numbers of job openings. But for former workers who took an exit ramp as the pandemic took hold, the dream of endless days on the links, snoozing, or watching old TV reruns may not have proven fulfilling.

Take it from me. I am one of these so-called boomerang employees, having taken a buyout a year ago from USA TODAY, where I worked as a reporter and editor for 24 years, and then returning this month as a part-timer.

Whether it’s for extra income, a chance to mingle with treasured colleagues, or to simply fill a significant void, some of those who left their jobs at the start of the pandemic are trickling back.

►Millions quit jobs: Job openings hover near all-time highs as Great Resignation shows little sign of easing

►Subscriber exclusive: For ‘unbanked’ Americans, pandemic stimulus checks arrived slowly and with higher fees. But that could change.

“It’s always easier to go back to somewhere where you were comfortable,” said Michelle Reisdorf, a senior regional director for recruiting firm Robert Half. “It’s such an easy transition back into the workplace.”

The tight job market is making it possible. Just as former workers may first think about their old jobs, employers know the benefits of tapping retirees and other past workers they trust. Boomerangs require less training compared to newbies, are familiar with company culture and, perhaps best of all, there may be a large pool of them.

1.5 jobs available for every unemployed American

Whether they can be convinced to rise from the sofa is another matter.

The number of open jobs in the nation swelled to 11 million in October, up from 10.6 million in September and not quite the record level set in July, the Labor Department reported Wednesday.

That works out to an average of 1.5 jobs available for each of the 7.4 million unemployed in October, the most unemployed Americans in at least two decades.

The same workers who might have felt burned out can now return fresh, hoping to write their own ticket. Full-timers might come back as part-timers, consultants, or freelancers. They may demand to work from home.

“The employee is focusing on areas most important to them,” – within limits, said Andres Lares, managing partner at the Shapiro Negotiations Institute.

►Subscriber exclusive: Massachusetts tops 5 states with the worst worker shortages. See where your state ranks.

Tips for boomerang employees

Lares recommends not taking their old employer’s confidence in an ex-worker for granted. Those who hope to return should seriously prepare their pitches for getting back a job, thinking ahead of what they will say.

When it comes to negotiating pay, “you want to aim high but within reason,” Lares said. Employee prospects have the upper hand but shouldn’t get carried away. He recalls one former employee demanding a 70{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} raise, which wasn’t realistic.

Robert Half’s Reisdorf has firsthand experience in coming back to her employer. She left Robert Half during the Great Recession and returned two years later in 2012. Much was the same, though the culture had shifted a bit. “We were a softer, gentler company,” she said.

Now she gets to see the boomerang trend from both sides – employers and former employees.

Employers who seek out former workers can try to cherry-pick the top performers or seek out specialized skills as they reposition for a post-pandemic world.

Companies that meet worker demands for more time at home, fewer hours, or other perks may get increased flexibility in their workforce, Reisdorf said, “but they have to pay more for that.”

As for former employees, those who never intended to retire or leave the workforce may come to realize the danger of having extended gaps on their resumes in a hot job market that could make them look like damaged goods.

“More are anxious to return when they realize coming back is a great opportunity for them,” she said.

►Sign up for the Daily Money: A collection of articles to help you manage your finances like a pro.

Take me, for example.

After a long career as a reporter and editor, the pandemic seemed like the perfect time to hang it up. Unlike many, I loved working from an office, but home confinement in the name of COVID-19 prevention started to come more naturally.

I had done my homework. I had a nest egg socked away and the requisite three “passions,” as retirement books recommended, to see me through. I could take daily bike rides, weekend boating outings, go see movies, tour museums and take trips at will. I took a volunteer post delivering boxes of blood to hospitals for the American Red Cross.

But there was what I came to think of as “the hole,” that empty place that used to be filled by significance in my life from producing articles and videos read by thousands. I had continued to write freelance but missed the excitement of a 24/7 national news operation.

So I came home to USA TODAY – little negotiation required.

Now the question for employers and their former workers alike is, will there be many others like me?

►Retirement newsletter: Hard work goes into retiring. News and analysis to help you plan well.

Contributing: Paul Davidson

This article originally appeared on USA TODAY: Jobs go unfilled but can boomerang employees solve hiring shortfalls?

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U.S. job openings jump to 11 million; fewer workers voluntarily quitting

U.S. job openings jump to 11 million; fewer workers voluntarily quitting

By Lucia Mutikani

WASHINGTON (Reuters) – U.S. job openings surged in October while hiring decreased, suggesting a worsening worker shortage, which could hamper employment growth and the overall economy.

The Labor Department’s monthly Job Openings and Labor Turnover Survey, or JOLTS report, on Wednesday also showed a steady decline in layoffs, another sign that the jobs market was tightening. While the number of people voluntarily quitting their jobs fell, it remained quite high.

