The Study of Well-being Culture Influencing the Retention of Talent Generation Y Case Study of Top50 Companies in Thailand 2023 has two objectives: (1) to study wellbeing factors to retain talent Generation Y in organization; and (2) to study retention factors to retain talent Generation Y in organization. This research was conducted using a qualitative approach by utilizing semi- structured interviews and analyzing data through the content analysis method with 31 participants of Generation Y from five different business sectors including (1) Food and Beverages; (2) Food Production; (3) Construction Materials; (4) Commerce and Real Estate; and (5) Energy and Utilities. The results indicated that 13 factors influence Well-being contributing to the retention of Generation Y talent in the organization, respectively as follows: (1) Healthy Relationships at Work; (2) Health and Flexible Benefits; (3) Pay; (4) Work-Life Harmony; (5) Strategic Leadership; (6) Autonomy; (7) Work Environment; (8) Facilities; (9) Challenging Work; (10) Opportunity for Growth; (11) Work Process; (12) Mattering at Work; and (13) Work Location. Findings reveal that the top three factors are: Healthy Relationships at Work (17.32%), Health and Flexible Benefits (16.54%), and Pay (10.24%) of the total elements that affect Well-being, comprising 44.10% of all factors. In addition, there are 11 factors that influence the retention of talented Generation Y in Organization, respectively as follows: (1) Healthy Relationships at Work; (2) Opportunity for Growth; (3) Work-Life Harmony; (4) Benefits; (5) Mattering at Work; (6) Learning Opportunity; (7) Pay; (8) Strategic Leadership; (9) Corporate Image; (10) Work Location; and (11) Company Culture. Findings reveal that the top three factors are: Healthy Relationships at Work (18.99%); Opportunity for Growth (12.66%), and Work-Life Harmony (12.66%) of the total elements that affect Retention, comprising 44.31% of all factors. It can be concluded from the study results of the two variables that Talent Generation Y is most dependent on Healthy Relationships at Work. The Study will help organizations understand the factors that contribute to employee retention and well-being in the Thai business environment, where Generation Y is playing a significant role in replacing Baby Boomer retirement and Generation X in the workforce. These factors will help the organization develop a competitive edge and set goals for the future. In order to enable talent generation Y to remain with the organization, it is necessary to build a solution for managing a well-being culture that influences talent retention. Due to the time periods or variations across the years, the study’s conclusions might not fully capture the context or circumstances surrounding labor and organizations that existed during that time. Nevertheless, when using research findings, one should take the importance of the business context into account. Furthermore, research on the connection between Generation Y and other Generations in organization is essential for a comprehensive understanding. Also, design appropriate guidelines for fostering harmonious coexistence among individuals in the organization from a holistic perspective.