Sweden is well known for its gender equality and various governmental initiatives to help working women achieve a work-life balance. However, women in managerial positions within corporate settings still face significant challenges in achieving work-life balance, leading to conflict within professional, personal, and family domains. This study aimed to explore challenges of women manager's in achieving work-life balance and how these challenges create conflicts across different domains. The study used various conceptual andtheoretical frameworks to address work-life balance, such as work-life balance concept, spillover theory, inter-role conflict theory, and work-life conflict theory. The sample consisted of seven women working in managerial positions within the corporate sector in the Skåne region of Southern Sweden. Participants were selected using purposive sampling. A qualitative research approach was adopted, including interviews with open-ended questions to collect data. Moreover, thematic analysis was incorporated. The findings suggest that women managers encounter challenges in achieving work-life balance due to organizational and societal factors. Organizational factors include high work demands and workplace dynamics.Additionally, societal expectations and gender stereotypes were identified as societal factors, which further create barriers, complicating woman manager’s efforts to balance work and personal life. Addressing these challenges requires changes in organizational practices and societal norms to support women in achieving success both in their professional and personal spheres. It is recommended that organizations develop policies with the focus on flexible work arrangements that allow female managers to combine their work with childcare responsibilities, potentially lowering the challenges arising from organizational factors that contribute to their work-life imbalance. This could reduce the challenges stemming from organizational factors contributing to work-life imbalance. The study's findings could be considered valuable for other women working within managerial positions. It also might serve as a guiding resource for prospective women managers by providing insights into the complexities associated with such roles and what can benefit them in preparing for future leadership positions. The study’s findings also raise the awareness of the challenges that woman managers encounter, which provide insights for organizations and policymakers.