Labor unions, work contexts, and workers’ access to work–family policies

Abstract

Unions serve as primary labor market institutions that improve employees’ working conditions, yet existing literature offers mixed results of their influence on workers’ access to work–family policies. This may be partially due to the extant literature having not considered possible variation across work contexts. In this study, I ask whether union coverage can increase workers’ access to work–family policies and examine how family-friendly work contexts—public sector organizations and female-dominated occupations—can modify these union effects in the United States. Using the National Longitudinal Survey of Youth 97 (2000–2017) and individual-fixed effect models, I analyze the impact of transitioning from a nonunion worker to a union-represented worker on the worker’s access to three work–family policies: paid parental leave, schedule control, and paid sick/vacation days. Results show that changing from a nonunion position to a union-represented one increases workers’ access to paid parental leave and paid sick/vacation days but decreases access to schedule control. The findings also show that workers in public sector organizations and female-dominated occupations tend to experience outsized benefits of union coverage on access to longer paid sick/vacation days. These findings suggest that the advantages of union coverage in workers’ access to work–family policies may be influenced by gendered work contexts.