To date most studies of workplace support and work-life experience have been of contexts where government policies and legislation to protect employee work-life balance interests are well established, such as US, UK, and other European countries. Little scrutiny has been given to these issues in less developed economies, where support and protection in terms of work-life policies and legislation at the national level is rather limited. Malaysia, the setting of this study, provides such a context. Two types of organizational support, work flexibility and superior support, are studied for their impact on work-life experience of Malaysians. The findings of this study are based on a national survey of working adults in Malaysia. Work-life experience is conceptualized to capture conflict and enrichment aspects, as well as bidirectional effects between work and nonwork. Results show that work flexibility and superior support lower work-life conflict marginally but facilitate greater work-life enrichment among Malaysians. The paper also draws out implications of these findings for human resource development professionals operating in workplace settings within national contexts with limited mandatory work-life provisions.