The experience of the discrepancy of work and family role requirements is called a work-family conflict, and enriching one role to another is called facilitation. The purpose of this research was to examine whether sociodemographic characteristics, personality traits, and coronavirus-induced pandemic experience contribute to the explanation of conflict and the facilitation of family and work roles. The survey was conducted online. The participants were 266 working mothers who have at least one minor child. The results showed that mothers who are highly neurotic, who perceive the pandemic to have a more negative impact on work and family, whose business responsibilities increased during the pandemic, and who show greater general concern about the pandemic are more likely to experience work-family conflict. More pronounced family-work conflict is experienced by working mothers who work from home and those who have high neuroticism, perceive a more negative impact of the pandemic on the family and estimate that because of the pandemic they have more family responsibilities. Greater workfamily facilitation is reported by mothers who are high on the dimension of openness to experience and whose business obligations have decreased compared to the period before the pandemic. Finally, greater family-work facilitation is experienced by mothers who achieve higher scores on the agreeableness, who perceive a less negative impact of the pandemic on the family, and who show greater concern about the pandemic. Knowledge of the predictors of facilitation and conflict of work and family roles can contribute to the effectiveness of organizational programs designed to better balance those roles. The results of this study showed that conflict and facilitation are orthogonal constructs, which means that programs aimed at reducing conflict are not effective in increasing facilitation, for which additional measures should be devised.