COVID-19 vaccinations and the workplace

Syvannah Harper

Until recently, COVID-19 vaccinations were not mandatory for any workers working in Australia.

On 28 June 2021, the National Cabinet decided to mandate the first doses of COVID-19 vaccinations for all Aged Care workers.


On the same day, the New South Wales Government issued a public health order preventing workers employed in the NSW public sector, specified in the NSW Airport and Quarantine Workers Vaccination Program, from attending or providing services to a workplace if they have not received the first dose of the vaccine.


Queensland is yet to mandate the vaccine.


Can an employer require an employee to be vaccinated?

For employees who work in industries where COVID-19 vaccines have not been mandated, an employer may be able to require employees be vaccinated against the coronavirus in reasonable circumstances.


Whether or not an employer’s direction to an employee to be vaccinated is reasonable will depend on the facts of each case. Some of the factors that may be taken into consideration in assessing if the direction is reasonable include:


  • if the employee is covered by an enterprise agreement or employment contract that includes a term allowing the employer to direct an employee to be vaccinated against COVID-19;
  • if the employee is vulnerable to serious illness resulting from COVID-19 infection;
  • if the employee is at risk of coming into contact with someone with COVID-19 during the course of their employment;
  • if the employee works with vulnerable people, such as elderly people or immunocompromised people; and
  • if the employee performs work that is of a critical nature and/or has an emergency function.


There may be legitimate reasons why an employee cannot receive the COVID-19 vaccine. Should this be the case, the employee should provide a medical certificate to their employer. Employers should take this evidence into account, however, it does not necessarily prevent an employer from requiring an employee to have the vaccine. In these circumstances, it may be lawful for the employer to refuse to provide the employee with work or, in exceptional cases, terminate their employment. CJM Lawyers strongly recommends employers seek legal advice prior to rolling out mandatory vaccination regimes.


What if I am dismissed because I cannot receive the vaccine?

Employees may have some protections under Australian anti-discrimination laws which generally prohibit discrimination against an employee on the basis of a protected attribute, such as a disability, pregnancy or religious beliefs.


Will I have to cover the costs associated with receiving the COVID-19 vaccine?

Where an employer reasonably directs an employee to be vaccinated against COVID-19, the employer may be liable for the associated costs. This will depend on the amount of out-of-pocket expenses associated with the vaccination, the time taken to obtain and recover from the vaccination, and the terms contained in the employment contract or any applicable industrial instrument.


Where an employee chooses to obtain the COVID-19 vaccination despite the employer not mandating the vaccine, there is no obligation for the employer to pay the employee to be vaccinated against COVID-19.


In these circumstances, if an employee does decide to be vaccinated against COVID-19, the employee should discuss with the employer if they can access any of the following options to allow the employee to attend a COVID-19 vaccine appointment:


  • taking paid or unpaid leave;
  • adjusting the employee’s hours of work to arrive at work later or finishing early; and
  • working from home to assist the employee to attend a local vaccination centre.


What happens if an employee refuses to be vaccinated against COVID-19?

Where an employee refuses a reasonable direction to be vaccinated against COVID-19, the employer can take disciplinary action against the employee, which may include termination of employment.


When should you seek legal advice?

Employees should consider seeking legal advice before they refuse any direction from their employer to be vaccinated against COVID-19.


Employers should consider seeking legal advice before mandating vaccinations and/or taking any action against an employee who has refused a direction to be vaccinated against COVID-19.


Call CJM Lawyers on 1300 245 299 to find out how we can assist.

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book now for your free initial consultation.

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Contact Us Now!

For comprehensive legal services, 
book now for your free initial consultation.

Contact Us

Book Us Now!

Property & Conveyancing
Guarantor  Advice
Commercial & Business
Wills and Estates
Building Disputes
Employment Law
Corporate & Commercial 
Litigation
Regulatory Compliance
Retail & commercial leasing, business transactions, company & trust sales, property development, guarantor advice

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Buying a business is an exciting venture, but the legal "to-do list" looks different depending on which side of the Tweed River you are on. Whether you’re eyeing a café in Surfers Paradise or a boutique in Byron Bay, navigating the transition from the current owner to you requires a sharp eye on the details. ​Here are the four key areas where the rules change between Queensland and New South Wales. ​ 1. The Contract of Sale ​In Queensland, we typically use the REIQ Business Sale Contract. In NSW, it’s common to use the Law Society/Real Estate Institute version. While both cover the basics, they handle "dispute resolution" and "vendor warranties" (the promises the seller makes about the business) differently. With years of experience in commercial law, CJM Lawyers will ensure the contract is tailored to the specific laws of the state where the business is located. ​ 2. The Lease: Your Business's Home ​The lease is often the most valuable asset you’ll take over. ​In QLD: The Retail Shop Leases Act has very strict rules about "Disclosure Statements" that the landlord must give you. ​In NSW: The Retail Leases Act applies, which has its own specific timelines and forms. If the landlord doesn’t provide the right paperwork at the right time in either state, it can lead to massive headaches or even the right to walk away from the lease later. Both Acts play a crucial role in preventing any hidden issues from the landlord and assignor that could surprise you after a transfer or the start of a lease. CJM Lawyers, as a trustworthy solicitor, will ensure that all necessary disclosures are made before you make a decision. ​3. The "Tax Trap": Transfer Duty ​This is the biggest difference between the two states: ​ Queensland: You generally still have to pay Transfer Duty (stamp duty) on the value of the business assets (like equipment and goodwill). This is an extra cost you must budget for. ​NSW: In most cases, NSW has abolished stamp duty on the transfer of "intangible" business assets like goodwill. However, you might still pay duty if the sale includes land or certain other interests. With CJM Lawyers, experienced in commercial transactions across both jurisdictions, we help you understand the nuances to avoid unexpected late penalties or potential legal actions from the state revenue office. ​4. Taking Over the Team (Staff) ​While the Fair Work Act is national, the way we "adjust" the price for employee leave at settlement is a matter of contract. Specifically, the REIQ contract usually grants a 70% credit to the Buyer for accrued leave on its standard terms, while NSW’s law society or REI contract may not be explicit in this regard in detail. Regardless of the difference, it is still open to negotiation between you and the seller. We, CJM Lawyers, make sure that if you are taking on staff who have years of accrued long service leave or annual leave, the seller gives you a fair discount on the purchase price, so you aren't left footing the bill alone later. ​How We Can Help ​Mastering both QLD and NSW means we understand the nuances of both systems. CJM Lawyers will act as your advisor, identifying risks like hidden debts on equipment or tricky lease terms, before you sign on the dotted line. If you’re considering buying a business, early legal advice can save you time, money and stress. Contact CJM Lawyers today to start the conversation.
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