No Jab, No Job - The Independent

ended 30. July 2021

A journalist at The Independent is writing about the move by some companies to require all staff to be fully vaccinated against Covid before returning to the workplace.

Cabinet minister Grant Shapps has said it's a "good idea" for firms to put the requirement in place - though the government has no plans to make it mandatory.

What are your thoughts on the 'no jab, no job' idea? If applicable, do you have a clear policy on vaccination for staff yet? Could requiring employees to be jabbed cause problems when it comes to hiring or retaining staff?

11 responses from the Newspage community

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"We have no plans to bring in a mandatory vaccination policy within the business, but where our people, subcontractors or clients are sceptical about taking up the vaccination offer, we see them as human beings with their own minds and are simply interested to understand why. "We don't have a specific policy on vaccinations, but rely on comprehensive risk assessments, so this falls into that category. All of our staff work flexibly and often remotely, so we're fortunate enough to not have to make too many adaptations to our working practice."
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Woodsman Bushcraft
"Our staff have all received the jab as we hope to create a safe environment for our students as well as the instructors. We believe that all staff being vaccinated allows the school to be ready for the forthcoming season."
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"Employee autonomy is a vital element of mental wellbeing in the workplace. Any workplaces being seen to reduce autonomy by insisting on vaccinations are likely to experience challenges recruiting and retaining the best talent. For employees, it raises the question: 'If they are going to insist on vaccinations, what else am I going to feel as though I don't have a choice about — and do I want to work in this kind of environment?'."
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"Our company leadership is pro-vaccination but our policy on staff vaccination is simple: it's not our business."
"As a business, we don't have any jab policy but everyone out of our 15 staff has had at least one jab and most both. "Luckily we've created a work environment where people want to come into the office (complete with office dog and beer fridge) and no one wants to jeopardise their ability to come in by getting COVID or being pinged after 16th August. Frankly they're all fed up with homeworking for months on end and don't want to risk having to do so for another prolonged period!"
"The 'no jab, no job' is nothing but disgusting coercive action by both employers and the Government. I cannot imagine this to be legal for starters. "Before any anti-vax accusations start, I got my second dose of Pfizer last Sunday, but forcing people to have a medical procedure to secure gainful employment is, in my eyes, definitely a step too far. Whatever happened to individual choice and responsibility? My business policy is quite straightforward. You're an adult, you choose and accept the consequences of that choice."
"No Jab, No Job could be one of the most ridiculous decision that a company could make as they may have staff who, due to their own medical circumstances, are unable to take the vaccine — and those who simply won't take it until more research is done especially with the survival rate of COVID-19 being so strong for most young, fit and healthy people. The whole idea is highly undemocratic and draconian. People should be allowed to make their own decisions and if they wish to take the jab, that's great."
"I don't think it is wise to start implementing blanket vaccination policies in the workplace. People may not be vaccinated for many reasons and that should be respected."
"No jab, no job is bound to bring about discrimination cases with a scenario of not granting a job due to lack of a medical procedure having taken place sailing pretty close to the Disability Discrimination Act. "Instead of treating the masses like sheep by forcing them to stick to rules they will naturally feel like rebelling against, why not educate more on the completely non-discriminatory way viruses spread? All my staff want to come to the office and all are happy to have been jabbed. Their personal choice but also an informed one. No sticks required."
"Requiring people to be jabbed is akin to insisting women wear mini skirts and guys wear tuxedos to work, a woefully impractical not to mention archaic discriminatory policy. "It's known that jabs don't stop people either getting Covid or transmitting it. Whatever happened to encouraging people to be healthy rather than to take the latest drug?"
“Employers should proceed with caution. The EHRC warned that blanket mandatory vaccination policies, applied inflexibly, are "likely to be unlawful” and amount to indirect discrimination. "Indirect discrimination could arise relating to several protected characteristics, for example on the grounds of age, where younger workers are more cautious of being vaccinated due to the lower risk of hospitalisation. "Disability, where some of the vaccines are not suitable for some individuals with suppressed immune systems or certain allergies. "Pregnancy or maternity, due to the change in government advice from this group should not be vaccinated to should be, some to be mothers may be cautious. "Sex, where some young woman may wish to delay vaccination if they are attempting to conceive. "And religion or belief, or philosophical belief, for example gelatine derived from pigs is often used in mass-produced vaccines which may be a concern for Muslim, Hindu, Vegan or Vegetarian employees. "Finally, there is a hot debate whether employees that have a strongly held belief that vaccines are harmful to public health (anti-vaxxers), and whether this could constitute a ‘philosophical belief' as a protected belief. "Current thinking it that this unlikely under the exisiting case law test developed to determine the requirements of what constitutes a belief. That said, case law evolves and it will be the courts that will ultimately determine this. In summary, a blanket approach is not advised; employers should by all means encourage employees and consultation with your workforce will be key."