The theme of this thesis is about fathers and their opportunities to use the father's quota when working in career professions where career logic is in play. The father quota was introduced in Norway in 1993 and is today a common practice for Norwegian fathers. Previous research shows that fathers in career professions are experiencing barriers that prevent them from taking father's leave. Research shows that these fathers experience consequences by being inaccessible from work over a long period of time.
The study has focused on fathers who work in finance and their opportunities to use the father's quota. Brokers and consultants have been interviewed to find out what career logic exists in the company, and how these have affected their opportunity to use father quota.
The findings in the study indicate that there are different career logics based on the work tasks the employees in the brokerage house have. The broker's career logic seems to add guidelines for the father's leave. They seem to have to prove their irreplaceability at work all the time and therefore cannot be unavailable for a long time without risking a career loss. The broker uses the father quota but is dependent on taking a flexible solution where they make themselves available for work. The consultants' career logic seems to enable a practice where a father can stay at home for a long period of time. The reason for this is due to the consultant's work tasks, but also that they find themselves so irreplaceable in their job that they are not afraid of career consequences. One of the main findings of my study shows that there are different experiences of being irreplaceable, and this provides guidelines for which parental leave practice the fathers choose to use. This shows a new side of the understanding of career logics, and how the concept of irreplaceable to work can also be interpreted as something that affects the use of the father's quota.