Julian Johnsen
Hyejin Ku
Kjell Salvanes
Does leave-taking matter for young workers’ careers? If so, why? We propose the competition effect—relative leave status of workers affecting their relative standing inside the firm—as a new explanation. Exploiting a policy reform that exogenously assigned four-week paid paternity leave to some new fathers, we find evidence consistent with the competition effect: A worker enjoys a better post-child earnings trajectory when a larger share of his colleagues take leave because of the policy. In contrast, we find no direct earnings effect resulting from the worker’s own leave when controlling for their relative leave eligibility status within the firm.
Publication Type  
Working Paper
File Description  
First version, July 2020
JEL Codes  
M51: Personnel Economics: Firm Employment Decisions; Promotions
M52: Personnel Economics: Compensation and Compensation Methods and Their Effects
J16: Economics of Gender; Non-labor Discrimination
J22: Time Allocation and Labor Supply
J24: Human Capital; Skills; Occupational Choice; Labor Productivity
J31: Wage Level and Structure; Wage Differentials
leave of absence
career interruptions
gender gap