Contact

Mandatory vaccinations: A roadmap for considering medical exemptions

Back to top

Mandatory vaccinations: A roadmap for considering medical exemptions

Employers who wish to implement a mandatory vaccination policy must permit employees to raise objections or apply for exemption from the policy on the basis of, amongst others, medical grounds. The road map below provides employers with some of the considerations to take into account when determining an exemption application based on medical grounds. As always, the law in relation to the processing of personal information must be adhered to.

25 Oct 2021 1 min read Employment Law Alert Article

At a glance

  • Employers implementing a mandatory vaccination policy must allow employees to raise objections or seek exemptions, including on medical grounds.
  • When evaluating exemption applications based on medical grounds, employers should consider various factors outlined in the provided roadmap.
  • Employers must ensure compliance with laws governing the processing of personal information throughout the exemption evaluation process.

Mandatory Vaccinations4[2]

The information and material published on this website is provided for general purposes only and does not constitute legal advice. We make every effort to ensure that the content is updated regularly and to offer the most current and accurate information. Please consult one of our lawyers on any specific legal problem or matter. We accept no responsibility for any loss or damage, whether direct or consequential, which may arise from reliance on the information contained in these pages. Please refer to our full terms and conditions. Copyright © 2024 Cliffe Dekker Hofmeyr. All rights reserved. For permission to reproduce an article or publication, please contact us cliffedekkerhofmeyr@cdhlegal.com.

You might also be interested in

10 Oct 2023

by Muwanwa Ramanyimi, Lucinde Rhoodie and Luke Kleinsmidt

Unpacking the urgency of urgent applications: Not just for the taking

” The wheels of justice turn slowly .” We have all heard this phrase at one point or another. It is not uncommon for a litigant to wait years before a hearing date for a matter is allocated. There are certain times, however, when there simply is not the luxury of time, and rights need to be protected as a matter of urgency. Our law recognises this, which is why it makes provision for urgent applications.

Dispute Resolution

3 min read

22 Apr 2024

We need business rescue to combat extreme rise in liquidations

Mongezi Mpahlwa, Director of our Dispute Resolution practice joined Tumisang Ndlovu on Newzroom Afrika to discuss the need for business rescue to combat the extreme rise in liquidations.

Corporate Debt, Turnaround & Restructuring

09:40 Minutes

14 Nov 2023

by Eugene Bester and Loyiso Bavuma

How special is special when determining special leave to appeal?

In Mosselbaai Boeredienste (Pty) Ltd v OKB Motors CC ZASCA 91, taken on appeal from the Free State Division of the High Court, Bloemfontein, the Supreme Court of Appeal (SCA) considered the legal principles regarding special leave to appeal.

Dispute Resolution

7 min read

11 Jun 2024

The New Labour Court and Labour Appeal Court Rules: Transitional Arrangements

The Rules Board of the Labour and Labour Appeal Courts drafted and adopted new rules for the Labour Court and the Labour Appeal Court ("Rules"). These Rules were published on 03 May 2024 in GN 50608. The Rules replace the existing Labour Court Rules, the Practice Manual of the Labour Court of South Africa ("Practice Manual"), and the existing Labour Appeal CourtRules.   

Employment Law

1 min read

26 Feb 2024

by Desmond Odhiambo and Sara Ndei

Missed opportunities: The implications of squandering a disciplinary hearing

In employer-employee workplace tales, a person decrying unfair termination is a common scenario. But what about the instances where the employee had a chance to tell their side of the story in a disciplinary hearing, but they let it slip away? This is the story in the case of Okun v Kenyatta University (Cause 363 of 2019) where the employee sought a declaration from the court that his employment was terminated unfairly. The twist is that the employer had extended two invitations to the employee to appear before a disciplinary committee, which were postponed at the request of the employee. Thereafter, it sent a third invitation which the employee refused to honour entirely. What is the implication of squandering the termination process in thisway? 

Employment Law

3 min read

17 Sep 2024

by Lutfiyya Kara

Lutfiyya Kara, Senior Associate in the Real Estate Law practice discussed the Hardest part of a transaction

Lutfiyya Kara, Senior Associate in the Real Estate practice was featured in the DealMakers Women 2024 Issue where she discussed the Hardest part of a transaction .

Real Estate Law

1 min read

This website uses cookies to enhance the browsing experience. For more information, please see our Cookie Policy.

Accept Decline