Vaccination and returning to the workplace is a hot topic at the moment. As people look forward to returning to some kind of normality everyone’s attention is also on whether vaccinations will become a mandatory practice.
The government in the UK, and across most of the globe, have not made it mandatory for the majority of the public to receive the vaccine. However, many businesses are eluding to the fact that they may implement this into the workplace. Employer’s are considering new policies and procedures whereby no employee may return to work without a clear COVID test. Some are going that step further and requesting proof from new starters to confirm they have had the vaccine.
But what happens if an employee refuses a vaccination? This could be due to religious beliefs, or the fact that it infringes on their human rights. It really is a blurred line at present. This is because an employer’s responsibility lies in ensuring its employees are safe in the workplace. Not only that, but also those who come into contact with their team members.
AMENDMENTS AND IMPLEMENTATION OF POLICIES
It is imperative that if you are a business which is considering mandatory vaccination for employees, you ensure policies are drawn up well in advance. It’s also vital that you make provision for people who have grounds to refuse the vaccination. Failure to do so could result in discrimination cases being bought before tribunals.
So what do you need to include in your policies?
As an employer you will want to make sure that you mention the following:
- That although vaccinations are mandatory before entering the workplace. There is consideration for anyone who reasonably cannot have the vaccine administered;
- Employees who are able and eligible to receive the vaccination are encouraged to do so. This will protect the health and safety of their fellow colleagues;
- Where applicable; the business is willing to assist employees by being flexible; and
- Reasonable time off will be given to employees so that they can visit their healthcare facility to receive the vaccination.
WHAT MORE CAN BE DONE TO MAINTAIN HEALTH AND SAFETY IN A COVID WORLD?
Besides implementing a vaccination policy, what other methods should you use to ensure your employees are kept safe as they return to work?
Shields by desks
These Perspex shields are becoming commonplace and seen everywhere. From pharmacies through to retail outlets and even in schools. They prevent the possible projection of droplets which could lead to COVID. They also keep people safe – even if a mask is worn it’s an added safety measure.
Social distancing of desks and common areas within the workplace
Making provision for spreading out of desks and workstations is extremely important. The standard guideline is to maintain at least a 1 to 2 meter distance between you and the next person.
Educational posters
Posters are great to reinforce the rules and regulations. They will also continually remind everyone what COVID is. Educating staff about why everyone needs to do their part and be vigilant when it comes to the fight against the virus is important.
Sanitising stations
A very big part of fighting the COVID virus is to keep everything well sanitised. Also to keep hands clean at all times. So, it therefore makes sense to have sanitising stations at various locations within the workplace. Also having cleaning products at hand for work stations, bathrooms and kitchens is another important step.
Questionnaires
A daily questionnaire can be introduced. Employees can answer the basic questions related to COVID-19. This will determine if they need further testing (which will also allow abnormal symptoms to be caught and tended to early on).
Temperature checks
Regular temperature checks should also become standard practice. Once in the morning and perhaps once through the day. Again, a high fever is one of the main symptoms of COVID. If detected early the chances of spreading the virus become minimal.
Government Guidance on safety in the workplace can be found here.
With these types of measures being put in place and the need for them to be adhered to. Employers will need to make sure that all these things are clearly stipulated in employee handbooks. It’s also important that employees are made well aware of the reasons behind the various policies being implemented.
WHAT HAPPENS IF MY EMPLOYEE REFUSES TO VACCINATE?
At the moment, nothing. This is because there is no law stating that people have to receive the vaccine. However, businesses do have some rights. But the only way that an employee can be “forced” to get the vaccination is if the employer has dotted the i’s and crossed the t’s.
This is a very contentious topic. At the end of the day it makes sense to have a legal viewpoint when drawing up employee handbooks, policies and processes.
We are receiving lots of enquiries from companies who are struggling to implement all the new policies and procedures that are needed. We can help you review and draft new policies if it’s something you are struggling with. As well as employee handbooks and even educational material. So please contact us.