Abstract
ABSTRACTThis article highlights the importance of social policy and working life contexts for employed fathers’ use of parental leave. It directs attention towards the Norwegian model, which is known for its gender equality aims and welfare-state support to families, but which is also active in the regulation of working life. Based on interviews with fathers who have used the father’s quota (a statutory, earmarked, non-transferable leave), findings run counter to work–family research where gendered assumptions in work organizations are found to prevent active fathering. The interviewed fathers report positive attitudes and supportive practices among employers. Fathers’ stories show that their use of the leave is subject to cooperation and compromising processes at the workplace level that research on fatherhood and organizations have hardly addressed.
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