Which of the following remedies are available to an employee in the event that they are wrongfully dismissed?

In cases of wrongful dismissal, the primary remedy available to an employee is the award of damages. This refers to monetary compensation that the employee can claim for the losses incurred due to the dismissal. The calculation of damages often considers various factors, including the employee's salary, benefits, and the length of time they would have reasonably expected to remain in employment had the dismissal not occurred. Damages aim to put the employee in a financial position similar to what they would have been in had the wrongful dismissal not taken place.

Other remedies like re-engagement (where an employee is offered their job back) and re-instatement (returning the employee to their position, along with terms of employment) can also be considered in some jurisdictions; however, these remedies may not always be available or applicable depending on the specific circumstances and legal provisions. Similarly, statutory compensation may refer to specific legislative provisions providing for minimum compensation in case of wrongful dismissal, but it typically does not encompass the broader notion of damages for loss of earnings or benefits accrued during the wrongful dismissal period.

Thus, damages serve as the primary and most straightforward remedy available, covering the broader spectrum of financial loss suffered by the employee due to the wrongful termination.