The relationship between the use of work-life benefits and policies, work-family conflict and job satisfaction has been one of the key debates in the discipline of Human Resources Management. This study proposes a mediation model to analyze the relationship between the use of work-life benefits and policies (WLBPs) and job satisfaction. The study contributes to the literature by empirically examining the antecedents of this endogenous variable in greater depth. Therefore, this research fills a gap in the literature through the analysis of the mediating function of the work-family conflict in the direction in which work interferes with family. This work uses partial least squares structural equation modeling (PLS-SEM), a variance-based structural equations modeling technique, to test and validate the research model and the hypotheses posited on a sample of 559 employees from different Colombian private-sector firms. The results show that perception of the work-to-family conflict is a significant mediator in the relationship between the use of benefits and job satisfaction. The type of mediation observed is partial complementary, that is, the work-to-family conflict increases the effect of the use of work-life benefits and policies on job satisfaction.