“Under normal circumstances, a near record number of job openings would be something worth celebrating,” said Jennifer Lee, a senior economist at BMO Capital Markets in Toronto. “But no employer is in a celebratory mood. It is difficult to fill orders or meet customer demands if there are not enough people to do the actual work.”

Job openings, a measure of labor demand, increased by 431,000 to 11.0 million on the last day of October. This was the second-highest on record. Economists polled by Reuters had forecast 10.4 million vacancies.

The surge was led by the accommodation and food services industry, where vacancies increased by 254,000 jobs. There were 45,000 job openings in the nondurable goods manufacturing industry, while vacancies increased by 42,000 in the educational services sector. But job openings decreased by 115,000 in state and local government, excluding education.

Regionally, the rise in job openings was more pronounced in the South, with moderate gains in the West and Midwest. Vacancies fell in the Northeast. The job openings rate rose to 6.9{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} from 6.7{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} in September.

Hiring dropped by 82,000 jobs to 6.5 million in October. The finance and insurance industry accounted for the decline, with a 96,000 drop in payrolls. There were, however, increases in hiring in educational services as well as state and local government education. The hiring rate was unchanged at 4.4{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}.

There were about 1.5 job openings per unemployed worker in October.

(Graphic: Unemployed to job openings, https://graphics.reuters.com/USA-FED/JOBS/egvbkmeoepq/chart.png)

The government reported last Friday that nonfarm payrolls increased by 210,000 jobs in November, the fewest since last December, after rising 546,000 in October. The unemployment rate fell to a 21-month low of 4.2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a}.

Though employment is 3.9 million jobs below the peak in February 2020, economists believe that number probably is not a true reflection of the labor market’s health as the shortfall includes people who have retired.

The JOLTS report showed layoffs fell by 35,000 to 1.361 million. The layoffs rate was unchanged at 0.9{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} for a third straight month.

Quits decreased by 205,000 to a still-high 4 million in October. The decline was in several industries, with large drops in transportation, warehousing and utilities as well as finance and insurance, and arts, entertainment and recreation.

But 21,000 more people quit their jobs in state and local government, excluding education. There were also more quits in mining and logging. The quits rate fell to 2.8{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} from 3.0{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} in September amid a large drop in the leisure and hospitality sector.

(Graphic: Americans still quitting their jobs in big numbers, https://graphics.reuters.com/USA-ECONOMY/byprjqqnxpe/chart.png)

“The quits rate in those industries dropped by half a percentage point, signaling some easing in job hopping,” said Nick Bunker, director of research at Indeed Hiring Lab. “In addition to the slowdown in wage growth in the sector seen in recent jobs reports, this trend suggests maybe the advantageous situation for workers in this sector might deteriorate in the months ahead if the current situation continues.”

The quits rate is normally viewed by policymakers and economists as a measure of job market confidence. The still-high quits rate suggests wage inflation will likely remain uncomfortably high for a while. Inflation is way above the Federal Reserve’s flexible 2{1b90e59fe8a6c14b55fbbae1d9373c165823754d058ebf80beecafc6dee5063a} target.

(Reporting by Lucia Mutikani; Editing by Andrea Ricci)

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Infosys BPM to Create 250 Jobs in Ireland, With a New State-of-the-Art Delivery Center in Waterford

Infosys BPM to Create 250 Jobs in Ireland, With a New State-of-the-Art Delivery Center in Waterford

WATERFORD, Ireland, Dec. 8, 2021 /PRNewswire/ — Infosys BPM, the business process management arm of Infosys (NYSE: INFY), today announced that it is expanding its presence in Ireland, creating 250 jobs locally with the development of a new delivery center in Waterford.

Infosys Logo

Infosys Logo

Infosys BPM started its Ireland operations in Dublin in 2014, delivering exceptional service offerings across telecommunications, manufacturing, social media, healthcare, edtech, and fintech sectors. The company has since then, further expanded in Ireland through its offices in Waterford, Wexford, Clonmel, and Craigavon.

The new center in Waterford will provide voice support, customer service and technical support operations for large global enterprises. The new roles will cover several functions across various job levels, spanning a multitude of skills from customer and technical support roles to subject-matter-experts in the areas of finance, HR, planning, and capacity management.

The employees will be working at the cutting edge of innovation in the digital space, consistently providing anytime-anywhere experiences to empower some of the world’s largest organizations in navigating their digital transformation journeys. In line with the company’s mission to develop the workforce through continuous learning, Infosys will provide critical training and growth opportunities to nurture the next generation of digital talent.

The 250 new roles in Ireland will build on Infosys’ recently announced 1,000 jobs in the UK, reinforcing the company’s commitment to supporting post-pandemic economic growth in the region.

