Which reason for dismissal involves the employer believing the employee is guilty of misconduct?

The reason for dismissal that involves the employer believing the employee is guilty of misconduct is grounded in the concept of employee misconduct. This type of dismissal typically occurs when an employer has evidence or a strong belief that an employee has violated company policy, engaged in inappropriate behavior, or committed an act that undermines trust or safety within the workplace.

In cases of employee misconduct, the employer is justified in terminating the employment relationship because the behavior in question is considered a breach of the contractual obligations typically expected in the workplace. Examples of misconduct can range from theft and harassment to chronic absenteeism or insubordination. When an employer perceives that the employee's actions have negatively impacted the work environment or the organization, they may choose to proceed with dismissal.

The other options describe different scenarios. Capability pertains to an employee's inability to perform their job effectively, while redundancy relates to the necessity for job positions due to economic or structural changes within the organization. Statutory restriction refers to legal constraints that prevent or complicate dismissal. These concepts are distantly related but do not directly connect with the employer's perception of misconduct, which is the core of why an employee would be dismissed for that reason.