From Your US HR & Expansion Experts at Foothold America
“The way we work is changing. Smart employers recognize that flexibility isn’t just a perk—it’s a competitive advantage in today’s global marketplace.”
As international businesses looking to establish or expand operations in the United States, understanding American workplace culture is essential for attracting and retaining top talent. One practice that has gained significant traction in recent years is the implementation of “summer hours” – a flexible scheduling arrangement that can boost morale, increase productivity, and help your US workforce achieve better work-life balance during the summer months.
Picture this: It’s a gorgeous Friday afternoon in July. The sun is shining, temperatures are perfect, and the weekend beckons. In traditional workplaces, employees watch the clock and mentally check out hours before their shift ends. But in companies with summer hours, teams are refreshed, engaged, and productive throughout the week, knowing they’ll have that extra time to enjoy what makes American summers special: backyard barbecues, weekend getaways, family time, and outdoor adventures.
What Are Summer Hours?
Summer hours are modified work schedules that typically run between Memorial Day (late May) and Labor Day (early September). They offer employees additional flexibility and time off during what many Americans consider the most enjoyable season of the year. According to the Society for Human Resource Management’s research, many companies officially sanction this workplace benefit.
The concept originated decades ago in publishing and advertising industries in New York City, where executives would leave early on Fridays to beat traffic to their summer homes in the Hamptons. What began as an unofficial perk for higher-ups has evolved into a formalized benefit that companies of all sizes now offer employees at every level. Summer hours have transcended industry boundaries from tech startups in Silicon Valley to established financial institutions on Wall Street to become a hallmark of forward-thinking American workplace cultures.
At Foothold America, our experience helping hundreds of international businesses establish successful US operations has shown that understanding and implementing these cultural practices can significantly impact your ability to attract and retain top American talent.
Popular Summer Hours Models
There are several approaches to implementing summer hours, each with its advantages.
1. Summer Fridays
The most popular option allows employees to leave early on Fridays (typically around noon or 1 pm) or take Fridays off entirely. Some companies offer this every Friday during the summer, while others provide it bi-weekly or monthly.
2. Compressed Workweeks
Employees work longer hours Monday through Thursday (e.g., 10 hours per day) to earn a full day off on Friday. This maintains the same total weekly hours while giving employees three-day weekends.
3. Flexible Start/End Times
Employees can choose their start and end times within designated windows, providing flexibility to enjoy summer evenings or mornings.
4. Increased Remote Work
For businesses that typically operate in-person, summer hours include more opportunities to work remotely, reducing commute time and offering employees greater flexibility.
5. Banked Hours
Employees can accrue extra hours worked throughout the week to “bank” for shorter days or time off later in the summer.
The Business Case for Summer Hours
When international companies expand to the US, they ask us about implementing summer hours. We emphasize that it’s not just an employee perk—it’s a strategic business decision with measurable benefits.
1. Improved Productivity
Studies have shown that employees with summer hours often report feeling more productive. Research consistently shows that employees are not productive for an eight-hour workday, suggesting that quality of work time matters more than quantity.
Time constraints can actually fuel creativity and efficiency. When employees know they have a shortened schedule, they often eliminate unnecessary meetings, reduce procrastination, and focus more intently on priority tasks.
2. Enhanced Employee Morale and Retention
Summer hours demonstrate to employees that you value their work-life balance and understand their personal needs. This builds loyalty and improves retention rates, which can be a significant advantage in today’s competitive US labor market.
3. Decreased Summer Productivity Slump
Studies show that employees are significantly more distracted during the summer months. By acknowledging this reality and building it into your scheduling, you can help maintain overall productivity and employee engagement.
According to research by Disruptive HR , workplace productivity drops during summer months. Projects take longer to complete, and workers report an increase in distraction. Summer hours can help channel this natural rhythm rather than fighting against it.
4. Competitive Recruitment Advantage
With many US companies not yet offering summer hours, this benefit can help your organization stand out to potential employees, particularly when recruiting younger workers who prioritize work-life balance.
Implementation Considerations for International Employers
As US business expansion specialists, we recommend the following considerations for international companies looking to implement summer hours.
1. Analyze Your Business Operations
Consider your peak business hours, customer service needs, and whether your operations allow flexibility. Some industries naturally experience slower summers, making this arrangement ideal.
