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.
