Fathers on Leave Alone in Iceland: Normal Paternal Behaviour?

Mothering and Gender Equality in Iceland: Irreconcilable Opposites?

“…The second important law was passed in the year 2000 when the Icelandic parliament unanimously adopted a new law on parental leave, extending it from six to nine months, raising economic compensation from low flat-rate benefit to 80 per cent of salary and dividing the nine months so that three are sharable while each parent has three that are strictly non-transferable (Gíslason, 2007). This had an immediate effect and for most of the years since, around 90 per cent of fathers have made use of their right to parental leave and use on average around 100 days (Arnalds et al ., 2013).…”

“…The stated goals of the law were to ensure that children receive care from both parents and to make it easier for both men and women to combine family life and participation in the labour market (Act on maternity and paternity leave, 2014). Studies have shown the change to have had a positive impact on the participation of fathers in care-giving both during and after parental leave, (Gíslason, 2007, 2008; Arnardóttir, 2008; Arnalds et al ., 2013) and the relationship between fathers and their children (Arnarsson and Gunnþórsdóttir, 2016).…”

Parental leave policies and continued childbearing in Iceland, Norway, and Sweden

“…In all three countries, the father's quota has led to changed expectations of fathers; they are now much more expected to be involved, and there is a fairly stable norm for fathers to use the quota. In all three countries, the common pattern is for the father to be home on his own with the child for a period after the mother's leave when she has returned to work and before the child starts preschool (Duvander, Haas, and Thalberg 2017;Gíslason 2017; Kvande and Brandth 2017).…”

Why are Paternity Leaves and Father’s Quotas Important? A Comparative Overview of Father’s Leave Schemes in European Countries and Factors and Outcomes of Father’s Leave Use

“…Primjerice, istraživanja pokazuju da u zemljama koje njeguju očev angažman i potiču korištenje dopusta kod muškaraca nema negativnih posljedica na radnom mjestu ukoliko su očevi koristili dopuste (npr., za Island usp. Gíslason, 2017). Štoviše, u Norveškoj su upravo udruge poslodavaca, uz udruge zaposlenika, zagovarale kvote za očeve (Kvande i Brandth, 2017).…”

“…Posljednje govori i u prilog rodnoj ravnopravnosti kao motivirajućem čimbeniku te stav kako je podjela dopusta među partnerima odraz pravednosti/ravnopravnosti također ima veliku ulogu (Dermott, 2001;O'Brien i Twamley, 2017). Zanimljivo je primijetiti da se u pojedinim nordijskim zemljama rodna ravnopravnost uzima »zdravo za gotovo« te se u promišljanju odluke o korištenju dopusta ne postavlja kao pitanje, a dopusti za očeve duljeg trajanja percipirani su kao uobičajeni (Gíslason, 2017;Duvander, Haas i Thalberg, 2017). U zemljama s nešto nižim sveukupnim trajanjem dopusta očevi su kao jedan od motiva spominjali i želju da se korištenjem očevih dopusta/kvota produlji sveukupan djetetov boravak s roditeljima (Tremblay i Lazzari Dodeler, 2017;Wall i Leitão, 2017), a i sam početak pohađanja jaslica određuje kako će roditelji rasporediti dopust (Duvander, Haas i Thalberg, 2017).…”