Mandatory Vaccinations: A checklist for considering religious exemptions

Employers who wish to implement a mandatory vaccination policy must allow for employees to raise objections or apply for exemption from the policy on the basis of, amongst others, religious grounds.

8 Nov 2021 1 min read Article

At a glance

Employers implementing a mandatory vaccination policy must provide employees with the opportunity to raise objections or apply for exemptions based on religious grounds.
Religious beliefs are considered special personal information, and employers must adhere to the requirements for processing this information.
Employers should follow a checklist to properly consider and adjudicate exemption applications on religious grounds.

Employers who wish to implement a mandatory vaccination policy must allow for employees to raise objections or apply for exemption from the policy on the basis of, amongst others, religious grounds. Religious beliefs and opinions are categorised as special personal information and the requirements in relation to the processing of this information must be adhered to. The checklist below is designed to assist employers with some of the considerations to be taken into account when adjudicating exemption applications on the basis of religious grounds.

10572 INFOGRAPHIC_A4 PDF_Religious Exemption Application Considerations

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