The study investigated the influence of work-life balance on performance of money deposit banks in South-East, Nigeria. The specific objective of the study sought to determine the extent to which dependent care policy affect employees’ turnover rate.  The study adopted survey design. The population of the study was 1,843 staff from ten selected deposit money banks in South-East, Nigeria. Staff sample size of 453 was determined using Cochran’s statistical formula from the staff population. Stratified sampling technique was used to select the respondents in each of the selected deposit money banks while Bowley’s proportional allocation method was adopted to determine the allocation of questionnaire to each of the participated bank. Data were collected through the use of the questionnaire and oral interview guide. The questionnaire was structured on a five – point Likert scale. A pilot study was conducted using test – retest method and tested with Spearman Ranking Order Correlation Coefficient. The result gave a reliability coefficient of 0.92, indicating a high degree of items consistency. The face validation of the instrument was done by five management research experts from both the industry and academia. Simple Linear Regression and Pearson Product Moment Correlation were used for the data analysis. The acceptable probability level of significance was 0.05. The findings revealed that Dependent care policy to a large extent enhanced employees’ turnover rate among employees (r =0.882; t = 9.212; F = 67.182; p = 0.001 < 0.05). The study concluded that  effective and efficient implementation of work-life indicator do not only benefit the workers in terms of striking a balance between work life and family life but it is of a great value to the banking industry in terms of obtaining expected commitment for better and efficient service delivering. The study recommended that work-life balance initiative should be strictly adhered to by the management of deposit money banks in South–East, Nigeria in order to offer a family-friendly atmosphere to attract and retain qualified employees for increase profitability.

KEYWORDS: Work Life Balance, Employee Performance, Dependent care policy