Recently, more attention is being paid to the impacts of Work-Family Balance Practices (WFBPs) at the organisational level. Factors underlying the preference for WFBPS are the flexible working hour, work support, job stress, and performance reward system. Most of past researches shared the attention of the organisational efforts on the work-related consequences such as job satisfaction, turnover intention and affective commitment amongst the employees. However, the current study aims to explore and later reveal the factors undertaking WFBPs at the individual level. The study is conducted using semi-structured qualitative interviews to collect data of the experience of 34 managers and executives from the two selected Malaysian Oil and Gas companies. The description and conceptualization of the work-family balance described by the respondents explain the acceptance and insight of the practice offered. The findings revealed four factors namely well-being improvement, traditional and moderate cultural values, Islamic work ethic, and equal opportunities that give direct and indirect impact on an individuals’ choice to undertake the WFBPs. Furthermore, this study is an effort to accumulate the factors of WFBPs at an individual level which are significant to the manager and executive role in the workplace. Therefore, the findings of this paper contribute as a profound path for future research on individual roles such as manager and executive.