Differences and disputes are intrinsic to employer-employee relationships thus necessitating fair disputes resolution mechanisms and processes. The increased demand for labor law reforms and the general trend underlying the target provisions for change point towards an assertion of the managerial prerogative of employers on grounds of competitive survival and growth through labor market flexibility. However, disputes resolution reforms need to bear in mind that in the pursuit of shareholder centric dividends, the democratic dividend of workplace democracy should not be sacrificed. The reforms related to fair and speedy disputes resolution deliverability therefore should be geared towards creating workplace ombuds committees and strengthening conciliation services while leaving the democratic rights of labor untouched.