This study investigates the impact of three organizational factors namely work flexibility, career development, and monetary incentives on work–life balance among millennial employees in utility organizations in the United Arab Emirates (UAE). As a dominant segment of the workforce, millennials increasingly seek balance and fulfilment in their careers, positioning work–life balance as a critical priority for employers. The utility sector, known for its demanding work conditions, faces growing challenges in retaining and engaging younger talent. Therefore, a quantitative approach was employed, collecting data from 310 millennial employees (born between 1980 and 2000) across five regional utility branches in the northern UAE. Using simple random sampling, the data were analysed through Structural Equation Modelling (SEM) to test the hypothesized relationships. The findings revealed that all three factors significantly and positively influenced work–life balance, with work flexibility showing the strongest effect (β = 0.34), followed by monetary incentives (β = 0.27) and career development (β = 0.21). These findings underscore the strategic importance of implementing flexible work arrangements, career development opportunities, and monetary incentives to enhance millennial retention, engagement, and well-being.