27% of employees would leave their job if they lost summer Fridays

The idea of summer vacation is long gone for most full-time employees, but that doesn't mean employers can't find ways to make the hotter months more enjoyable.  

Ninety-seven percent of workers who receive summer benefits — such as summer Fridays, four-day workweeks or flexible dress codes — say these benefits don't negatively impact their productivity, according to a recent survey conducted by job search platform Monster. In fact, 66% say their work productivity actually increases. Yet the same percentage of employees say they don't get any kind of summertime benefits from employers. 

"Some industries may not have the ability to reduce hours or loosen the dress code [because] it could be attributed to the nature of the work itself," says Vicki Salemi, Monster career expert. "However, some companies have the ability to offer summer benefits, but don't want to change the status quo."

Read more: Why this company reinstated a 4-day workweek for the summer

Many employers only view summer benefits as a perk as opposed to an overall cultural improvement, according to Salemi. If competitors aren't offering summer benefits, they believe there's less of an incentive to offer them as a way to prevent employees from leaving. Adopting that strategy isn't necessarily a bad stance to take, Salemi says, as long as it's in line with what's right for business.  

"Thinking proactively is key, rather than reactively because other companies are doing it," she says. "For companies on the fence, they may want to think along the lines of, 'How can we better support our people, especially when it won't mean spending more, but rather being more flexible with hours that can boost engagement, happiness and morale?'"

Of those who receive summer benefits, 47% work "summer hours" or reduced hours during the workweek, 31% receive four-day workweeks or full "summer Fridays" off and 28% get flexible hours during the workweek. Twenty-seven percent of those employees would consider leaving if they lost their summer benefits, according to Monster. And while many employers may think that making those kinds of changes to company culture may seem daunting at first, the transition can be incremental and still be effective. 

Read more: 4 ways to rethink workplace wellness

"A new company-wide change doesn't have to be drastic to make a significant positive impact on employees' lives, work well-being and happiness," Salemi  says. "Then, companies can evaluate productivity during that time to perhaps implement it next year for the entire summer."

Employers can begin by evaluating the business and what makes most sense to continue a sense of business as usual when it comes to productivity. Half days on Fridays with a rotating staff or longer days throughout the week with Fridays off are good places to start, Salemi says. Employers can also simply ask employees what they prefer in a survey and make a decision based on the results. Whatever strategy they choose, the final step is for leaders to show there won't be negative ramifications for tapping into the benefits, and to positively reinforce their use.

"Leaders should also make sure they enjoy the benefits offered," Salemi says. "If employees are reluctant to take summer Fridays, by seeing their manager take the day off and truly log off, it will hopefully give employees peace of mind and support knowing these are true benefits to be utilized and enjoyed."