Damages and Compensation: Recovering Losses in Wrongful Termination Cases Contravening Public Policy

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Damages and Compensation: Recovering Losses in Wrongful Termination Cases Contravening Public Policy

Damages and Compensation: Recovering Losses in Wrongful Termination Cases Contravening Public Policy


Wrongful termination in violation of public policy can have significant financial and emotional consequences for employees. When employees face wrongful termination due to an employer’s violation of public policy principles, they may be entitled to seek damages and compensation for their losses. In this article, we will explore the types of damages that may be available in wrongful termination cases, the factors considered in determining compensation, and the legal avenues employees can pursue to recover their losses.

Types of Damages in Wrongful Termination Cases
In wrongful termination cases, employees may be eligible for various types of damages, including:

a) Lost Wages: Employees can seek compensation for the wages and benefits they would have earned had they not been wrongfully terminated. This includes past lost wages from the date of termination up to the date of the judgment or settlement, as well as future lost wages if the employee can demonstrate that they would have continued their employment.

b) Back Pay: Back pay refers to the wages and benefits that would have been earned during the period of unemployment resulting from the wrongful termination. It aims to compensate employees for the financial losses they experienced due to the termination.

c) Front Pay: In certain cases where reinstatement is not feasible or appropriate, front pay may be awarded. Front pay represents the projected future wages and benefits the employee would have earned had they continued their employment until a certain point, such as retirement.

d) Emotional Distress: Employees may be entitled to compensation for emotional distress and mental anguish caused by the wrongful termination. This may include stress, anxiety, depression, humiliation, or other psychological harm suffered as a result of the employer’s actions.

e) Punitive Damages: In some cases involving particularly egregious conduct, punitive damages may be awarded. Punitive damages aim to punish the employer for their wrongful actions and deter similar behavior in the future. However, punitive damages are not available in all jurisdictions and typically require proof of malicious intent or reckless disregard for the employee’s rights.

Factors Considered in Determining Compensation
Several factors are considered when determining the amount of compensation to be awarded in wrongful termination cases:

a) Length of Employment: The length of the employment relationship is a significant factor in calculating damages. Generally, employees who have been employed for a longer period are more likely to receive higher compensation due to the accumulated losses.

b) Salary and Benefits: The employee’s salary, along with any lost benefits, such as health insurance, retirement contributions, and bonuses, are considered in calculating damages. Higher salaries and more substantial benefit packages may result in higher compensation amounts.

c) Mitigation of Damages: Employees have a duty to mitigate their losses by seeking new employment. If the employee finds comparable employment or fails to actively seek new employment, it may impact the amount of damages awarded.

d) Availability of Evidence: The strength and availability of evidence, such as documentation of lost wages, performance evaluations, and witness testimony, can influence the amount of compensation awarded. The more compelling the evidence, the more likely it is to result in favorable outcomes.

e) Local Laws and Precedents: Compensation amounts can vary depending on the jurisdiction and the precedents set by previous court decisions. Understanding local laws and consulting with employment law attorneys familiar with the specific jurisdiction is crucial in determining potential compensation.

Legal Avenues to Recover Losses
Employees facing wrongful termination in violation of public policy have several legal avenues to pursue to recover their losses:

a) Negotiated Settlements: In many cases, employers may be willing to negotiate a settlement to avoid lengthy litigation. This allows employees to recover their losses through a mutually agreed-upon amount without going to court.

b) Mediation or Arbitration: Mediation or arbitration can provide alternative dispute resolution methods where a neutral third party helps the parties reach a resolution. These processes can be less adversarial and time-consuming than traditional litigation.

c) Filing a Lawsuit: If settlement negotiations are unsuccessful or deemed inappropriate, employees can file a lawsuit in court. An employment law attorney can guide employees through the litigation process and present their case before a judge or jury.

d) Class Actions: In cases where multiple employees have experienced similar wrongful termination in violation of public policy, a class-action lawsuit may be appropriate. Class actions allow employees to collectively pursue their claims, providing strength in numbers and efficiency in the legal process.


Recovering losses in wrongful termination cases contravening public policy is a crucial aspect of seeking justice and ensuring employees are fairly compensated for the harm they have suffered. Lost wages, back pay, front pay, emotional distress damages, and punitive damages may be available depending on the circumstances. Factors such as length of employment, salary and benefits, mitigation efforts, evidence, and local laws influence the amount of compensation awarded. By exploring legal avenues, engaging in negotiation or alternative dispute resolution methods, or pursuing a lawsuit, employees can assert their rights and seek the appropriate compensation for their losses. Consultation with experienced employment law attorneys is essential to navigate the complexities of these cases and maximize the chances of recovering the damages to which employees are entitled.

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