Posted by Meaghan Kirby in Employment Law
Mar 19 2026
When an employee experiences unlawful discrimination or wage violations, one of the most important questions is: what can they recover? In employment law, damages are designed to make workers whole – and, in some cases, to hold employers accountable for particularly harmful conduct.
The most common forms of recovery are back pay and front pay. Back pay recuperates employees for lost compensation (such as wages, bonuses, and benefits) from the time of the unlawful action (such as termination) through resolution of the case. The goal of back pay is to put the employee in the position they would have been in, but for the employer’s wrongful conduct. Front pay, by contrast, looks forward – providing compensation for future lost earnings when reinstatement is not feasible.
In cases involving intentional discrimination, employees may also recover other compensatory and punitive damages. Other compensatory damages address the real, human impact of workplace violations, such as emotional distress, mental anguish, and loss of enjoyment of life. Punitive damages go a step further, aiming to punish employers who act with malice or reckless indifference to an employee’s rights. These categories of damages are subject to statutory caps under federal law, though those caps do not apply to lost wages.
Certain employment laws also allow for liquidated damages, which can significantly increase a recovery. Under statutes like the Fair Labor Standards Act (FLSA) and Family and Medical Leave Act (FMLA), employees are often entitled to recover an amount equal to their lost wages – effectively doubling their damages – unless the employer can show it acted in good faith and reasonably. Similarly, under the Age Discrimination in Employment Act (ADEA), liquidated damages may be awarded where the employer’s violation was willful.
Every case is different, and the kinds and amount of damages available to an employee depend on the facts, the claims asserted, and the applicable law. Understanding these categories is critical, not only for evaluating a case, but for ensuring that employees receive everything they are entitled to under the law.
Posted by Meaghan Kirby in Employment Law
Tagged Discrimination, Meaghan Kirby, Wage Violations
