Employee turnover is a great concern to public health practitioners in developing nations due to the fact that most employees in hospitals are favoring being employed in hospitals from developed nations. Nevertheless, the poor state of customer service in some public hospitals in Kenya has caused high turnover and weak self-esteem among staff, making it difficult to guarantee 24-hour coverage resulting in problems with patients care. Thus, the general objective was to establish the effect of work life balance on turnover among employees of public hospital in Nairobi City County, Kenya. The study was directed by the following specific objectives; to determine effect of flexible work arrangement on employee turnover, to find out the effect of childcare services on employee turnover, to establish the effect of maternity/paternity leave on employee turnover and to ascertain the effect of medical services on employee turnover. The study was informed by Social Exchange Theory, stake holder theory and theory of planned behavior. Explanatory research design was used in the study. The study targeted 2631 employees from 3 hospitals which include Mama Lucy Kibaki District Hospital, Mbagathi District Hospital and Pumwani Maternity Hospital. Simple random sampling was used and a sample size of 347 employees was selected from the target population. The study used questionnaires as a tool for data collection. A Cronbach alpha value of α > 0.7 was considered reliable for the study. Quantitative data was analyzed using descriptive statistical methods.
