The purpose of this research is to investigate the factors that affect work life balance on employees of Development bank of Ethiopia, Bahir Dar District. This research is delimited to such variables as Work Overload, Family/Life Role Overload, Workplace Support, Social support & Employee performance. To achieve the objective, both Causal and Explanatory research design was appropriate for this study to the extent that it sought to describe the relationship between determinants of Work–life balance with over all work life balance in terms of their objective. The total population of the study is108 employees; selected from Eight branches, namely; Bahir Dar District, Bahir Dar Branch, Injibara Branch, Chagni Branch, Burie Branch, Finote Selam Branch, Debre Markos Branch and Motta Branch, out of which the responses of 105 (97%) were collected. Participants of the study comprised of managerial and professional employees who are working in listed branches. A primary data collection through survey questionnaires were measured with five point Likert scale. The data was analyzed using SPSS version 20 using descriptive, correlation and regression analysis. The descriptive statistics results showed that the employees in selected Branches exhibited low level of work life balance. The correlation results showed that except work over load and Life role Overload other independent variables are positively and significantly correlated to the dependent variable. Whereas, the regression analysis result showed that the independent variables directly or indirectly affects the dependent variable, Overall Work-Life Balance significantly .When looking the standardized beta coefficient of the four significant predictor variables excluding workplace support compared, Family/Life role over load affects the Overall Work Life Balance the most. Based on the findings, the researcher recommended as: the Bank should assess its practices and the current trend with other similar organizations to create employee work-life balance for better productivity, to intentionally enforce consistent use of policies to help employees know and practice current provisions, it should adopt such measures as flexible working arrangements and also telecommuting where employees can work from home so that they can have time to cater for the family issues, it also should come up with a policy of other paid leave arrangements apart from annual leave so that employees with urgent family needs can benefit from the leave and design trainings to create awareness on importance of WLB.