INFOSYS LIMITED

Infosys Code Migrator

Infosys Code Migrator is an AI native tool built specifically for code migration. It uses Generative AI throughout the migration lifecycle to deliver high efficiency and accuracy. By addressing challenges at every stage, it streamlines modernization and ensures a smooth transition to modern technology platforms.

Features

• AI-native architecture integrates Generative AI across migration process.
• Embedded AI optimizes every phase of migration lifecycle.
• Automates complex migration tasks for efficiency and accuracy.
• Addresses challenges to ensure smooth modernization workflows.
• Accelerates timelines and reduces costs with AI-driven migration.

Benefits

• Integrates Generative AI across migration stages for optimized documentation.
• Reusable components and plugins enable flexible, customized workflows seamlessly.
• Teams quickly resolve issues, creating new migration paths efficiently.
• Human reviewers validate code, correcting inconsistencies for accuracy.
• Managed solutions accelerate delivery and reduce modernization costs significantly.
• Open-source components require minimal infrastructure for rapid deployment.

• Free trial available

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at ukps@infosys.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

266474213952109

Contact

Peter Gill
+44 7391393866
ukps@infosys.com

About your service

• Service categories:

  Application Development and Deployment

  AI platforms

  AI life cycle

  • AI Build Software

  AI software services

  • Generative AI Software Services
• Multi cloud support: Yes

Service scope

• Software add-on or extension: No
• Cloud deployment model:
  • Private cloud
  • Hybrid cloud
• Service constraints: Successful migration depends on performing thorough pre‑migration assessments, and addressing risks such as application modernization needs, and dependency analysis. These factors can limit flexibility and require planned coordination during migration.
• System requirements:
  • Physical/ Virtual server with minimum 16 GB RAM
  • Operating System: Windows Server 2019 Standard, 64-bit
  • Azul Zulu JDK 17.X
  • Maven 3.8.X
  • PostgreSQL 15
  • Python version 3.10
  • Eclipse 2022+

User support

• Email or online ticketing support: No
• Phone support: No
• Web chat support: No
• Onsite support: Yes
• Support levels: AI Engineer/; GenAI Engineer
• Support available to third parties: No

Onboarding and offboarding

• Getting started: Infosys helps users begin using Code Migrator through guided, service‑driven enablement, delivered within modernization engagements.; Infosys provides structured support through its Application Modernization Platform and modernization services, which include assessment, planning, and execution assistance, ensuring users understand how migration workflows operate before automation begins. These programs include expert‑led enablement, where Infosys teams guide organizations through migration steps, platform capabilities, and integration into existing environments.
• Service documentation: Yes
• Documentation formats:
  • PDF
  • Other
• Other documentation formats: MP4
• End-of-contract data extraction: Tool gives an immediate output which can be leveraged by users, hence data extraction once contract expires is not required
• End-of-contract process: All output code is shared and tool is safely removed from client premises
• Documentation accessibility standard: None or don’t know
• How the documentation is accessible: There is no documentation accessible for client. The team sets up and implements the use cases.

Using the service

• Web browser interface: No
• Application to install: No
• Designed for use on mobile devices: No
• Service interface: No
• User support accessibility: None or don’t know
• API: Yes
• What users can and can't do using the API: No direct access to APIs. Access is allowed only through UI.
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: No
• Customisation available: No

Scaling

• Independence of resources: Infosys Code Migrator isn’t documented as a public, multi‑tenant SaaS; it operates as an AI‑native migration engine embedded in Infosys‑run modernization programs. That setup minimizes “noisy‑neighbor” risk because capacity is planned per engagement, not shared across unrelated users. Typical safeguards include environment isolation (dedicated subscriptions/namespaces), controlled job concurrency and queues, and right‑sized compute with autoscaling for peak loads in cloud‑ready pipelines. Governance is enforced through program‑specific workflows and SLAs within Infosys’ modernization platforms, rather than a public self‑service tier. Collectively, these practices ensure other customers’ demand doesn’t degrade your experience.

