Child-Centered Versus Work-Centered Fathers’ Leave: Changing Fatherhood Ideals Versus Persisting Workplace Dynamics

Fathers’ parental leave use has often been explained by differing fatherhood ideals among low vs. highly educated fathers. However, recent research reveals that 75% of the educational-level impact stems from workplace differences. Therefore, a deeper understanding of how workplace dynamics interact with both fathers’ ideals and actual leave practices is needed. Drawing on in-depth interviews with Norwegian fathers with and without higher education, we explore how different workplace dynamics, especially the degree of individual competition, interact with fatherhood ideals and fathers’ actual leave practices. We find strong adherence to the idea of ‘involved fatherhood’ and fathers’ quota across educational levels and workplace dynamics but large variation in practices. Our analyses show how childcare responsibility and absence from work responsibility do not necessarily correspond and how formal leave uptake and actual leave practices may differ. Our findings indicate that non-transferable fathers’ leave may dissolve former attitude-based divisions, as fathers across educational levels in collectively organized jobs support and practice child-centered leave. Still, fathers in competitive jobs may continue to practice ‘work-centered fatherhood’ despite their strong gender-egalitarian beliefs and formal leave uptake. Hence, workplace dynamics—especially the degree of individualized competition and the fear of becoming replaceable—may be more relevant than fatherhood ideals to understand and enhance fathers’ actual leave use and involved fatherhood practices.