Must an employer exempt an employee from a mandatory vaccination program for disability- or religious-related concerns?

Whether an employer must provide a reasonable accommodation for an employee who objects to a mandatory vaccination on disability- or religious-related concerns will require an individualized assessment for each objection. This means that at a minimum, an employer must engage in the interactive process with each employee who requests a reasonable accommodation from the mandatory vaccination program.

While engaging in the interactive process, employers must balance the mandatory vaccination program’s health and safety reasons with providing a reasonable accommodation to those with covered disabilities and sincerely-held religious beliefs. Some reasonable accommodations an employer may consider are whether an employee may work remotely or whether other infection control measures in place would allow the unvaccinated employee to continue working without jeopardizing the workforce’s health and safety.

Read Can employers implement a mandatory vaccination program? for more information.

Read more about Religious Discrimination and Reasonable Accommodation of Disabilities in the HR Library.

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