Flourish Health & Wellbeing eMagazine - Jan21 - Flipbook - Page 47
Under Work Health and Safety (WHS) laws,
organisations will have a duty to eliminate,
or if not reasonably practicable, minimise the
risks of COVID-19 in the workplace. Some
businesses and government-led
organisations may even be required to have
a vaccinated workforce under Australian and
With these new regulations, organisations
have responsibility of informing their
employees of their vaccination policy.
Usually, discussions about such policies will
land squarely on the shoulders of managers.
While these conversations may seem
daunting, if you educate yourself will the
following information, you’ll be better
prepared for what an employee might ask
Your organisation’s vaccine policy — e.g.
When an employee needs to be vaccinated,
who is exempt, how they show proof.
The employee’s rights — you should be
able to provide the employee with adequate
information about what personal details will
be collected, why it is required, what it will
be used for, and how the information will
remain private or whether the information
will be disclosed to any third parties.
Your state’s vaccination requirements
and how it relates/guides the business’s
policy — It’s important you understand the
latest COVID-19 vaccine information and
requirements in your state or territory:
Australian Capital Territory
New South Wales