This article reviews what we know about the family benefits and working conditions associated with low levels of job-family stress, and the distribution of such benefits among American employers. We discuss what organizational characteristics are likely to be associated with the provision of family benefits, and test those propositions using data on the employers of 325 employed pregnant women. Our findings indicate that firm size and unionization are the most powerful determinants of formal benefits. However, there seems to be a downside to employment in large firms, organized firms, or both. Informal concessions to family needs and personnel policies that depend on supervisor cooperation are less likely to occur. More surprising was the fact that self-employment of the type typically held by employed mothers did not significantly improve their schedule flexibility, leave benefits, or access to child care.
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