Infographic: A quick step-by-step guide to managing objections to mandatory vaccinations

With the Department of Employment and Labour expressly permitting the implementation of mandatory vaccination policies, employers are called upon to balance the rights of all employees against its business imperatives and its risk profile. When implementing a mandatory workplace vaccination policy, an employer must make allowance for objection or exemption applications on the basis of medical or constitutional grounds. The CDH Employment Law practice quick step-by-step guide to managing these objections will assist you in navigating the careful balancing act between the rights of employees to object to a mandatory vaccination policy and the obligations of employers to ensure a safe working environment.

4 Oct 2021 1 min read Employment Law Article

At a glance

  • Employers are allowed to implement mandatory vaccination policies with the Department of Employment and Labour's approval.
  • Employers must consider objections or exemption applications based on medical or constitutional grounds when implementing a mandatory vaccination policy.
  • CDH Employment Law provides a step-by-step guide to help employers manage objections and balance employees' rights with the obligation to maintain a safe working environment.
  • Employment Law Alert 4 March 2021_TABLE[1]

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