Why the Netflix parental leave policy is more than a smart HR move
August 10, 2016

Netflix made the news on Tuesday when the company said it would provide unlimited paid parental leave for all of its 2,400+ employees. The announcement was made on the company’s blog, where they said they reached the decision after noticing that employees do better at work when they’re not worried about what’s happening at home.


The Netflix parental leave policy allows new parents up to one year of paid leave, more than any other company in the U.S., including Google, Facebook, LinkedIn, and Apple. But the announcement from Netflix is more than just a Silicon Valley power play: It’s a strategic change in HR policy that positions the company to attract top talent, to evolve their business in an increasingly competitive streaming content market, and to potentially ignite a movement towards more family-friendly policies nationwide. Currently, the U.S. is the only advanced country in the world that does not mandate paid maternity or paternity leave and only 12% of Americans have access to paid parental leave.


Smart HR moves aren’t new for Netflix. In 2009, the company made public its monumental culture deck, “Netflix Culture: Freedom and Responsibility.” The 124-page deck covers everything from core values to how the company hires–and fires–employees. The first version was written by founder Reed Hastings and former head of talent Patty McCord, but the deck is continuously updated as the business changes, providing key insight into how they run the $25 billion dollar business. The deck has become so influential in Silicon Valley and beyond that it has inspired other companies to write and share their own culture decks. It has even prompted businesses to examine the role company culture plays in attracting and retaining top talent, promoting employee success, and overall happiness.


The Netflix parental leave announcement will shape how other companies think about HR policies for new moms and dads (in fact, Microsoft just announced changes to their policy in response). And while not all organizations will be able to afford such generous policies, the move does expose the opportunity for all companies to leverage HR in a big way to support broader people goals and drive new company growth initiatives. One of those areas of growth for Netflix is in original content and programming for children, an effort made possible through a partnership with DreamWorks to produce over 300 hours of original children’s programming. With a new focus on creating valuable original content for kids, and now the announcement of a new parental leave policy, Netflix has made it known– they’re for families.


What Small Businesses Can Learn from Netflix


While we know not every business can afford to offer paid leave to new parents for a full year, we do believe all businesses can take away a few key lessons from the forward-thinking folks at Netflix:


People-centric policies matter. Building high-performing teams is what will help your company grow. But if your HR policies don’t center around and cater to the needs of your employees, your teams won’t find themselves performing well at all. No matter the size of your organization, put people first and design programs and policies for what’s most important to them.


Leverage values and vision to attract and retain top talent. Top talent is driven by more than just a paycheck. They want to join a company with strong values, a clear vision, and a roadmap for getting there. HR can play a key role in defining these culture ingredients and in engaging with employees for feedback as the organization grows.


HR can drive business goals in innovative ways. You don’t have to reinvent your HR policies to drive growth within your organization, but you should make sure HR has a seat at the decision-making table. HR professionals are often the eyes and ears of your workforce, and they can help engage employees around desired business outcomes and provide them with the tools to be effective in their jobs.


Empowering HR to Alter the Status Quo


We have no doubt that this paid parental leave announcement from Netflix will continue to have ripple effects in the coming days and months. For HR professionals, the Netflix story serves as an important reminder of how business leaders and professionals can come together to disrupt the status quo and deliver meaningful growth for their people and their business.

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2026 Retirement Plan Contribution Limits Raised by IRS: Key Updates for 401(k) and More

November 20, 2025
The IRS recently announced the updated retirement plan contribution limits for 2026, reflecting cost-of-living adjustments and new guidance under the SECURE 2.0 Act. Whether you’re an employer managing a company plan or an employee planning for your future, these changes are important to understand so you can make the most of your retirement savings. Key Increases for 2026 Some of the most notable updates for defined contribution plans, including 401(k), 403(b), and 457(b) plans, are summarized in the chart below: 

The Employer's Guide to 2026 Minimum Wage Updates

November 5, 2025
As we move into 2026, employers across many states and localities are preparing for significant minimum wage increases. Nearly 20 states and more than 40 local jurisdictions will raise their wage thresholds effective January 1, 2026. This poses important planning, budgeting, and compliance considerations, especially for mid-sized employers like those that partner with Simco, where payroll, HR, benefits and advisory services intersect. Below we’ve summarized key state and local minimum wage updates and outlined the steps you should take now to stay ahead of the changes and mitigate risk. State-Level Minimum Wage Increases (January 1, 2026) The table below highlights selected state increases scheduled for January 1, 2026.

