Which of the following is considered an automatically unfair reason for dismissal?

The reasoning behind identifying pregnancy as an automatically unfair reason for dismissal lies in the protections afforded to employees under employment law. Dismissal linked to pregnancy is deemed discriminatory because it targets a specific demographic—pregnant women—who are entitled to job security during and after their maternity leave.

Employment standards in many jurisdictions include provisions that safeguard against discrimination based on pregnancy status. This means that if an employee is dismissed solely because she is pregnant, it can be classified as an automatically unfair dismissal, regardless of the circumstances surrounding her performance or capabilities. This protection not only serves to uphold the rights of women in the workplace but also reflects broader societal commitments to gender equality and family rights.

Capability issues, poor performance, and redundancy can be legitimate grounds for dismissal if they follow proper procedures and criteria established by law or company policy. These reasons typically require evidence, fair treatment, and the opportunity for the employee to improve or be duly informed about their performance or the restructuring process. Thus, they do not carry the same blanket protections as dismissals related to pregnancy, which are considered inherently discriminatory.