This working paper examines the potential of the directive on work-life balance (WLBD) to increase the role of fathers in care, and thereby, to enhance possibilities for mothers to retain and strengthen their link to the labour market. The main instruments through which the directive seeks to lead to enhanced social rights for fathers/second carers are paternity leave (10 days, payable at the level of sick pay), and earmarked parental leave (2 months, with a high level of compensation). These provisions are examined in the national case studies, applying two components of the power resources framework: normative and instrumental resources. Regarding instrumental resources, we focus on easily accessible (digital) application procedures; the development of information targeted at workers, i.e. through union representatives and/or HR departments; and targeted information campaigns. Concerning normative resources, in three countries that had long leave, but did not previously earmarked paid parental leave ...