Analytics

• Service usage metrics: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Security Clearance (SC)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• User control over data storage and processing locations: No
• Datacentre security standards: Supplier-defined controls
• Penetration testing frequency: At least every 6 months
• Penetration testing approach: In-house
• Protecting data at rest: Other
• Other data at rest protection approach: Data is secured through logical access control
• Data sanitisation process: Yes
• Equipment disposal approach: In-house destruction process
• Data sanitisation type: Physical Destruction / Hardware containing data is completely destroyed

Data importing and exporting

• Data export approach: N/A
• Data export formats: CSV
• Data import formats: CSV

Data-in-transit protection

• Data protection between buyer and supplier networks: Other
• Other protection between networks: Tool is installed locally in client's landscape and does not interact with open internet. It connects to client approved enterprise LLM's through APIs.
• Data protection within supplier network: Legacy SSL and TLS (under version 1.2)

Availability and resilience

• Guaranteed availability: Taken care as part of SOW
• Approach to resilience: Available on request
• Outage reporting: Outages or service interruptions are communicated directly to the client’s project stakeholders through email alerts

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password
• Access restrictions in management interfaces and support channels: Access restrictions for management interfaces and support channels in Infosys Code Migrator are not applicable because the service does not expose any dedicated administrative or management interfaces to end users. All operations are performed through the standard application interface with role-based access controls already enforced. Similarly, support channels are handled externally via Infosys’ centralized support systems, which follow corporate security policies and do not require separate access mechanisms within the tool. Since there are no direct management consoles or privileged interfaces for customers, additional restrictions beyond standard authentication and authorization are unnecessary.
• Access restriction testing frequency: At least every 6 months
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password

Audit information for users

• Access to user activity audit information: Users contact the support team to get audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: User-defined
• How long system logs are stored for: Less than 1 month

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: Other
• Other security governance standards: Internal standard
• Information security policies and processes: Internal Information Security Group (ISG) processes and policies
• Software Security Code of Practice: No

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: Infosys DevOps Platform (IDP) manages configuration and change processes for Infosys Code Migrator through automation and governance. Configuration management leverages Git repositories for version control, Infrastructure as Code for environment setup, and artifact repositories for consistent builds. Environment-specific parameters and secrets are securely handled. Change management uses CI/CD pipelines integrated with Infosys Code Migrator for automated agent deployment, testing, and migration. Approval workflows via ITSM tools ensure controlled releases, while deployment strategies like blue-green and canary minimize risk. All changes are logged for audit and compliance, with dashboards for visibility. Post-deployment monitoring ensures stability and continuous improvement.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Infosys Code Migrator implements a robust vulnerability management process to ensure secure and compliant code migration. The process primarily leverages BlackDuck scans to identify and manage vulnerabilities in open-source components and third-party libraries. BlackDuck performs comprehensive security checks for known CVEs, license compliance, and policy violations during the migration workflow. These scans are integrated into the CI/CD pipeline, enabling automated detection and reporting of risks before deployment. Identified vulnerabilities are prioritized based on severity, and remediation steps are applied promptly. This proactive approach ensures that migrated code meets security standards and minimizes exposure to potential threats.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Infosys Code Migrator employs CAST Scan (Code Analysis and System Transformation) as part of its protective monitoring process to ensure code quality, security, and compliance during migration. CAST Scan performs deep static analysis of application code to detect vulnerabilities, architectural flaws, and technical debt early in the migration lifecycle. It provides detailed insights into code complexity, maintainability, and risk areas, enabling proactive remediation. Integrated with Infosys DevOps Platform (IDP), CAST Scan runs automated scans within CI/CD pipelines, ensuring continuous monitoring and governance. This approach minimizes risks, enhances reliability, and supports compliance with industry standards throughout the code migration process.
• Incident management type: Undisclosed
• Incident management approach: Infosys Code Migrator follows a straightforward incident management process primarily through email-based support. Users can report issues by sending detailed descriptions of the incident, including error messages and screenshots, to the designated support email address. Upon receipt, the support team acknowledges the request, categorizes the incident based on severity, and initiates resolution. Communication is maintained via email throughout the process, ensuring transparency and timely updates. Once resolved, confirmation is shared with the user, and the incident is documented for future reference. This approach ensures quick response, clevar communication, and effective handling of issues during the code migration process.
• Post-quantum cryptography secure: No

