Some companies allow employees to work an abbreviated day on Fridays during the summer months, often referred to as "Summer Fridays." Certain business models may be more conducive to Summer Fridays, so this isn't necessarily the right approach for every company. Here are some considerations for implementing Summer Fridays:

Pros:

Summer Fridays are a valuable benefit for many employees, increasing commitment, morale, and productivity, especially among employees who value increased flexibility. The goal of the Summer Friday is to maximize productivity when employees are at work. Most employers find that even though employees work fewer hours on that day, they generally work harder before they leave and once they're back in the office.

Cons:

Conversely, some employees may turn the partial day off into a full day off by not treating the Summer Friday as a legitimate work day. In addition, some employees may feel increased work stress if they have to complete more work in less time or make up the hours the rest of the week.

Additional Considerations:

Before instituting Summer Fridays, consider the following guidelines:

• Evaluate your options. Summer Fridays may mean a shortened workday and, overall, a shorter workweek. Other employers accommodate Summer Fridays by compressing the workweek (that is, allowing employees to work longer days Monday through Thursday so they can leave early on Friday). Evaluate whether business demands can be met with a compressed workweek. If not, consider other options that may help boost morale and productivity, such as flexible hours, rotating Summer Fridays among employees, or permitting Summer Fridays every other week.
• Rules for compressed workweeks. Employers in Alaska, California, and Nevada have additional considerations for adopting an alternative/compressed workweek. In these states, specific criteria must be met in order to avoid daily overtime when implementing a bona fide compressed workweek schedule. Check your state law for more information. Note: If a non-exempt employee works more than 40 hours in any workweek, they are entitled to overtime regardless of whether the workweek is compressed.
• Dress code issues. Dress code violations tend to increase in the summer. The introduction of Summer Fridays may prompt further violations, especially if employees are planning to head to the beach straight from work. However strict or relaxed your dress standards are, remind employees of your expectations as summer approaches. Consider re-distributing your written dress code or personal appearance policy, and provide clear examples of what constitutes appropriate and inappropriate dress.
• Maintain flexibility. Take steps to ensure that you have the flexibility to meet business needs. Clearly communicate to employees that you retain the right to limit, adjust, or suspend Summer Fridays at any time and that supervisors may ask employees to adjust their schedules to meet business needs.
• Put the policy in writing. Put your policy in writing, obtain employee acknowledgments, and remind employees of the policy before the start of each summer season. In addition to addressing the issues discussed above, the policy should indicate when Summer Fridays are in effect, who is eligible, and company expectations concerning productivity.

Conclusion:

Summer Fridays are an attractive benefit for employees. If you are thinking about implementing this type of perk, take the time to decide whether Summer Fridays are right for your business.