This study examines the influence of work-life balance, job satisfaction and work engagement on turnover intention, with mentoring as a moderating variable. The research is motivated by the growing concern of high turnover intention in the banking industry, which poses challenges to organizational sustainability and employee retention. The study employed a quantitative approach by distributing structured questionnaires to 120 employees of Bank BTN in Jakarta, followed by statistical analysis using Structural Equation Modeling (SEM-PLS). The results show that work-life balance, job satisfaction and work engagement have significant negative effects on turnover intention, indicating that employees with better balance, satisfaction and engagement are less likely to consider leaving their jobs. Furthermore, mentoring was found to play a moderating role by strengthening the positive impacts of these variables on reducing turnover intention. This finding highlights the importance of mentoring not only as a support mechanism for employee development but also as a strategic tool for improving retention and reducing turnover risk in the banking sector. The study contributes both theoretically and practically to the fields of human resource management and organizational behavior, particularly in designing interventions to enhance employee commitment and stability.