What is the usual remedy for wrongful dismissal?

In the context of wrongful dismissal, the usual remedy is damages. When an employee is wrongfully dismissed, they typically seek financial compensation for the loss of earnings and benefits that occurred as a result of the dismissal. This compensation is intended to place the employee in the position they would have been in had the dismissal not occurred.

Damages awards can include lost wages and other economic losses directly related to the wrongful termination. In many jurisdictions, the courts aim to make the injured party whole, which is effectively achieved through monetary compensation rather than other forms of remedy, such as reinstatement.

Reinstatement is less common as a remedy because it may not be practical or desirable for either party in many situations. Similarly, severance pay is typically associated with an agreed-upon termination of employment rather than a remedy for wrongful dismissal, and the type of employment contract is more about defining the terms of employment rather than addressing the consequences of a wrongful dismissal. Thus, the option of damages as the remedy aligns with the typical legal approach to compensating for wrongful dismissal.