Which of the following factors would NOT contribute to a fair dismissal?

The correct answer highlights that personal conflicts are generally not a justifiable reason for a fair dismissal. A fair dismissal should be based on objective criteria related to the employee's work performance or business needs rather than subjective disagreements or interpersonal issues that may arise.

Factors like long-standing issues with performance, adherence to clear policies and procedures, and redundancy due to economic circumstances are all examples of grounds that can contribute to a fair dismissal. These elements indicate that the employer has legitimate, documented reasons for the termination that align with legal standards and best practices in employment law.

In contrast, dismissals stemming purely from personal conflicts can often be viewed as arbitrary or discriminatory if they lack a clear connection to the employee's job performance or conduct within the scope of their employment responsibilities. This makes personal conflicts an inadequate basis for a fair dismissal, as it does not fulfill the expected standard of fairness and reasonableness that employment law requires. Understanding this distinction is crucial for both employers and employees in ensuring that termination processes are handled appropriately and equitably.