Leo Varadkar TD, Tánaiste and Minister for Enterprise, Trade and Employment, Ireland, said: “Congratulations to the entire Infosys BPM team, on this impressive expansion which will result in the creation of 250 new jobs in Waterford. This is a great boost for the South East and demonstrates the attractiveness of Ireland as a location for investment from leading companies from around the world. Best of luck to the team, I trust you will be very happy in Waterford.”

Anantha Radhakrishnan, MD & CEO, Infosys BPM, said, “The launch of the new center is a testament to our continued focus on the workplace of the future, grounded in building a robust talent pool with strong digital skills. This investment in Ireland builds on our long-standing commitment to developing a highly skilled workforce in Ireland and our focus on achieving breakthrough innovation for our clients in a collaborative environment. Hiring the best of talent will not only offer a significant boost to the regional economy, but also substantially enhance growth opportunities for us. This will further enable us to deliver amplified business value for our clients with agility and a superior stakeholder experience.”

Martin Shanahan, CEO, IDA Ireland, said, “As one of the largest employers in the South East, this announcement by Infosys BPM for 250 new roles at its new delivery centre in Waterford is very welcome. Infosys’ continued investment in their site in Waterford, as well as their other sites in Wexford and Clonmel, represents a strong endorsement of the talent available in the South East region – particularly in the IT sector. It should serve also as an example for other large international IT companies looking to expand into Europe that Ireland remains a premier location for doing so. I wish Infosys BPM the utmost success with their future operations.”

About Infosys BPM

Infosys BPM Ltd., the business process management (BPM) subsidiary of Infosys Ltd. (NYSE: INFY), was established in April 2002. We offer integrated end-to-end transformative BPM services, and have journeyed through the table-stakes of effectiveness and efficiency with an ever-increasing focus on enhancing stakeholder experience and empathy. We enable clients to navigate their digital journey, operating from 35 delivery centers across 14 countries, with over 48,800 people from 120 nationalities.

Visit www.infosysbpm.com to learn how Infosys BPM can help your enterprise navigate your next. For more information contact bpm.pr@infosys.com

About Infosys

Infosys is a global leader in next-generation digital services and consulting. We enable clients in more than 50 countries to navigate their digital transformation. With over four decades of experience in managing the systems and workings of global enterprises, we expertly steer our clients through their digital journey. We do it by enabling the enterprise with an AI-powered core that helps prioritize the execution of change. We also empower the business with agile digital at scale to deliver unprecedented levels of performance and customer delight. Our always-on learning agenda drives their continuous improvement through building and transferring digital skills, expertise, and ideas from our innovation ecosystem.

Visit www.infosys.com to see how Infosys (NYSE: INFY) can help your enterprise navigate your next.

Safe Harbor

Certain statements in this release concerning our future growth prospects, financial expectations and plans for navigating the COVID-19 impact on our employees, clients and stakeholders are forward-looking statements intended to qualify for the ‘safe harbor’ under the Private Securities Litigation Reform Act of 1995, which involve a number of risks and uncertainties that could cause actual results to differ materially from those in such forward-looking statements. The risks and uncertainties relating to these statements include, but are not limited to, risks and uncertainties regarding COVID-19 and the effects of government and other measures seeking to contain its spread, risks related to an economic downturn or recession in India, the United States and other countries around the world, changes in political, business, and economic conditions, fluctuations in earnings, fluctuations in foreign exchange rates, our ability to manage growth, intense competition in IT services including those factors which may affect our cost advantage, wage increases in India, our ability to attract and retain highly skilled professionals, time and cost overruns on fixed-price, fixed-time frame contracts, client concentration, restrictions on immigration, industry segment concentration, our ability to manage our international operations, reduced demand for technology in our key focus areas, disruptions in telecommunication networks or system failures, our ability to successfully complete and integrate potential acquisitions, liability for damages on our service contracts, the success of the companies in which Infosys has made strategic investments, withdrawal or expiration of governmental fiscal incentives, political instability and regional conflicts, legal restrictions on raising capital or acquiring companies outside India, unauthorized use of our intellectual property and general economic conditions affecting our industry and the outcome of pending litigation and government investigation. Additional risks that could affect our future operating results are more fully described in our United States Securities and Exchange Commission filings including our Annual Report on Form 20-F for the fiscal year ended March 31, 2021. These filings are available at www.sec.gov. Infosys may, from time to time, make additional written and oral forward-looking statements, including statements contained in the Company’s filings with the Securities and Exchange Commission and our reports to shareholders. The Company does not undertake to update any forward-looking statements that may be made from time to time by or on behalf of the Company unless it is required by law.

For media enquiries, contact:

Dena Tahmasebi
Head of Communications EMEA, Infosys
dena.tahmasebi@infosys.com

Logo: https://mma.prnewswire.com/media/633365/Infosys_Logo.jpg