This study investigated the relationship between work–family conflict/facilitation (WFC/F) and the perception of psychological contract fairness by Hispanic business professionals. In addition, this study examined the effects of WFC/F as a mediator of the relationship between workplace supports and psychological contract fairness. A survey of 1165 Hispanic business professionals, from the United States, contained reports their experience of work-to-family conflict and facilitation, perception of the fairness of their psychological contract, and the availability of four types of workplace supports: formal work–family policies, supervisor support, work climate for family, and job characteristics. Results revealed that individuals who experience low conflict and high facilitation in the direction of work-to-family are more likely to report their perception of the psychological contract to be fair. Work–family conflict/ facilitation mediated the relationship between the workplace supports and psychological contract fairness for supervisor support, work climate for family, and job characteristics. There was a direct relationship between the availability of formal workplace supports and psychological contract fairness. Implications for theory and practice are also noted. Copyright © 2009 John Wiley & Sons, Ltd.