Which of the following remedies is not available for a claim for unfair dismissal?

In the context of claims for unfair dismissal, specific performance is not an available remedy. Unfair dismissal claims are primarily focused on addressing the wrongful termination of an employee, and the remedies provided under employment law are designed to restore the employee's position or provide financial compensation for the loss incurred due to the dismissal.

Compensation is a common remedy aimed at making the employee whole for the losses suffered as a result of the dismissal, representing lost wages, benefits, and any other financial impacts. Re-instatement involves returning the employee to their former position, effectively reversing the dismissal, and is applicable when the relationship between the employer and employee can be restored. Re-engagement, while similar to re-instatement, involves placing the employee in a different position within the organization, which may be more suitable given the circumstances.

Specific performance, however, pertains more commonly to contract law and involves requiring a party to fulfill their contractual obligations as agreed. In employment contexts, it is not practical to compel an employer to continue an employment relationship against their will or to force them to take a specific action concerning an employee’s role or position, making this remedy inappropriate for unfair dismissal claims. This distinction highlights the nature of remedies available under employment law versus commercial contract law.