Today organizations are concerned about the wellness of their employees and hence are trying to facilitate work-life balance policies and practices to balance employees’ personal and professional lives. The present study focuses on the impact of worklife balance policies and practices on the performance of development officers in Life Insurance Companies. Data was collected through primary and secondary methods and Pearson correlation, and multiple regression test methods were used to analyze the data. The present study revealed that only flexi-hours and place is positively associated with work performance and non-work performance whereas recreational activities are positively associated with non-work performance. Further flexi-leave arrangements are not associated with performance of development officers.