With the growing participation of women in the labor market, work–family conflict has become an increasingly important issue among employed women. The present study aimed to comparatively examine the factors associated with work–family conflict among employed women in the city of Hamadan. Data were collected through a field survey conducted in 2024, and 395 employed women from both the public and private sectors. The findings revealed that work experience, family support, and gender equality were significantly associated with lower levels of work–family conflict. Among married women, age and role expectations also had significant effects on the level of conflict. Cluster analysis identified three distinct patterns: women with low conflict and high support, women with high conflict and more traditional role orientations, and experienced women with low levels of conflict. The results further indicated that the mechanisms and determinants of work–family conflict differ between married and unmarried women. Overall, family support and gender equality emerged as the most important protective factors against work–family conflict. The findings suggest that developing supportive workplace policies and strengthening family participation in household responsibilities can play a significant role in reducing work–family conflict among employed women.