Exhibit 11.1












INFOSYS LIMITED



WHISTLEBLOWER POLICY



Originally adopted by the Board of Directors
on April 9, 2003;



Amended by the Board of Directors on April
13, 2012



Modified by the Board of Directors on April
15, 2014



Modified to change contact details of the
Chief Compliance Officer by virtue of the appointment made by the Board on January 9, 2015



The Purpose of this Policy



Infosys Limited (“Infosys”) and
its subsidiaries (collectively the “Company”) are committed to complying with the foreign and domestic laws that apply
to them, satisfying the Company’s Code of Conduct and Ethics, and particularly to assuring that business is conducted with
integrity and that the Company’s financial information is accurate. If potential violations of Company policies or applicable
laws are not recognized and addressed promptly, both the Company and those working for or with the Company could face governmental
investigation, prosecution, fines, and other penalties. That can be costly. Consequentially, and to promote the highest ethical
standards, the Company will maintain a workplace that facilitates the reporting of potential violations of Company policies and
applicable laws. Employees must be able to raise concerns regarding such potential violations easily and free of any fear of retaliation.
That is the purpose of this policy (the “Policy” or the “Whistleblower Policy”). You are required to read
this Policy and submit the attached certification that you will comply with it.



Your Duty to Report



Everyone is required to report to the Company
any suspected violation of any law that applies to the Company and any suspected violation of the Company’s Code of Conduct
and Ethics. It is important that you report all suspected violations. This includes possible accounting or financial reporting
violations, insider trading, bribery, or violations of the anti-retaliation aspects of this Policy. Consult the Company’s
Code of Conduct and Ethics for a more detailed description of potential violations and other areas of particular concern. Retaliation
includes adverse actions, harassment, or discrimination in your employment relating to your reporting of a suspected violation.



It is the policy of the Company that you must,
when you reasonably suspect that a violation of an applicable law or the Company's Code of Conduct and Ethics has occurred or is
occurring, report that potential violation. Reporting is crucial for early detection, proper investigation and remediation, and
deterrence of violations of Company policies or applicable laws. You should not fear any negative consequences for reporting reasonably
suspected violations because retaliation for reporting suspected violations is strictly prohibited by Company policy. Failure to
report any reasonable belief that a violation has occurred or is occurring is itself a violation of this Policy and such failure
will be addressed with appropriate disciplinary action, including possible termination of employment.



How to Report



You must report all suspected violations to
(i) your immediate supervisor; (ii) the Chief Compliance Officer; at complianceoffice@infosys.com or (iii) anonymously, by sending
an e-mail to:

whistleblower@infosys.com



If you have reason to believe that your immediate
supervisor or the Chief Compliance Officer is involved in the suspected violation, your report may be made to the Audit Committee
of Infosys’ Board of Directors (the “Audit Committee”) at:

Chairperson, Audit Committee

Infosys Limited

44 Electronics City

Hosur Road

Bangalore - 560100



Because you have several means of reporting,
you need never report to someone you believe may be involved in the suspected violation or from whom you would fear retaliation.



Your report should include as much information
about the suspected violation as you can provide. Where possible, it should describe the nature of the suspected violation; the
identities of persons involved in the suspected violation; a description of documents that relate to the suspected violation; and
the time frame during which the suspected violation occurred. Where you have not reported anonymously, you may be contacted for
further information.



Investigations after You Report



All reports under this Policy will be promptly
and appropriately investigated, and all information disclosed during the course of the investigation will remain confidential,
except as necessary to conduct the investigation and take any remedial action, in accordance with applicable law. Everyone working
for or with the Company has a duty to cooperate in the investigation of reports of violations. Failure to cooperate in an investigation,
or deliberately providing false information during an investigation, can be the basis for disciplinary action, including termination
of employment. If, at the conclusion of its investigation, the Company determines that a violation has occurred, the Company will
take effective remedial action commensurate with the nature of the offense. This action may include disciplinary action against
the accused party, up to and including termination. Reasonable and necessary steps will also be taken to prevent any further violations
of Company policy.



Retaliation is not Tolerated



No one may take any adverse action against any
employee for complaining about, reporting, or participating or assisting in the investigation of, a reasonably suspected violation
of any law, this Policy, or the Company’s Code of Conduct and Ethics. The Company takes reports of such retaliation seriously.
Incidents of retaliation against any employee reporting a violation or participating in the investigation of a reasonably suspected
violation will result in appropriate disciplinary action against anyone responsible, including possible termination of employment.
Those working for or with the Company who engage in retaliation against reporting employees may also be subject to civil, criminal
and administrative penalties.



Document Retention



All documents related to reporting, investigation
and enforcement pursuant to this Policy shall be kept in accordance with the Company’s record retention policy and applicable
law.



Modification



The Audit Committee or the Board of Directors
of Infosys can modify this Policy unilaterally at any time without notice. Modification may be necessary, among other reasons,
to maintain compliance with federal, state or local regulations and / or accommodate organizational changes within the Company.



Please sign the acknowledgment form below and
return it to Human Resources. This will let the Company know that you have received the Whistleblower Policy and are aware of the
Company’s commitment to a work environment free of retaliation for reporting violations of any Company policies or any applicable
laws.



ACKNOWLEDGMENT AND AGREEMENT REGARDING THE WHISTLEBLOWER POLICY



This is to acknowledge that I have received a copy of the Company’s
Whistleblower Policy. I understand that compliance with applicable laws and the Company’s Code of Conduct and Ethics is important
and, as a public Company, the integrity of the financial information of the Company is paramount. I further understand that the
Company is committed to a work environment free of retaliation for employees who have raised concerns regarding violations of this
Policy, the Company’s Code of Conduct and Ethics or any applicable laws and that the Company specifically prohibits retaliation
whenever an employee makes a good faith report regarding such concerns. Accordingly, I specifically agree that to the extent that
I reasonably suspect there has been a violation of applicable laws or the Company's Code of Conduct and Ethics, including any retaliation
related to the reporting of such concerns, I will immediately report such conduct in accordance with the Company’s Whistleblower
Policy. I further agree that I will not retaliate against any employee for reporting a reasonably suspected violation in good faith.



I understand and agree that to the extent I do not use the procedures
outlined in the Whistleblower Policy, the Company and its officers and directors shall have the right to presume and rely on the
fact that I have no knowledge or concern of any such information or conduct.



____________________________

Employee’s signature



____________________________

Employee’s Name [printed]



___________________________

Date