Work life balance is the lack of opposition between work and other life roles. The objective of thernstudy is to identify the effect of emotional intelligence dimensions on work life balance in case ofrnDashen bank S.C and Tagrow business PLC. Quantitative research approach is used;rnexplanatory and descriptive research designs are adopted. A total of 444 employees 352 fromrnDashen bank S.C with stratified systematic sampling and 92 from Tagrow business PLC withrnsimple random sampling. Data collected through questionnaire were analyzed using SPSS 25rnversion. The analysis involves both descriptive and inferential statistics. The test engagesrnfrequency distribution, mean, Pearson correlation coefficient, ANOVA and Regression. Thernresult of the finding from Dashen bank indicates that the major factors that have significantrneffect on work life balance are self-awareness, self-regulation and social competence. While thernresult of finding from Tagrow business PLC indicates that self-awareness and social competencernhave significant effect on work life balance. Furthermore, the result indicated that there is highrnwork life imbalance at both companies. Generally, it was concluded that the core factors forrnwork life imbalance in Dashen bank S.C were lack of Self-awareness, self-regulation and socialrncompetence. Whereas lack of self- awareness and social competence were the two core factorsrnthat affects the work life balance in case of Tagrow business PLC. The recommendationrnhighlighted that Dashen bank S.C should give professionals frequent emotional intelligencerntrainings specifically on self-awareness, self-regulation and Social competence. Likewise,rnTagrow business PLC should also develop and give professional trainings specifically on selfawarenessrnand social competence for its employees. Generally it was recommended that bothrncompanies should undertake emotional intelligence audit at all level of the organization andrndevelop effective policies on emotional intelligence that can have a positive influence on itsrnemployees. Also both companies should also come up with effective and efficient work lifernbalance policies and programs and foster an organizational culture that supports the use ofrnavailable policies. The limitation was the study being restricted to the service companyrnspecifically Tagrow business plc and Dashen bank. Also distributed questionnaires not beingrnreturned on time or not returned at all and in some cases failure on the part of respondents tornprovide genuine responses. However the researcher has tried to redistribute the questionnaire inrnorder to find the result which is not biased by the issues mentioned here.