This study investigates the influence of childcare facilities on work–life balance, job satisfaction, stress reduction, and retention intention among female employees in urban banking institutions. A quantitative research design was adopted, and primary data were collected from a sample of 200 female bank employees using a structured questionnaire. To examine the relationships between childcare support variables and employee outcomes, statistical techniques such as correlation analysis, multiple regression, ANOVA, and Chi-square tests were applied. The regression results revealed that childcare-related factors significantly predict work–life balance, explaining 61% of its variance (R² = 0.61). This indicates strong explanatory power and highlights the central role of institutional childcare mechanisms in shaping employees’ ability to manage professional and personal responsibilities. Among the predictors, employer support emerged as the most influential variable (β = 0.42), underscoring the importance of managerial empathy and organizational culture in translating policy into practice. Correlation analysis further demonstrated a strong positive relationship between childcare availability and job satisfaction (r = 0.58), suggesting that supportive childcare arrangements enhance employees’ emotional attachment to the organization. Conversely, a significant negative correlation was observed between childcare support and stress levels (r = –0.55), indicating that reliable childcare reduces work–family conflict and psychological strain. Additionally, Chi-square results (p = 0.001) confirmed a significant association between childcare availability and retention intention. Overall, the findings position childcare support as a strategic human resource intervention that contributes to employee well-being and organizational sustainability.