Key questions to ask:
- Is summer typically a slower season for your industry in the US?
- What core hours must be maintained for client/customer support?
- Are there cross-time zone or international collaborations that require specific coverage?
- Which departments could most easily implement summer hours, and which might need modified arrangements?
2. Develop Clear Policies
Create explicit guidelines regarding eligibility, scheduling, and expectations. Ensure employees understand how to maintain their productivity and deliverables despite the modified schedule.
Policy elements to address:
- Eligibility criteria (all employees, tenure-based, department-specific)
- Specific scheduling details (which days, hours, start/end dates)
- Communication protocols (out-of-office messages, coverage plans)
- Performance expectations and productivity metrics
- Procedures for handling urgent matters that arise during off-hours
3. Assess Legal and Overtime Implications
US labor laws regarding overtime for non-exempt employees must be carefully considered. Compressed workweeks sometimes trigger overtime costs that affect your budget.
Important regulatory considerations:
- Fair Labor Standards Act (FLSA) implications for overtime
- State-specific labor laws, which vary significantly across the US
- Proper classification of exempt vs. non-exempt employees
- Documentation requirements for flexible scheduling
- Potential consequences for benefits eligibility
4. Consider Client Impact
Notify clients of your summer hours schedule and ensure essential coverage for their needs. If your primary clients are in different time zones or countries, you’ll need to coordinate accordingly.
Communication strategies:
- Proactive notification to clients/customers about schedule changes
- Clear communication about coverage during reduced hours
- Emergency contact protocols for urgent situations
- Client-facing staff rotation to maintain service levels
- Leveraging technology for automated responses and scheduling
5. Start with a Trial Period
Consider implementing summer hours as a trial before committing to long-term. This allows you to measure the impact on productivity, client satisfaction, and employee morale.
Effective evaluation methods:
- Employee satisfaction surveys before, during, and after implementation
- Productivity metrics comparing summer periods with and without flexible hours
- Client feedback on service availability and responsiveness
- Financial impact assessment (cost savings vs. potential revenue impact)
- Team leader feedback on operational challenges and benefits
Foothold America’s Perspective: Our “Summer Fridays” Program
At Foothold America, we don’t just advise clients on implementing summer hours—we live this practice ourselves through our “Summer Fridays” program. For 2025, we’re enhancing our commitment to employee well-being, retention, and performance with an expanded Summer Fridays initiative running from July 11 through August 29.
Our program offers two flexible models to accommodate different working styles and job requirements.
Model 1: Early Leave Fridays
Employees who choose Early Leave Fridays can leave the office four hours early every Friday during the program period without taking paid leave. Senior management will remain available to attend to urgent situations, ensuring continuous client service.
Model 2: Alternating Fridays
Employees who choose Alternating Fridays will work one typical 40-hour week, followed by a four-day week with a full day off on Fridays during the program period without taking paid leave. Department managers determine the schedule for each team to ensure that cadence, productivity, and client service are maintained.
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Our experience with Summer Fridays has reinforced our belief that flexible scheduling during summer months can be a powerful tool for enhancing workplace satisfaction while maintaining high standards of productivity and client service.
Regional Variations: Summer Hours Across the United States
What works in Boston might not work in Phoenix. Understanding regional differences in summer work patterns is crucial for international employers establishing a US presence.
Northeast (New York, Boston, Philadelphia)
The birthplace of summer hours, Northeastern cities enthusiastically embrace this practice. Many professional service firms close early or implement half-day Fridays throughout the summer. With brutal winter months fresh in memory, Northeasterners are particularly motivated to maximize summer enjoyment.
Popular model: Half-day Summer Fridays (leave at noon)
West Coast (San Francisco, Seattle, Los Angeles)
Tech hubs on the West Coast often implement year-round flexible scheduling rather than summer-specific programs. However, summer hours here frequently focus on outdoor activities, with companies organizing group outings or volunteer opportunities during work hours.
Popular model: Work-from-anywhere/No-call Fridays with optional team outdoor activities
Midwest (Chicago, Minneapolis, Detroit)
With their relatively short summer seasons, Midwestern companies often enthusiastically embrace summer hours to help employees make the most of the pleasant weather. Lake activities are particularly popular, and many companies organize team events around local lakes and parks.
