In brief
The news that a COVID-vaccine is finally becoming a reality presents organizations with the possibility of returning to business as normal. While governments and health organizations are in the throes of planning their vaccination programs and pre-ordering the vaccines, with regulatory approval still pending in most countries, there is uncertainty about the timing, viability and availability of a vaccine.
Widespread availability of the vaccine may still be some way away from being a reality. The WHO’s Strategic Advisory Group of Experts on Immunization (SAGE) suggests priority groups for receiving the COVID-19 vaccine should include frontline health and care workers at high risk of infection, older adults, and those with underlying conditions at high risk of death (e.g. heart disease and diabetes).
Nevertheless, employers around the globe are keen to prepare for the possibility of utilizing the vaccine to protect their workforces, to promote business continuity, and to mitigate the current health and safety risks of a return to the office.
Key Considerations for Employers
Many businesses will be well versed on the issues that accompany workforce vaccination programs, most particularly those in healthcare. However, given the severe disruption of the COVID-19 pandemic and the pressing need for the vaccine, more employers across other industries are likely to be considering the possibility of enforcing mandatory vaccinations among staff and how to treat workers who opt out of the vaccine. Could such individuals be prevented from doing certain types of work, from entering a workplace, or from being offered a job?
We expect that some governments are likely to want to intervene and offer some direction to employers as the vaccine becomes more readily available. In the US, the Equal Employment Opportunity Commission (EEOC) has issued regulatory guidance on this topic. Those authorities that already apply mandatory flu vaccination programs for certain types of workers or individuals may take the same approach with a COVID-19 vaccine.
In the meantime, existing frameworks and previous legal decisions around workforce vaccinations such as the flu help to identify some of the key issues for employers in applying a vaccination policy:
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Conclusion
Comprehensive consideration of the challenges of applying a COVID-19 vaccine policy at this early stage of the global vaccination roll-out will help to identify the right strategy for engaging with a vaccine. Companies will be well advised to monitor local government guidance in relation to the use of a vaccine and to consider existing frameworks for vaccination policies that may apply in their industries and/or jurisdictions as they plan their vaccination programs.