July 17, 2024 | Category: What's Hot in HR | Tags:

Over the last several years there have been a lot of buzzwords and phrases used to describe work life in the post-COVID workplace: the great resignation, quiet quitting, ‘resenteeism‘, bare minimum Mondays, etc. Many of these buzzwords and phrases come with a negative connotation and indicate workers are dissatisfied with work and feeling employee burnout. 

Employers who are looking to retain workers and improve their overall attitude about work have been looking for solutions to deal with the post-COVID slump that many workers are experiencing. Summer Fridays, while not a new concept in the workplace, is one such solution that employers are exploring to attract and retain workers who might otherwise be disengaged with work. 

What are Summer Fridays? 

As the name suggests, Summer Fridays are a workplace benefit that employers normally offer during the summer months – typically between Memorial Day and Labor Day. During those summer months, companies allow workers to leave a few hours early or take the day off entirely.  

A poll, conducted by Wisetail and One Poll in 2022, revealed that, of the 2,000 workers surveyed, nearly 60% indicated their employer offered Summer Fridays and 85% believed that this benefit made them happier at work. Similarly, a recent study from ADP revealed that 66% of those who have Summer Fridays feel it boosts their productivity and job satisfaction.  

Sounds great, right? However, not all companies can jump straight to a 4- or 4.5-day workweek on a whim. Like any business decision, there are a few different things companies need to consider before implementing such a benefit. 

3 Considerations to Leverage Summer Fridays Successfully in Your Workweek 

  1. Operational Challenges and Customer Expectations – Some industries (i.e. retail, restaurants, shipping, manufacturing, etc.) can find it challenging to close early or completely one day a week due to production requirements, project deadlines, or customer expectations. In those instances, adopting a modified Summer Fridays schedule – where half the staff gets to leave early or take one free Friday, and the other half alternate and take the following Friday off– may be a solution. Alternatively, another solution could be having overlapped four-day workweeks – where some employees work Monday through Thursday and others work Tuesday through Friday – may be another solution. 
  2. Adopt a Clear Policy and Communicate It to All Employees – It’s important to establish a clear policy, including when the policy applies, work hour expectations, that it is subject to change, etc., and communicate the policy to all workers. This policy may change over time. Seek feedback from staff regarding how the policy works and adjust the policy, if needed. When changes are made, communicate those changes to everyone. 
  3. Consider the Impact on Payroll – Changing the schedule is one thing. How it affects payroll is another. If the schedule is adjusted to a four-day, 40-hour workweek with Fridays off, changes will have to be made to time tracking and payroll. If employees are allowed to leave at 12pm on Fridays, adjustments will need to be made to ensure employees receive appropriate pay despite the shortened workweek.

If offering Summer Fridays is not workable for your workplace, consider offering Flex Fridays. This is a related, but different way of scheduling that provides similar benefits. Flex Fridays can be something offered year-round, while summer Fridays typically only apply over a limited number of months. 

summer friday

What are Flex Fridays? 

As the name implies, Flex Fridays provide flexibility in how work is conducted. That flexibility can allow your workforce to take charge of their own work and can include: 

  • Offering remote work options 
  • Implementing gray days where meeting and deadlines are cancelled on Fridays 
  • Introducing Flexible work times (come in later or leave earlier on certain days), etc. 
  • Implementing 4-10 schedules 

Regardless of the logistical decisions that would be required to orchestrate such a flexible working arrangement, the potential benefits are evident. This type of freedom provides many of the same benefits to a company’s workforce as a Summer Friday work arrangement, including increased productivity and better employee engagement, etc., all while allowing employees to continue to work full 40-hour workweeks. 

A flex work schedule like Flexible Friday or Summer Fridays can ultimately serve as a wonderful perk for employees because it increases one’s work and life balance as they have more personal time, it promotes better wellness, allows for more opportunities for personal activities, and promotes a better work ethic as it can reduce workplace stress.  

How to Make Flex Fridays Work for Your Workforce & Employee Morale 

As job searchers and current workers are increasingly looking for more freedom and flexibility in the workplace – not only where they work, but how they work – employers need to consider all possibilities when it comes to how work is done in 2024 and forward. Both Summer Fridays and Flex Fridays offer valuable benefits for employers seeking to attract and retain top talent. The best choice depends on your specific workplace needs and company culture.  

By offering more adaptable work week options, employers and business leaders can improve employee satisfaction and morale, increase recruitment metrics, and create a more attractive work environment.