This entry explores the evolving concept of work-life balance, tracing its development from early notions of equal engagement in work and family roles to more nuanced frameworks such as work-life conflict, enrichment, harmony, and facilitation. Initially criticized for its unrealistic ideal of perfect balance, the concept has expanded to include inter-role conflict and positive spillover effects. Theoretical models such as scarcity theory, expansionist theory, and Conservation of Resources (COR) theory provide foundational insights into the dynamics between work and personal life. The entry highlights organizational interventions—such as flexibility, conflict resolution strategies, and leadership development—that support work-life integration and improve employee well-being and productivity. It concludes that individual preferences for segmentation or integration, along with supportive workplace culture, are essential for achieving meaningful and sustainable work-life harmony.