in situations like these, damages are calculated by adducing proof that the employer suffered loss(es) due to the EE's resignation. losses may be in the form of the possible profit(s) which the ER could have earned had not the EE resigned to the prejudice of the ER. forgone income could be "quantified" esp if a contract of employment was entered into before the commencement of the EE's work, which sets out the ER's policies and rules, if EE had undergone trainings or seminars, the amount expended for those mentioned could be used as basis for damages. moreover, under our law, damages could be in several forms, ie. moral, actual (this could be your basis), nominal, liquidated(even this one), exemplary and temperate damages. BUT, remember that its always the judge or the Labor arbiter who would determine the existence of damages incurred. therefore, pieces of evidence to support your claim would make or break your case. in short be ready to defend your cause