With the roll-out of Covid-19 vaccination
programmes now well advanced in many countries,
some employers are considering whether to factor
in vaccination status as part of their return to work
and broader HR strategies. This can range from
requesting employees to voluntarily self-certify
whether or not they have been vaccinated to
requiring them to provide proof that they have been
vaccinated, including when, where, which vaccine
was used and how many doses they have had.
Our Employment law and Covid-19 vaccinations guide summarises some of the
common key issues in a number of European and Asia-Pacific countries that an employer will need to
consider if it plans to ask its employees to confirm their
vaccination status. We remain in unchartered
territory, and new variants of coronavirus may trigger
new laws and restrictions on a country by country basis
as different governments adopt different approaches to
try and curb the spread of the virus and avoid future
full or partial lockdowns. It will be critical for
employers to consider their obligations under
applicable employment and data privacy laws, and to
take advice and adapt quickly where necessary, in
order to navigate the complexities whilst achieving
their particular objectives.