Popular model: Compressed workweeks to create three-day weekends
South (Atlanta, Dallas, Miami)
In southern states where summer heat can be oppressive, companies sometimes modify summer hours to help employees avoid the hottest parts of the day. Early start times (7 am- 3 pm schedules) are standard, allowing employees to finish before peak afternoon temperatures.
Popular model: Early start/early finish schedules, with accommodations for extreme temperatures
Mountain West (Denver, Salt Lake City, Phoenix)
Regions with abundant outdoor recreation opportunities often tie summer hours to outdoor activities. Some companies in mountain states offer flexible scheduling that allows employees to enjoy optimal outdoor conditions.
Popular model: Flexible days that can be used when weather conditions are ideal for outdoor activities
Managing Summer Hours with Remote International Teams
Many international companies operate with distributed teams across multiple countries in today’s global business environment. This adds complexity to the implementation of summer hours, but doesn’t make it impossible. Here’s how to navigate summer hours with international teams.
Staggered Seasonal Flexibility
Remember that while it’s summer in the US, it may be winter in Australia or South America. Consider implementing parallel seasonal programs that provide equivalent benefits to employees in different hemispheres during their respective summer seasons.
Core Hours Scheduling
Establish “core collaboration hours” when all team members globally must be available for meetings and collaborative work, while allowing flexibility outside those hours. This ensures teams can coordinate effectively while still benefiting from seasonal perks.
Cultural Sensitivity
Different cultures have varying perspectives on work hours and flexibility. While Americans generally appreciate summer hours, employees in other countries might prefer different forms of flexibility. Survey your global team to understand preferences.
Time Zone Management Tools
Leverage technology designed for global teams, such as world clocks in shared calendars, automated meeting schedulers that respect local working hours, and asynchronous collaboration tools that reduce the need for real-time meetings.
Global-Local Balance
One approach we recommend to our clients is “global guidelines with local implementation”—establishing company-wide principles while allowing regional offices to adapt their summer hours program to local norms and employee preferences.
Addressing Common Concerns: What Our Clients Ask Most Frequently
In our years of helping international businesses implement summer hours, we’ve heard many of the same concerns. Here are the most common questions we receive, along with our expert insights.
“Won’t productivity suffer?”
Our experience: Most companies see maintained or improved productivity. The key is setting clear deliverables rather than focusing on hours worked. Employees often work more efficiently knowing they have a shortened schedule, and the improved morale translates to higher quality work.
“What if our competitors don’t offer summer hours?”
Our experience: This is precisely why summer hours can be a competitive advantage in recruitment and retention. Being an early adopter in your industry sector gives you a distinctive benefit to offer potential employees.
“How will we coordinate with our home office overseas?”
Our experience: Communication is key. Establish clear guidelines about response times during summer hours, and ensure handoff procedures are well-documented. Many global companies find that the overlapping hours are more productive because they’re more focused and intentional.
“Will clients perceive us as less serious or committed?”
Our experience: When properly communicated, clients typically respect companies implementing thoughtful work-life balance policies. We recommend positioning summer hours as a strategic productivity enhancement rather than simply “time off,” and ensuring client service remains exceptional during your operating hours.
“How can we ensure fairness across departments where some roles can’t participate?”
Our experience: This requires thoughtful planning. For roles that can’t directly participate in summer hours (such as customer service positions with fixed schedules), consider alternative benefits: premium pay for summer shifts, priority scheduling for fall/winter vacations, or additional paid time off to be used later in the year.
Ready to Enhance Your US Workplace Strategy?
The summer months in America represent a unique opportunity to strengthen your employer brand, boost productivity, and demonstrate cultural competence in the US market. By implementing thoughtfully designed summer hours, you’re not just offering a seasonal perk—you’re making a statement about your company’s values and approach to work-life integration.
Contact Foothold America today to learn more about implementing summer hours and other American workplace practices to help your international business thrive in the US market. Our comprehensive US expansion services include everything from hiring and managing US employees on your behalf to setting up your US entity and developing culturally-appropriate workplace policies.
For more insights on US business expansion, visit our website at www.footholdamerica.com or contact one of our US expansion advisors.
