Mandatory vaccines and life after the state of disaster
As has been recently publicised, the National State of Disaster has been extended by the Minister of Cooperative Governance and Traditional Affairs to 15 April 2022, after which we expect the state of disaster to be lifted.
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But what happens to the pandemic specific regulations and restrictions that employers have been operating under since the lockdowns began?
Do these fall away, and will mask wearing and other safety measures, at least in the office, become a relic of the past? In relation to the protective measures that an employer must take in the workplace, as well as the rights of employers to insist on the mandatory vaccination of staff, the easy is answer is: No. All of these measures will remain (with a few minor and administrative adjustments). Just under a new piece of legislation.
During the height of the pandemic, the Department of Employment and Labour released a Consolidated Direction on Occupational Health and Safety measures in certain workplaces (Directions) which was published in various iterations until its formal form was published in the Government Gazette on 11 June 2021.
Earlier versions of the Directions put in place the requirements of mask-wearing, social distancing, provision of other personal protective equipment, sanitisation of workplace surfaces, hand-washing and the various other workplace measures.
The last version of the Direction, released in June 2021, introduced the possibility of employers putting in place mandatory vaccination policies (MVPs) for the workplace. In short, the Directions allowed (and will continue to do so until 15 April 2022) an employer to undertake a risk assessment to determine whether it will make the vaccination of employees mandatory. These risk assessment must assess whether it is necessary to make vaccination mandatory in the workplace, based on the operational requirements of the employer. The employer may therefore decide, after its risk assessment and considering its operational requirements and working environment, that it will not make vaccination mandatory.
After 15 April 2022, the Directions lapse and will cease to have any legal affect but, as much as this is to be welcomed, Covid will not disappear from the lives of employers and employees, and the concerns around what steps an employer must take to ensure that it provides healthy and safe working conditions remain relevant.
Latest Code of Good Practice
As such, the Labour Department, after consultations with Nedlac, has issued a Code of Good Practice: Managing Exposure to SARS-CoV-2 in the Workplace, dated 15 February 2022 (the Code of Good Practice) under the Labour Relations Act, which essentially copies and pastes the content of the Directions, and makes the rights, measures and obligations required of employers and employees under the Directions, direct rights, measures and obligations under the LRA.
Major elements of the Code of Good Practice are that:
Mandatory vaccination policies
A recent hot topic which has occupied the Commission for Conciliation, Mediation and Arbitration is that of mandatory vaccinations. In this regard, the Code of Good Practice specifically and expressly continues the provisions of the Directions in this regard, and it is likely that many employees and workplaces which have not yet adopted mandatory vaccination policies, on the basis that these may have become defunct when the state of disaster is lifted, are likely to do so now. As much as Covid-19 appears here to stay, so too is the reality of the vaccinated workplace. In terms of mandatory vaccination policies, the Code of Good Practice replicates the requirements of the Directions in that if there is mandatory vaccination for any category of employees, the employer must:
A major difference between the Directions and the Code of Good Practice is that, whereas the Directions allowed employees the right to refuse to be vaccinated on the basis of constitutional or medical grounds, the Code of Good Practice refers generally to an employee's refusal to be vaccinated, but only requires the employer to make a reasonable accommodation for such refusal where the employee produces a medical certificate attesting to the employee having contra-indications for vaccination (and the employer accepts such medical assessment, or has such assessment confirmed at its own expense). As such, it appears that the Code of Good Practice would be less generous to employees if they appeal to a non-medical (religious or belief based) objection to vaccination.
Vaccine status disclosure
A critical issue addressed by the Code of Good Practice is that employers may now require workers to disclose their vaccination status and to produce vaccination certificates. Naturally, any processing of this information must be done in accordance with the relevant Protection of Personal Information Act, 4 of 2013 (POPIA) requirements, and any POPI policies and procedures adopted by the employer.
Under the Code of Good Practice, mandatory vaccination polices will also live side by side with the usual measures such as:
A further emphasis which appears from the Code of Good Practice is that every worker is obliged to comply with the employer’s workplace plan (which can include mandatory vaccination) in addition to the obligations of employees under the OHSA and the HBA Regulations. As such, there appears to be a stricter requirement on employees to take reasonable steps to adhere to mandatory vaccination plans, and an acceptance that such plans are reasonable measures which may be adopted under the OHSA and HBA Regulations to ensure that employers do not breach their obligations to ensure that workplaces are free of health and safety risks.
In summary, the old legal requirements have been slightly adjusted and strengthened and are now rights and obligations which exist under the foundation entitling piece of labour legislation in South Africa, the Labour Relations Act. As such, they should be considered here to stay, for so long as Covid-19 is here to stay.
About the author
Bradley Workman-Davies and Kerry Fredericks are Directors at Werksmans Attorneys