During the 2000s, parenthood and work-life balance (WLB) issues have gained more visibility in French workplaces through the development of new policies embedded in collective agreements (gender equality, health and well-being, remote working) or supported by ‘soft tools’ such as labels, guides or charters. The extension of the paternity leave legislation in 2020 (for application in July 2021) is a further indication of the evolution of norms and representations associated with parenthood, particularly for fathers. This study investigates how employers and trade unions have translated the evolution of legal norms into specific ‘rights practices’, embedded in HR policies and collective agreements, and the impact of the pandemic on the framing and content of parenthood and WLB policies in different industries? It is based on 45 interviews in 18 large private French and international companies (operating in France), considered as good examples of progressive collective bargaining and that made little use of furlough schemes during lockdowns. The sample aimed to contrast organizational and economic settings, notably in terms of levels of feminization, types of jobs, levels of internationalization and economic context. In each company, staff representatives (usually 2 different trade unions) and HR directors (unless refused) were interviewed by zoom between November 2020 and February 2021. The study reveals three different framings associated with contrasted employment relations contexts (Stringfellow, 2018). First, a ‘managerial’ framing stands out in internationalized companies in good economic shape, where numerous progressive and ‘above the law’ measures (extended paternity and carers leave, systematic remote working…) are part of diversity management policies and engagement HR policies. Often initiated by HR managers but partly negotiated with union reps, these measures are supported by strong business case arguments. In this case, the covid-19 crisis has obviously provided additional justifications to maintain and further develop some these initiatives, including extended access to remote and flexible working. Second, a 'social' framing of parenthood and WLB policies continues to prevail in industries with a legacy of substantial social provisions. These traditional French companies have developed numerous ‘paternalistic’, measures designed to protect mothers (sick children leaves, extended maternity leaves, return to work measures), recently supplemented by measures in favour of fathers (fully paid paternity leave). While most of these measures are part of collective agreements, trade unions often describe these measures as inexpensive benefits or as means to increase productivity in a context of reduced staffing levels and economic restructuring that has worsened during the pandemic (closures of bank branches or sales outlets, for example). Third, a ‘legal’ framing of parenthood and WLB policies can be found in French companies in low-paid (under-valued) industries, with measures that are slightly more favourable than the law but focused on mothers (sick days, 100% paid maternity leave, part-time work, parental leave). Parenthood and WLB issues - and more broadly gender equality – do not appear to be a priority in relation to other issues such as low wages, health and safety issues and economic restructuring, which have been aggravated by the pandemic.