This study examines the influence of Work Life Balance on Employee Performance, and the effect of each dimension of work life balance toward employee performance at Universitas Terbuka Jakarta. The variable Work Life Balance measured by A 15-item scale research develop by Hayman (2005) that had been adapted from a 19-item scale originally developed by Fisher-McAuley et al. (2003).The 15-item scale is using to measured Work Interference with Personal Life (WIPL), Personal Life Interference with Work (PLIW), and Work Personal Life Enhancement (WPLE) as three dimension of constructs of WLB as forwarded by (Agha, Khan, 2017). Employee Performance is measured by using An individual work performance measurement tool developed by Koopmans is a set of self-reports that contain statements that are relevant to employment indicators in general (Koopmans et al., 2015).The present study analyzes the functioning of a brief 18-item self-report scale, the Individual Work Performance Questionnaire (IWPQ), which measures the main dimensions of job performance (task performance, contextual performance, and counterproductive behaviors) in a wide variety of jobs (Ramos-Villagrasa,et al, 2020). Respondents are the structural and functional employee of Universitas Terbuka Jakarta. Respond from respondents were then processed using SPSS 24.0 through statistical analysis descriptive, and simple linear regression analysis. The findings of this study are that Work Life Balance averall has a positive influence on Employee Perfromance, Work Life Balance dimension: WIPL has a positif influence on Employee Performance, Work Life Balance dimension - PLIW has no an influence on Employee Performance, Work Life Balance dimension - WPLE has a positif influence on Employee Performance.