Secure development

• Approach to secure software development best practice: Supplier-defined process

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: No
• Free trial available: Yes
• Description of free trial: Available on request
• Link to free trial: Infosys internal link

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 0%
• Between £250,000 and £500,000: 0.2%
• Between £500,001 and £1,000,000: 0.5%
• Between £1,000,001 and £2,500,000: 1%
• Between £2,500,001 and £5,000,000: 1.5%
• Over £5,000,001: 2%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: Bureau Veritas Certification Holding SAS - UK Branch
• ISO/IEC 27001 accreditation date: Wednesday 17 December 2003
• What the ISO/IEC 27001 doesn’t cover: N/A
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• Who accredited the ISO 9001 certification: Bureau Veritas Certification Holding SAS - UK Branch
• ISO 9001 accreditation date: Tuesday 10 November 1998
• What the ISO 9001 doesn’t cover: The scope is "The provision of software services including project management, consultancy, analysis, design, build, test, user documentation, installation, training, maintenance, customisation, Migration, Re-engineering, Product Development, Package Implementation, Systems Integration, Validation, Cloud and Infrastructure Management Services, Digital Integration Services, Enterprise Mobility.; The supply of software for Banking, Financial, Capital Markets, Energy, Utilities, Insurance, Cards and Payments, Healthcare, Life Sciences, Retail, Consumer Packaged Goods, Logistics, Manufacturing, Communications, Media, Entertainment, Embedded Systems, Internet, Middleware MIS Applications.; The provision of software based engineering services"; anything outside this scope is not covered
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: Da4614e5-ad88-4d7c-921d-8e59b5d9b4a4
• Cyber essentials plus: No
• Cyber Essentials Alternative: In relation to the services you do not have a current and valid Cyber Essentials Plus certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials Plus certificate by one of the government approved accreditation bodies within 12 months of the date of award.
• Other security certifications: Yes
• Any other security certifications:
  • SSAE 18/ISAE 3402 SOC 1 Type II
  • CMMI 2.0
  • ISO 22301:2019
  • ISO 42001:2023

Social value

• Section B - Commitment for Future: Delivery:

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

    • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
    • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
    • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
    • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
    • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
    • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
    • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
    • Activities to cascade good practice on fair working conditions throughout the supply chain
    • Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
    • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
    • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
    • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
    • Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
    • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
    • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Volunteering opportunities for staff
    • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
    • Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
    • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
    • How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
    • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
    • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
    • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

    • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
    • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

    • Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
    • Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
    • Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
    • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
    • Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
    • Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
    • Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
    • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
    • Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
    • Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
    • Plans for positive actions with community groups.
    • Measures for making facilities used in the delivery of the contract available for community groups, education or training
    • Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
    • Plans to respond flexibly and adapt approaches to community engagement and initiatives
    • Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
    • Collaborating with anchor institutions and community groups to make facilities available for education, training or community events

  • Mission: Make Britain a clean energy superpower: To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

    Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

    • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Collaborative ways of working with the supply chain to deliver additional environmental benefits in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
    • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 6: Employment and training: For those who face barriers to employment

    • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
    • Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
    • Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
    • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
    • Introducing transparency to pay and reward processes
    • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
    • Working conditions which promote an inclusive working environment and promote retention and progression
    • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
    • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
    • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

    • Understanding of the issues affecting the development of new skills by target cohort
    • Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
    • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of issues relating to entering the contract workforce
    • Creation of outreach activities to create a pipeline of employees for the future contract delivery
    • Content of the outreach activity is designed to suit the target cohort
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort

  • Mission: Build an NHS fit for the future: That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

    Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

    • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
    • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
    • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
    • Actions to invest in the physical and mental health and wellbeing of the contract workforce

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at ukps@infosys.com. Tell them what format you need. It will help if you say what assistive technology you use.