All Things Vaccine - What Employers Should Consider in light of COVID-19

Vaccines have been front and centre for several months. They have been the reprieve we have all been searching for, the release from the monotony of lock down life and the ability to move freely without worry once again.

For Employers, particularly in healthcare, the topic of mandatory vaccines continues to evolve. Employers should consider the following:

• The health status and personal medical information of Employees is private and confidential and therefore sharing of this specific information should not occur

• Employers can ask about vaccination status where it is reasonable. For example, in healthcare where occupational health and safety are extremely important, asking this question is reasonable. Employers must explain why they are collecting this information and what they are using it for

• Employers must also ensure that this information is collected, used and disclosed in accordance with privacy legislation

When considering Policy development about vaccines,

• Expectations, rules and consequences of breach must be enforced consistently and the duty to accommodate those who refuse the vaccine for various reasons must be considered

As COVID vaccines become more mainstream, Employers may be faced with the question about whether staff can continue to work if non-vaccinated. It is unlikely that Employers will be able to force Employees to be vaccinated but it may be reasonable for Employers to impose restrictions on these individuals for health and safety reasons.

Employers should continue to monitor the ever-changing landscape and be prepared to adapt policies, procedures and processes if and when necessary.

* Current until April 2021