Work-life balance is the ability to manage balance between work and personal life and to stay productive and competitive at work while maintaining a happy, healthy home life with sufficient leisure, despite having work pressure and endless activities which require your time and attention. Still there are some factors which affect work-life balance of employees in organizations. The present research paper aims to identify the various factors which affect work life balance of bank employees. To serve the objective descriptive research design is used and primary data is collected from 110 respondents with the help of questionnaire. Data is analyzed with the help of weighted arithmetic mean and spearman’s rank correlation and it has been concluded that working environment, Performance appraisal system & career growth are major factors which affects work life balance of banking employees.   
 
KEYWORDS: Work Life Balance, Economic Well-Being, Public Bank, Private Bank. 

Introduction Quick transformations in the social, political and economic situations have influenced both the nature of employment and its association with personal life. Managing official and domestic life is a challenge and becoming complex day by day. Work-life balance is the main concern for choosing any profession by today’s generation with shifting roles in every sphere. The banking industry plays a pivotal role in our commercial and personal lives and has always been an ideal destination for employment. Banks have been changing dynamically and getting into new products & services. With the growth of the banking sector and its synchronization with the other financial sectors such as insurance, NBFCs and Capital markets, retirement of the existing employees have produced more number of opportunities in the banking sector. The notion of work-life balance has came into being out of demographic and social changes that have produced more varied and declining workforce and different family/work structures and models.  Encouraging work-life balance is seen as a method of drawing and retaining the workforce needed to support economic well-being.

         Structuring an organisational culture which ropes work-life balance is a long-standing process for big organisations. It consists changing the way people feel and talk about their work and about worklife balance so that by means of flexible working options and other work-life plans becomes accepted and usual for everyone regardless of their gender, position within the organisation or private commitments. It is very important that organizations make sure that they not just encourage but mandate a sensible and effective work/life balance policy, meeting the needs of both the organization and its workforce to stay