The UK vaccination programme is the biggest inoculation campaign the country has ever undertaken. With over 43 million individuals now having had their first jab there are still demographics in the UK that have lower uptake as well as those who are reluctant to get vaccinated.
As the UK moves closer to the end of lockdown and more people return to the workplace this has implications for employers.
As society begins to return to normal, viewpoints can differ on how best to get there, and whether the steps being taken by government are justified. That’s when a normal discussion about COVID-19 can become heated, with the potential to make life very difficult for employers.
There are several issues that can cause problems and employers need to be aware of them and how to tackle them. Read more in ‘Handling workplace conflicts about vaccination’.
Importance of open dialogue with the team
As a result of COVID-19, additional health and safety precautions will be put in place which will result in changes to the way people used to operate. Communication of these changes is critical to ensuring not only staff engagement but also preventing potential employment disputes. Radarr considers the implication of recent case law and how this potentially could impact businesses reopening post COVID lockdown.
Vaccinations and the implications with GDPR
With a large percentage of the UK population now having had their first vaccine there is increased debate around employers insisting employees are vaccinated. Careful consideration is needed by employers as this has wide implications in respect of employment law.
Recording vaccination status of employees has its own GDPR implications as the data is in respect of individuals health. Radarr provides some excellent advice for employers here.