<![CDATA[This study analyzes the impact of workplace flexibility policies on work-family balance through a gender-based comparative analysis in manufacturing companies in Semarang Regency. Using a quantitative approach with a cross-sectional design, data was collected from 372 employees (186 men and 186 women) from 10 manufacturing companies. The results demonstrate that all dimensions of work flexibility—time flexibility (β = 0.325), working hours flexibility (β = 0.276), and location flexibility (β = 0.198)—have significant positive effects on work-family balance. Gender moderates the relationship between time flexibility and work-family balance (∆χ² = 4.87, p < 0.05) and between working hours flexibility and work-family balance (∆χ² = 3.78, p < 0.05), with stronger effects observed among female employees. However, gender does not moderate the relationship between location flexibility and work-family balance. These findings contribute to the development of human resource management theory and practice by providing empirical evidence on the effectiveness of workplace flexibility policies in the Indonesian manufacturing industry context. The study suggests that manufacturing companies should develop gender-responsive work flexibility policies, prioritizing time and working hours flexibility, particularly for female employees.]]>
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