Background: The significance of upholding the well-being of mental and physical health, along with achieving a harmonious work-life balance, is particularly pronounced in the context of global pandemics and other natural crises. To effectively address this matter, organizations must employ sophisticated management techniques and administrative approaches. Diverse entities encounter adverse outcomes stemming from unsuitable work conditions that detrimentally impact both the mental and physical health of employees. These ramifications may encompass diminished productivity, subpar performance, and a heightened rate of employee turnover. Methods: This quantitative empirical investigation examines how the implementation of sustainable strategies for mental health, physical health, and work-life balance influences both employee performance and their intention to leave their jobs. The study relies on secondary data sourced from the Organization for Economic Co-operation and Development (OECD) - Teaching and Learning International Survey (TALIS). This survey encompassed the participation of 261,426 individuals across approximately 48 countries. The research data, analyzed using SPSS version 27, underwent Pearson correlation and regression analyses. These statistical techniques were employed to ascertain the relationships and connections between the variables under investigation, as well as to validate the primary hypotheses of the study. Results: The primary findings of the regression and correlation analyses in this research reveal that employees' perceptions regarding mental health, physical health, and work-life balance play a significant role in influencing their performance levels and their intentions to leave their current positions. To sum up, it can be concluded that ill-suited administrative policies and practices concerning the mental and physical well-being of individuals, as well as their work-life equilibrium, result in detrimental outcomes such as reduced performance and an increased likelihood of employee turnover