VACCINATIONS IN THE WORKPLACE

Covid-19 has thrown up a number of challenges for businesses. This article looks at the most recent one – the vaccination – and addresses some common questions

As more than 2.2 million doses of the Covid-19 vaccine have now been administered in New Zealand (at time of writing), vaccination is both a live and novel issue in the workplace.

Employers are required to balance health and safety obligations against employees’ human rights and privacy when it comes to their vaccination status. Considering these are, at times, competing interests, we address what can and cannot be done regarding workers’ vaccination against Covid-19.

Can employers require workers to be vaccinated?

Employers cannot require any individual worker to be vaccinated. Under the New Zealand Bill of Rights Act 1990 every person has the right to refuse medical treatment, which includes vaccination. However, there are select roles where vaccination is required to be able to perform the work.

At present there are very few types of work where vaccination is or would be required in New Zealand. But this could change if our domestic Covid-19 situation altered significantly. Generally, vaccination is required where the work is:

• Covered by a Health Order.
• Otherwise specified by the Government.
• Where a risk assessment shows there is a high chance of getting and/or infecting others with Covid-19 (we discuss this further below).

For example, the New Zealand Government has made it mandatory under the Public Health Response (Vaccinations) Amendments Order 2021 for border workers to be vaccinated.

Where vaccination is required for a role, it is important that employers address barriers to accessing vaccinations and set timeframes on when this should be completed by.

How can an employer assess whether a role needs to be done by vaccinated workers?

To determine whether a role must be performed by vaccinated workers, employers need to conduct a risk assessment for exposure to Covid-19. This assessment applies to all workers, both employees and independent contractors.

Employers must consider:

1. The likelihood of exposure to Covid-19 while performing the role; and
2. Potential consequences of exposure on others (i.e. community spread).

If an employer concludes there is a high risk of exposure and there would be significant potential consequences of exposure on others, then the role must be performed by a vaccinated worker.

Employers must also involve workers, unions and other representatives in the risk assessment process, and when deciding how to minimise or eliminate risks of exposure to Covid-19.

Are employees entitled to be paid for their time off work to get a vaccination?

While there is no strict legal requirement for employees to be paid for their time off to get a vaccination, the New Zealand Government is encouraging businesses to support the vaccination programme by:

• Allowing staff to access vaccination centres during work hours
• Not requiring the use of annual leave, or deducting wages, for time off to get vaccinated; and
• Facilitating on-site vaccination where appropriate.

Where vaccination is required for the role, employers should consider providing special leave for this purpose.

The use of annual leave or other leave for time off to be vaccinated must be agreed to by both parties as per normal employment processes.

Can employers ask an employee or potential employee to tell them if they have been vaccinated?

Health information is personal information under the Privacy Act. As such employees or potential employees cannot be required to inform their employer of their vaccination status.

There is an exception to this general position where an employee is working in a role that requires vaccinated workers.

Employees cannot be disadvantaged for not disclosing their vaccination status and employers should be mindful not to discriminate on this basis.

Where an employee has not disclosed their status or failed to provide proof that they have been vaccinated, employers may consider that the employee is unvaccinated. It is important that this is communicated to the employee, especially if there will be consequences regarding their employment if they are to be treated as unvaccinated.

Can employers dismiss their employees if they refuse to be vaccinated?

If the employee works in a role where vaccination is not required, then they cannot be dismissed for refusing to be vaccinated.

If an employee works in a role where vaccination is required but they refuse to be vaccinated, dismissal should be the last resort. Alternative options that should be looked at prior to a dismissal include:

• Changing the employee’s work arrangements, such as the location of work and hours.
• Whether a period of leave would be appropriate (eg, if the employee is pregnant and does not wish to be vaccinated during pregnancy).
• Restructuring or transferring the employee to another role.

Usual employment law obligations to follow a lawful process and consult with the employee and their representatives remain.

Employers are not able to simply add vaccination clauses into existing employment agreements without following proper risk assessment and consultation processes.

Consider the approach

Vaccination status can be a sensitive subject so employers should carefully consider their approach when discussing this with workers. It is important employers stick to the issue of vaccination only and do not make enquiries about things they do not need to know, for example if an employee’s religious beliefs prevent them from being vaccinated.

A person’s vaccination status is private, and employers should be mindful to keep this information secure. Collecting, storing and accessing personal information carries obligations under the Privacy Act and any disclosures should be managed in line with the Act’s requirements.

Overall, obligations of good faith and following full and fair processes under the Employment Relations Act 2000 continue to apply to Covid-19 related issues, including vaccination. In this case employers must balance obligations under the New Zealand Bill of Rights Act, Employment Relations Act, Privacy Act and Human Rights Act.

 

Disclaimer: the content of this article is general in nature and not intended as a substitute for specific professional advice on any matter and should not be relied upon for that purpose.

 

Need more information? If you have any questions, or would like assistance, please contact Alysha Hinton on (04) 471 9452 or at alysha.hinton@duncancotterill.com, or your local Duncan Cotterill advisor (duncancotterill.com).