Why one fintech company relaxes in-office attendance requirements in the summer

Some employees at fintech company Betterment may very well get the best of both worlds when it comes to where they work.

Betterment has roughly 400 employees who commute to its New York City headquarters four days a week, while another 200 employees work remotely across the country. But its predominantly in-office employees are given a reprieve every summer, when they’re allowed to work remotely from July 1 through Labor Day, Justin Joiner, Betterment’s senior director of workplace experience, told HR Brew.

“It really was implemented to really strike the balance in that in-office culture that is very strong at Betterment, but also recognizing that flexibility is needed in the summer when people have the different family and personal logistics to work around,” Joiner said. “We do feel that it highlights the value of the in-office culture.”

Betterment’s summer flexibility policy. Joiner’s role at Betterment has included company culture since he joined in 2023, he said. While this summer strategy predates him, he says he’s seen how important it is to the employee experience.

“This really does reinforce the in-office culture, rather than undermining it. It’s a really good thing where we’re seeing a lot of value, and how people are able to utilize that,” he said. “Giving them that two-month flexibility to go spend a little bit more time with family, but then come back rested and recharged, and ready to go after Labor Day.”

This flexibility can also alleviate stress, Joiner said, noting how the summer heat can make commuting harder for employees who rely on public transportation.

“There’s a time when the commute, if you’re in the city, is very draining…and the transit is crowded and things are going wrong, like it’s really miserable to commute,” Joiner said. “From a practical standpoint, it really does just give employees the flexibility in some of the most stressful, I would say, or less ideal, commute times throughout the year.”

What other HR pros need to know. Joiner said he views Betterment’s summer flexibility policy as a recruitment and retention tactic, especially as many companies have issued stricter in-office attendance requirements.

But what works for Betterment may not work for another organization, he added, recommending that HR pros implement policies and strategies that make most sense for their specific workforces.

“Don’t feel like you know you have to do something that already exists. I don’t think what works for us necessarily works for every organization,” he said. “My biggest piece of advice would be to start with what makes sense for your organization. Not what’s trending. Not what a competitor is doing.”