A template workplace policy setting out an employer's approach to COVID-19 vaccination in England & Wales.
⚠️ You generally cannot force employees to be vaccinated. Mandatory "no jab, no job" policies are legally risky. Requiring vaccination can engage discrimination law (the Equality Act 2010 (for example, disability, pregnancy, religion or belief), data protection law (vaccination status is special category health data), and the law on changing terms and dismissal. This template is framed as encouragement and support, not compulsion. Take legal advice before adopting anything mandatory, and check current public-health guidance) this is a period document.
How to use this template - Replace every
[SQUARE-BRACKET]field before use. - Keep records of vaccination status only where you have a clear lawful basis and a real need, and store them securely. - This policy is not part of the contract of employment and may be amended.
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[COMPANY NAME] COVID-19 Vaccination Policy
1. Purpose. [COMPANY NAME] is committed to a safe and healthy workplace. This policy explains our approach to COVID-19 vaccination. It applies to all [employees / workers].
2. Our position. We encourage and support staff to take up COVID-19 vaccination in line with current NHS and public-health guidance, because it can help protect colleagues, customers and the public. Vaccination is, however, a personal medical decision.
3. Support we provide. We will [where reasonable]: allow paid time off to attend vaccination appointments; share trusted public-health information; and make reasonable adjustments for those with concerns.
4. No detriment. No one will be treated less favourably for a decision about vaccination that is connected to a protected characteristic (such as disability, pregnancy, or religion or belief). We will consider individual circumstances fairly.
5. Health and safety. Vaccination is one of several measures. We will continue to assess workplace risks and apply appropriate measures (such as hygiene and ventilation) as guidance requires.
6. Data protection. Any information about your vaccination status is special category health data. We will only collect it where we have a lawful basis and a genuine need, will tell you why, will keep it secure and confidential, and will retain it only as long as necessary, in line with the UK GDPR and the Data Protection Act 2018.
7. Specific roles. [If any roles have particular vaccination requirements imposed by law or by a client, set them out here and take legal advice, do not impose blanket requirements.]
8. Questions. Speak to [ROLE] in confidence if you have questions or concerns.
9. Review. This policy is reviewed in line with public-health guidance and may be amended. It does not form part of any contract of employment.
--- This template is a starting point and not legal advice. Mandatory vaccination raises serious discrimination, data protection and dismissal risks, have a qualified solicitor review and adapt it before use. Governing law: England & Wales.