Where Did Summer Fridays Go?

Summer Fridays, a once-popular workplace policy, refer to full or partial days off gifted to employees by employers that typically fall between Memorial Day and Labor Day.

The concept is reported to have begun in New York in the 1960s when employers attempted to tackle reduced employee productivity during the summer months.

According to Gartner, around 55% of companies in North America adopted this policy in 2019. However, a 2023 report has since reported a decline in practice, with only 11% of US employees reporting access to this benefit.

Notable examples of companies canceling Summer Fridays include Goldman Sachs, PwC, and Boeing.

With that said, let's explore the decline of Summer Fridays in more detail.

Reasons for the Decline of Summer Fridays

Although there's no documented evidence of why Summer Fridays are declining, several factors may contribute to this trend.

For instance:

•          Increased workload and business demands

•          The increasing shift towards remote working

•          Increasing international workforces make managing different time zones a challenge

•          Concerns about project completion and budget pressures.

The Importance of Summer Fridays

Despite its decline in popularity, Summer Fridays' potential benefits are numerous and promising. This policy could significantly improve well-being, enhance work-life balance, and increase workplace productivity.

In fact, the stats bear this out:

•          A PwC report found that 73% of staff said Summer Fridays positively impacted their general well-being.

•          Similarly, 90% of employees thought Summer Fridays positively impacted their work-life balance and job satisfaction.

•          A Monster survey found that 66% of employees are more productive when offered summer benefits.

•          Lastly, one 2022 study found that businesses that reduced their working week to 32 hours had a 57% reduction in the chances of employees quitting.

Strategies to Reintroduce Summer Fridays

Having seen the potential benefits of offering employees Summer Fridays, here are a few pointers to help create a policy that works for everyone:

•          Adopt a more flexible approach, e.g., the option of Summer Mondays, every other Friday off, or coordinated half-days.

•          Ensure your Summer Friday policy is available to all employees and clarifies working hour expectations.

•          Try gradually introducing your Summer Fridays policy, e.g., via a pilot in two or three teams that provide weekly feedback on the policy's impact.

•          For remote and hybrid workers, perhaps consider more flexible options like time banking, optional participation, every other Friday, etc.

Case Studies and Success Stories

Companies successfully implementing Summer Fridays include Estee Lauder, Condé Nast, IBM, and Pfizer.

Similarly, KPMG offers a Summer Jumpstart program where staff can leave two hours early on Fridays from Memorial Day to Labor Day.

Are You Ready to Offer Employees Summer Fridays?

After weighing the evidence, it appears the benefits of Summer Fridays outweigh the negatives. Potential increases in employee retention, happier staff, and more productive teams all seem like bonuses to us!

Instead of dismissing the idea outright, consider reintroducing Summer Fridays or a modified version. By measuring its short—and longer-term impact on your bottom line, staff retention, and employee satisfaction, you can make an informed decision about the effectiveness of this policy.

Remember—fostering a positive workplace culture shows the world you're a good employer, which goes a long way toward attracting high-quality candidates.

That said, we think adding Summer Fridays to your employee benefits package could reap long-term benefits. For more team management guidance and recruitment needs, connect with MRI Network today—we're always happy to assist! Even on a Friday.