So far, the Australian COVID-19 vaccination rollout has been slow and bumpy. On the up-side, it’s given Aussie businesses a bit more time to prepare … and you will need to prepare.
Your obligations
As an employer, WHS laws require you to provide a safe working environment for your staff, yourself and any visitors, customers or suppliers who may come in contact with your business. This extends to the risk of exposure to COVID-19.
However, you cannot mandate staff to have the COVID-19 vaccination. In fact, the government has clearly stated that having this vaccination is voluntary. However, some occupations may be required to be vaccinated under state or territory public health orders. You will need to check if this is the case for your business or contact us for advice.
You also have an obligation to protect staff from bullying if they are vaccine conscientious objectors or are unable to have the COVID jab for medical reasons.
Hygiene protocols are still required
All COVID-19 vaccines provide protection by either preventing or reducing symptoms in people who receive the jab. But, at this stage, we don’t know if vaccinated people can unknowingly carry and pass the virus to others. That’s why you still need to follow all established protocols to prevent the spread of COVID-19 such as:
- Physical distancing
- Good hygiene (including coughing or sneezing into a tissue or your elbow, regularly washing your hands and using hand sanitiser)
- Regular cleaning
- Obtaining a COVID-19 test and self-isolating at the first sign of flu-like symptoms
- Appropriate signage to remind people to action the above protocols
Encouraging vaccination
While you cannot mandate staff to be vaccinated for COVID-19, you can encourage it – just as you may already encourage them to have the flu jab. Here are 3 suggestions:
- Offer staff paid time-off to have both the COVID-19 vaccination and the follow-up booster (if required).
- Provide an additional day of paid sick leave if a vaccinated worker suffers any symptoms as a result of having the jab.
- Make the above exclusively available to workers who wish to be vaccinated. In other words, unvaccinated workers do NOT receive this additional paid leave.
Your business should also have a documented policy on its approach to encouraging vaccinations. When it comes to COVID-19, it should:
- Explain your organisations expectations about coming to work when feeling unwell.
- Outline the Australian Government’s definition on what is considered a “close contact” so both staff and managers are clear on when self-isolation and testing are required.
- Clearly state your organisation’s views on staff bullying vaccine conscientious objectors and the consequences of bullying behaviours.
Your vaccination policy should be documented and sent to all staff members – casual, part-time, full-time and contract.
Remember, your vaccination policy can include a variety of vaccines (including flu shots) – not just the COVID-19 vaccine.
Seek advice
COVID-19 has presented employers will a myriad of challenges since it arrived in Australia and the vaccine has further complicated matters. For advice and guidance on how your business should approach the COVID-19 vaccine roll-out, get in touch with End2End Business Solutions by calling (02) 8977 4002.