The Health Secretary Sajid Javid recently said we must remain cautious, not complacent in any way and that he hoped people can look forward to Christmas together.
How can employers support workers in the Covid-19 vaccination programme? The Health and Safety at Work Act 1974 obliges employers to take reasonable steps to reduce workplace risks, a justification for employers to encourage their workers to protect themselves and others in the workplace. COVID-19 is a reportable disease under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) – another justification for employers.
Acas has recently published guidance on Getting the coronavirus (COVID-19) vaccine for work. Employers are advised to support staff when the vaccine is offered to them, to talk with them and share the benefits of vaccination. Acas suggests employers pay workers for the time they take off to have the vaccine, and their usual wages as opposed to sick pay for any vaccine related illness.
Some workers have to be vaccinated in order to do their job, those
Acas recommends solutions where these workers remain unvaccinated: offers of suitable alternative work, leave if the worker is still awaiting their vaccination. If all fails, dismissal may be an option if preceded by a full and fair disciplinary procedure – but employers should seek legal advice beforehand.
The CIPD reminds employers in their COVID-19 vaccination: guide for employers that vaccination is just one measure of protection. The full package includes:
This article is for general information only and does not constitute legal or professional advice. Please note that the law may have changed since this article was published.
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