In the changing scenario of the Indian banking industry, the contribution of women staff has been growing in importance, especially with respect to public sector banks. While such institutions work toward maintaining operating effectiveness and employee satisfaction, the quality of work life (QWL) of women staff has taken center stage as a determinant of organizational productivity, turnover, and job satisfaction. The present research targets to analyse the work life quality of women employees working in public sector banks based on different dimensions like work environment, job security, work-life balance, career growth opportunities, interpersonal relationships, and empowerment. The study reveals how these dimensions impact the professional and personal well-being of women working in a role traditionally led by male-dominated leadership but now experiencing a paradigm shift. By employing a descriptive and exploratory research strategy, primary data was gathered with the help of structured questionnaires (Rathi, 2023; Nambiar, 2025; Ram & Sain, 2024)conducted among a sample of women employees employed within key public sector banks in urban and semi-urban branches. The research also includes secondary data collected through published reports, HR handbooks, and prior academic literature. The research findings suggest that although public sector banks offer significant employment security and monetary stability, there are still many problems in the areas of workload, bureaucratic hierarchical setups, limited vertical growth opportunities, and lack of adequate work-life balance systems. A majority of women workers experienced high levels of stress due to rigid working hours and inadequate support mechanisms, especially in addressing family obligations in conjunction with professional needs. On the other hand, supportive supervisors, gender-sensitive policies, and access to training programs were found to positively impact QWLperceptions. The research identifies the importance of banking organizations embracing a more flexible and adaptive human resource management policy through the introduction of flexible work scheduling, skill development, mentoring, and mental well-being programs. Above all, building a culture of recognition, respect, and equal opportunity is key to improving the job satisfaction and retention of women employees. This study adds to the expanding body of research on gender and organizational behavior by providing evidence-based findings and making pragmatic policy recommendations for banking administrators and policy-makers. Promoting the quality of work life for women working in public sector banks is not just an issue of gender equality but also a strategic necessity for institutional greatness.