How on earth would one even begin to enforce reverting the dismissal of an employee "because they didn't answer their phone after hours"? "Employee was dismiss

How on earth would one even begin to enforce reverting the dismissal of an employee "because they didn't answer their phone after hours"? "Employee was dismissed due to poor performance." "Employee was dismissed because they were not delivering enough value compared to their peers..." These ideas and protections are great in theory, but very hard to manage in practice, and I'd imagine it gets tested on the first serious appeal.