Summer is here—and while business may ease up, it’s the perfect time for CFOs to tighten up policy clarity. With teams taking time off and hybrid work in full swing, now’s the right moment to review leave, remote work, and holiday coverage to keep things running smoothly.
Make sure your policies are clear and accessible. Are employees using their time off? Is your tracking system up to date?Revisit rules around accrual, carryover, and time-off approvals.
Example:Monday.com offers 16–22 days of vacation, 80 hours of sick leave, and floating holidays—all tracked automatically to ensure transparency.
With summer travel, remote work is more common. Clarify expectations around availability, time-zones, and approval processes.
Example: Google employees work in-office three days a week and can request up to four “work-from-anywhere” weeks per year, pending approval.
A short, clear email can go a long way. Include PTO entitlements, remote work expectations, and links to updated policy documents.
Example of what a message may include: “Employees are entitled to 20 PTO days. For summer remote work, provide at least 3 days’ notice and update your calendar location. See our HR portal for full policy details.”
Use summer to check for burnout or uneven leave use. Is one team carrying the load while others are on break? Balance is key.
Schedule a check-in with HR to compare your offerings to industry norms. Consider a short internal survey to see what employees want. Staying competitive now helps with retention later.
Summer is a strategic opportunity—not just a slowdown. With a few quick policy updates and a bit of planning, CFOs can boost clarity, prevent chaos, and set teams up for a strong second half of the year.
To help you make the most of this summer – we prepared a list to summarize what actions you should take – download it here today!