Which of the following is a valid reason for fair dismissal?

Organizational restructuring is considered a valid reason for fair dismissal because it typically involves significant changes within a company that may require a reduction in workforce or changes in job roles. This kind of dismissal is often seen as a legitimate business necessity, allowing the organization to adapt to new market conditions, improve efficiency, or streamline operations. Fair dismissal under these circumstances usually follows due process, including consultations and, when applicable, offering alternative employment within the organization.

The other options revolve around personal issues or characteristics that are protected under employment laws. For instance, dismissing an employee due to their personal circumstances, such as family issues, would not be considered fair as it could be discriminatory. Similarly, dismissal related to pregnancy is prohibited under various regulations that protect pregnant employees from unjust termination. Lastly, long service should not, in itself, be a basis for dismissal; rather, it often necessitates additional considerations under redundancy laws or respect for the employee's tenure. Thus, organizational restructuring stands out as a clear and acceptable rationale for fair dismissal within the context of business practices.