Ask the Expert

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Welcome to our summer “Ask the Expert” series: The Great Summer Shuffle: HR Survival Tips from June to August. 

This is the second question in our 3-part seasonal HR challenges. These are the things that tend to heat up along with the weather. We’ll share real-world questions and practical tips to help your business stay cool, collected, and running smoothly all summer long.  

This month’s question is “How can we keep it cool and professional when it comes to summer dress codes and flexible hours?” 

Our employees are asking about casual dress and flexible hours for summer. We want to keep people happy, but we also don’t want to look like we’re running a beach club. Help! 

Ah, summer! The season of sun, sand, and… issues. It’s the July conundrum: it’s 95 degrees with heat indexes in the triple digits, the AC is fighting for its life, and your employees want to know if sandals and early Fridays are on the table. 

Here’s the good news: You can offer some seasonal flexibility without watching your professionalism melt away like a popsicle in the sun. 

1. Update the Dress Code (But Be Specific) 

“Summer casual” can mean wildly different things depending on who you ask. For some, it's khakis and a polo. For others, it’s flip-flops and tank tops. If you’re relaxing the rules, give clear examples of what is and isn’t okay. 

Think:  ✅ Breathable fabrics, short sleeves, summer dresses  ❌ Beachwear, crop tops, anything that might accidentally show up on a pool float ad 

Pro tip: A simple internal FAQ or “Dos and Don’ts” list with a little humor goes a long way. 

2. Embrace Flexible Hours (With a Plan) 

Whether it’s half-day Fridays, a compressed workweek, or just more flexible arrival and departure windows, summer hours can do wonders for morale. But flexibility without structure = chaos. 

Set guardrails: 

✅ Ensure coverage for customer/client needs 

✅ Clarify core working hours 

✅ Make sure deadlines don’t suffer in the shuffle 

Bonus idea: Make flexible schedules a “reward” tied to performance or goals. It keeps people motivated and gives the program structure. 

3. Lead by Example 

If leadership clings to suits and 9-to-5 schedules, no one else will feel comfortable shifting gears. Managers should model appropriate summer dress and flexible work habits. When leaders walk the talk, teams feel safer doing the same. 

4. One Size Doesn’t Fit All 

What works in your back office may not work in your client-facing teams. And that’s okay! You can have department-specific guidelines that still fit your overall culture. Just make sure they’re consistent within each group, and that the “why” is clearly communicated. 

5. Use It as a Culture Moment 

Don’t treat summer perks like a loophole. Make them a thoughtful part of your culture. Highlight them in onboarding. Celebrate team wins with Friday time-off. Share photos of “Summer Style Fridays” on your internal chat. It builds morale, trust, and even a little fun. 

Bottom Line: You don’t need to choose between beach vibes and business goals. With a few smart guidelines and a touch of creativity, you can give your team a more relaxed July and August and still keep things running like clockwork. 

How are you handling summer dress codes and schedules? Let’s swap notes in the comments!  Check out more tips and insights on our blog, website, LinkedIn, or just reach out.