Send us a text

Now that there’s talk the Covid-19 vaccine being rolled out in Godzone Aotearoa New Zealand – and with a bit more of a concrete timeline than we’ve had before, can your employer give you an ultimatum – the jab or your job?

Employers cannot force medication or any kind of medical choice onto staff.  If they do, they’re breaching the NZ Bill of Rights Act.

Many employers offer flu jabs free of charge – these are solely at the discretion of each individual employee whether to accept or not.   

However, the Covid-19 vaccine is going to be free anyway – because the object of the game is to strive for herd immunity in NZ.  So that leverage doesn’t exist with this vaccine.

As an employee, you have the personal right to refuse (or decline) on a number of fronts.  They are:

• personal choice, 
• health, 
• beliefs or religion, 

and all of these mean you're protected by law against being disadvantaged or discriminated against if you choose not to have the vaccine. 

Of course, an uninformed – or heavy handed – employer may threaten to terminate or disadvantage employees who won’t get vaccinated.  If they do that, they’re skating on very thin ice because, legally, they cannot do that – it contravenes the NZ Bill of Rights Act.

If, as an employee, you find yourself in that position of having to choose your job (or another perk on offer) OR your job, you then have the right to take a personal grievance out against your employer.  

Justification and process

When it comes to “justification” – they’re looking at is the:

• Employer reasonably justified in taking the action they have?
• Employee reasonably justified in the action they took?

To defend their justification, they’ll have to look at the potential risks faced in the circumstances. 

Having COVID-19 and potentially another lockdown is not what anyone wants.  The justification could the the cost of human life.  

Because anything to do with Health and Safety usually outweighs everything else in Employment Law when lives are at stake, this would indicate there is potentially reasonable justification for an Employer to require staff to get vaccinated in certain circumstances and industries.

Whether it would deem veterinary clinics one of those industries, who knows?  It would probably justify, however, say a rest home or human hospital.  

Case study precedents

A recent parallel in Australia - the Fair Work commissioner, upheld an Employer's decision to terminate a childcare centre's worker for refusing a flu jab. The justification was they had the right and justification to protect the children in their care.

Arvida Group, a large NZ aged care provider, has recently said all new employees would need to consent to vaccination against Covid-19, as well as the flu.  This of course is easier to mandate for all new hires and to make it a condition of employment – it would be more difficult for exist

VetStaff
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses

Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

Struggling to get results from your job advertisements?
If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.

The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs