(c) Wrongful dismissal is a common law action and as such, generally, the only effective remedy available is the award of damages representing the loss of earnings sustained by the dismissed employee. The employee will, nonetheless, be expected to mitigate their loss by accepting suitable alternative employment. It is possible, in very limited circumstances, for the dismissed employee to seek an injunction to prevent the dismissal (see Ridge v Baldwin (1964) and Irani v South West Hampshire Health Authority (1985)). |
