Which scenario would likely be considered wrongful dismissal?

When an employee is fired for reporting illegal activity, this scenario is likely to be considered wrongful dismissal. There are legal protections in place for employees who blow the whistle on unlawful practices or activities in the workplace, often referred to as whistleblower protections. Terminating an employee for such reports undermines these protections and could be seen as punitive action for exercising their right to report unsafe or unethical practices. This dismissal could also lead to potential legal consequences for the employer, reinforcing the importance of fostering a workplace culture where reporting wrongdoing is encouraged and protected.

In contrast, the other scenarios typically do not fall under wrongful dismissal. In situations where an employee is laid off during a company-wide reduction, or terminated due to company restructuring, these actions often relate to legitimate business reasons and do not imply fault on the part of the employee. Similarly, being fired for repeated tardiness after receiving warnings indicates a failure to meet job performance standards, which is normally justified in employment law and does not constitute wrongful dismissal.