We find that own and partner work location arrangements matter for weekly hours worked. For example, men switching to remote from onsite is associated with their working ⬇️ hours unless their partners switch to hybrid from onsite.
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Men and women switching to hybrid from onsite is associated with ⬆️ hours regardless of where their partners work. At the couple-level, both partners switching to hybrid is associated with a 5.4% ⬆️ in joint hours.
Results also suggest that hybrid, but not fully remote, work for women has the potential to improve women’s position in the labor market if there is a wage premium for working long hours and working long hours increases the likelihood of a promotion.
Lastly, we find that within-couple labor hours inequality ⬆️ (i.e. the woman's share of total couple work hours ⬇️) when women switch to a remote schedule but ⬇️ when women switch to a hybrid schedule unless their partners also switch to a hybrid schedule., in which there is no change.
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