This study identified the most relevant organizational‐level antecedents and consequences of work–life balance (WLB). The sample consisted of 300 female bank employees working in different private banks. The data were collected with a carefully designed questionnaire using the convenient random sampling technique. Data were analyzed using multiple regression analysis. The study identified certain organizational‐level antecedents of work–life balance, such as work load, organizational culture, job involvement, work expectation, and technology; work performance, turnover, job satisfaction, quality of work life, and job autonomy were considered as consequences of WLB in the existing research. The results revealed that organizational culture and technology are the most important antecedents of work–life balance, because these variables influence work performance, job satisfaction, quality of work life, and job autonomy, whereas work load and work expectation have an impairing effect on turnover.