The Benefits of Outsourcing HR: Save Time, Cut Costs, and Boost Engagement

October 24, 2025
When HR Is Overloaded, Your Business Feels It For many small to mid-sized businesses, HR is one of the most critical (and most overextended) functions. From payroll and benefits to onboarding and compliance reporting, administrative tasks can quickly consume your team’s time, leaving little room for strategic work that actually moves the business forward. Sound familiar? You’re not alone. A recent survey from Champions of Change: isolved’s Fourth-Annual HR Leaders’ Research Study found that 51% of HR leaders spend four or more hours a day answering repetitive questions. This time could be better spent on employee engagement, culture, and growth initiatives. When HR teams are pulled in too many directions, the consequences ripple across the entire organization, resulting in missed deadlines, frustrated staff, compliance risks, and ultimately, higher turnover. Why HR Leaders Consider Outsourcing Outsourcing HR isn’t just for businesses without dedicated HR teams. In fact, a survey of 1,000 HR decision-makers found that 76% could benefit from outsourcing certain tasks, even though only 54% currently have plans to do so. HR outsourcing allows organizations to offload both core and strategic tasks, including payroll, benefits administration, recruitment, onboarding, compliance support, performance management, employee relations, and workforce analytics, without adding headcount. This augmentation provides a multiplier effect: a small HR team can function like a much larger one, accomplishing more in less time. By leveraging experienced HR professionals through outsourcing, organizations can free up internal HR teams to focus on initiatives that directly impact business growth, such as talent development, employee engagement, and culture-building. Routine administrative tasks, when handled externally, no longer distract from these high-value priorities. The True Cost of Administrative Overload Overburdened HR teams don’t just affect your internal operations; they impact your employees’ experience. Inconsistent onboarding can create a rocky first impression for new hires. Delayed payroll or benefits questions lead to frustration and decreased trust. Compliance oversights expose your business to fines and legal risk. Even small inefficiencies add up. According to the National Association of Professional Employer Organizations (NAPEO), organizations that leverage an outsourced HR model achieve an average ROI of 27.2% per year, saving around $1,775 per employee while paying $1,395 per employee for outsourced services. That’s not just cost savings, it’s a reinvestment in your team and your business. The Power of Strategic HR Outsourcing Outsourcing doesn’t mean giving up control or handing HR off to a faceless provider. Done strategically, it’s about extending your team. Administrative tasks like payroll, benefits, onboarding, and reporting can be handled efficiently by experts, while HR teams gain confidence that compliance requirements are being met. Most importantly, it frees internal HR to pivot from reactive, day-to-day tasks toward engagement, culture-building, and retention strategies. Outsourced HR support can scale with your business, providing additional expertise during busy periods, leaves of absence, or rapid growth phases. The impact is clear. Teams feel supported, employees feel heard, and the organization operates smarter, not harder. With the right outsourcing partner, a small HR team can act like a team of 10, and a team of five can perform like a team of 25, all while maintaining compliance and efficiency. Retention Starts With the Right Employee Experience When administrative burdens are reduced, HR teams can focus on creating meaningful experiences for employees. Transparent processes around pay, benefits, and policies build trust. Faster, more organized onboarding leaves a strong first impression. Access to modern self-service HCM tools empowers employees to manage their own information, reducing repetitive questions and improving engagement. By leveraging experienced HR professionals to handle gaps in internal processes, organizations can enhance overall employee satisfaction, ensuring every interaction, from onboarding to open enrollment, feels seamless and supportive. A Smarter Approach to HR Means a Stronger Business Across industries, companies are recognizing that HR outsourcing is no longer a luxury. It’s a strategic advantage. Organizations that adopt a blended model of technology and advisory support report measurable reductions in administrative workload, cost savings compared to maintaining fully in-house HR teams, and improved engagement for employees. Strategic HR outsourcing allows internal teams to shift from transactional tasks to big-picture initiatives, creating a more resilient, efficient, and high-performing workforce. At the end of the day, HR isn’t just a function; it’s the backbone of your organization. When it’s overextended, the entire business suffers. But with the right support, HR teams can focus on meaningful initiatives, employees feel more valued, and the business benefits from measurable ROI. Strategic HR outsourcing isn’t about replacing your team, it’s about empowering it. Your people, your culture, and your bottom line all benefit. Curious how Simco's HR Advisory services can help your business? Let's talk today.

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