All content on this page is correct as of June 11, 2021
Since the announcement of the government’s Covid-19 vaccination programme, several UK employers have stated that they will be setting up systems to track which of their staff have received the vaccine.
Others have gone a step further and announced that they will be amending their contracts of employment to include a requirement that their staff take the vaccine or have said that they will dismiss or decline to hire any employee who refuses to do so.
If you wish to require that your staff be vaccinated in order to work, the potential risks and liabilities depend on whether it’s a reasonable requirement in the circumstances.
We’ve summarised the 5 key points for HR directors to know when considering their organisation’s approach to the jab.
To receive updates like this in your inbox, sign up here.
This information is necessarily of a general nature and doesn’t constitute legal advice. This is not a substitute for formal legal advice, given in the context of full information under an engagement with Bates Wells.
All content on this page is correct as of June 11, 2021.