ELIZABETH NYAWIRA WACHIRA2026-07-162026-04https://repository.mua.ac.ke/handle/123456789/2990Employee retention has become a critical concern for telecommunication companies in Kenya, where high workloads, technological demands, and competitive labor markets contribute to turnover. Work–life balance practices such as flexible working hours, leave policies, workload management, and supportive supervision play a pivotal role in retaining skilled employees by enhancing job satisfaction, reducing stress, and fostering organizational commitment. This study focuses on Jamii Telecommunications Limited to examine how these practices influence employee retention, providing insights into effective human resource strategies that support workforce stability and organizational performance in the Kenyan telecommunications sector. The purpose of this study is to examine the effects of work–life balance practices on employee retention in telecommunication companies in Kenya, using Jamii Telecommunications Limited as a case study. Specifically, the study will assess the impact of flexible working hours, leave policies, workload management, and supervisor support on employee retention. A descriptive research design was adopted for this study. The target population consisted of 119 employees,from which a sample of 51 respondents was selected. Structured questionnaires were used as the primary data collection tool. Data was analyzed using excel sheet and the findings were presented in tabular form for clarity and easy interpretation. The finding of this established that, flexible working hours leave policies, workload management and supervisor support have an effect of employee retention in telecommunication companies in Kenya. The study concludes that, flexible working hours significantly enhance employee retention at Jamii Telecommunications Limited. Employees reported that flexible schedules reduce turnover intentions, improve engagement and productivity, minimize unplanned absences, and allow better workload management, thereby supporting work–life balance. Adequate and accessible leave policies positively influence retention by allowing employees to maintain a healthy worklife balance. Employees expressed satisfaction with leave provisions and reported that such policies encourage long-term organizational commitment. Effective workload management is a key factor in retaining employees. Fair task allocation and manageable workloads reduce stress, prevent burnout, increase efficiency, and motivate employees to remain with the organization. Supervisor support strongly affects retention by providing guidance, career development opportunities, and engagement reinforcement. Employees with supportive supervisors are more likely to remain committed and experience reduced turnover intentions. The study recommends that, the organization should expand flexible work arrangements, including hybrid or staggered schedules, and implement regular feedback mechanisms to ensure these arrangements meet both employee needs and organizational objectives. Management should ensure leave entitlements are clear, sufficient, and easily accessible while providing training and communication to educate employees on proper leave utilization and procedures. The company should regularly review task allocation, ensure equitable distribution of work, and implement monitoring tools or feedback systems to detect and address overwork proactively. The organization should provide supervisors with training in mentorship, coaching, and communication skills, and establish formal mentorship or career development programs to strengthen employee support and loyalty.Article