What is the employee's obligation after being wrongfully dismissed?

After being wrongfully dismissed, the employee has a duty to mitigate losses, which means they must take reasonable steps to minimize the financial impact of the dismissal. This typically involves seeking new employment or finding alternative income sources. The rationale behind this obligation is that the legal system aims to ensure that an employee does not benefit from a wrongful dismissal by sitting idly while incurring financial losses that could have been avoided through efforts to secure new work.

Mitigation may include applying for jobs in a similar field, accepting suitable employment offers that arise, or engaging in retraining or skill development to enhance employability. Failing to take reasonable actions to mitigate damages can impact the amount of compensation the employee may ultimately receive if they pursue legal action.

In this context, the other options do not align with the primary obligation placed on an employee after wrongful dismissal. For instance, while there may be a right to pursue legal action, it is not an obligation; rather, it is a choice that may depend on the specific circumstances of the case. Similarly, reinstatement is typically not a duty of the employee, and reporting to authorities is not a common requirement after wrongful dismissal unless there are specific legal violations that warrant such actions.