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As the world continues to adapt to evolving health standards and workplace norms, many employers and employees are navigating the landscape of workplace vaccinations. With the rise of various vaccines and health measures, the question of whether employers can mandate vaccinations remains a pertinent topic.
Despite the progress made in vaccination rates, a notable percentage of the population remains hesitant or unwilling to receive vaccines, presenting challenges for organizations. How will employers address employees who choose not to get vaccinated? With outbreaks of illness potentially leading to significant costs and disruptions, companies must consider their options.
Can employers legally require vaccinations? The straightforward answer is yes, in many circumstances, employers can mandate vaccinations.
This article delves into the reasons behind these mandates, the likelihood of their implementation, and the available exemptions for employees.
Why Employers Can Require Vaccinations
In the United States, most employment relationships are considered “at-will.” This means that employers have the right to terminate employees for virtually any reason, provided it does not violate discrimination or labor laws.
This at-will nature extends to vaccination requirements. If you choose not to receive a vaccine, you have the right to decline, but your employer can legally require vaccination as a condition of employment.
Many employers already mandate vaccinations for various health issues, including flu shots and other personal health considerations.
However, there are legal exceptions to these mandates. Below, we outline the exemptions that may apply.
Who Is Exempt From Mandatory Vaccinations
Exemptions from vaccine mandates typically fall into two categories:
- Medical exemptions.
- Religious/Philosophical exemptions.
Under the Americans with Disabilities Act, individuals with specific medical conditions or illnesses that heighten their risk from vaccines may qualify for exemptions from workplace mandates.
According to Title VII of the Civil Rights Act, employees who oppose vaccinations based on “sincerely held moral or ethical beliefs” that resemble traditional religious views may also be exempt.
What Employers Will Require Vaccines of Employees
While many employers have the legal authority to mandate vaccinations, the majority are likely to focus on incentivizing employees to get vaccinated rather than enforcing strict mandates.
Expect to see various incentives, such as free and convenient vaccination services, gift cards, or additional paid time off designed to encourage employees to receive their vaccines.
However, certain sectors, particularly those dealing with high-risk populations—such as hospitals, nursing homes, and long-term care facilities—are more likely to enforce vaccination mandates. These employers already require other vaccinations and health screenings, making the transition to requiring COVID-19 vaccinations more seamless.
Additionally, industries prone to outbreaks, including food processing facilities and correctional institutions, may adopt similar requirements to safeguard their workforce and operations.
It’s important to note that vaccination requirements may extend beyond the workplace. Access to schools, public events, and certain travel routes may also hinge on vaccination status.
While your specific employer may not mandate vaccinations, various aspects of life may still require proof of vaccination moving forward.
Author
Kathy is the head of content at Zippia with a knack for engaging audiences. Prior to joining Zippia, Kathy worked at Gateway Blend growing audiences across diverse brands. She graduated from Troy University with a degree in Social Science Education.
