Aug 5th, 2021
3 mins
We have recently been asked by our members about forward planning for both employees who have been vaccinated and those who have not. We are currently awaiting professional advice from a legal company in membership and hope to provide another article very soon.
We have found guidance from the CIPD on COVID-19 Vaccination: A guide for employers
In summary, as the UK’s COVID-19 vaccination rollout continues, employers should prepare for and manage its impact on the wider population and their workforce. Employers should remember that the vaccine is just one measure of protection and the extent to which the virus will further mutate is still unknown.
In the UK, generally, vaccination has not been mandatory and this has not changed for COVID-19. Given that, for public health reasons and to protect themselves and others from disease, it’s desirable to have as many people vaccinated against COVID-19 as possible, employers should encourage staff to be vaccinated and publicise the benefits to improve take up of the vaccine when individuals are offered it through the NHS.
Employers must plan the implications for their staff, visitors and workplace as a whole, covering:
- communication to encourage take up
- risk assessment
- and vaccine policy
Employers will also need to consider their contractual terms and data protection, disciplinary, grievance and dismissal policies.
The key points to consider are outlined in the guidance:
- Managing vaccinated employees
- Encouraging vaccination
- Adopting a vaccination policy
- Risk assessments
- Planning for different groups of employees (Those who cannot have the vaccine or those hesitant, expectant mothers or ethnic minority groups)
- Making vaccine mandatory
- Dismissal for refusal to be vaccinated
- Asking employees if they have had the vaccine
- Data protection and privacy
See link full guidance belowCovid-19 Employers Guide
