Prohibit employers from requiring staff to be vaccinated against Covid-19

Make it illegal for any employer to mandate vaccination for its employees. This should apply to all public sector (including the NHS, armed forces, care workers), third sector and all private sector.

119,124 Signatures

Status
Open
Opened
Monday 1st November 2021
Last 24 hours signatures
667
Signature Deadline
Sunday 1st May 2022
Estimated Final Signatures: 204,158

This content was generated for your convenience by Parallel Parliament and does not form part of the official record.
Recent Documents related to Prohibit employers from requiring staff to be vaccinated against Covid-19

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25/10/2021 - Petitions

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Found: health and adult social care workers Œ as key workers Œ should therefore be vaccinated against ˜u if they

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Latest Documents
Recent Speeches related to Prohibit employers from requiring staff to be vaccinated against Covid-19

1. Health Protection (Coronavirus, Restrictions) (Self-Isolation and Linked Households) (England) Regulations 2020
07/01/2021 - Lords Chamber

1: than a million people in Britain infected with Covid. A third are asymptomatic, and most are highly infectious - Speech Link

2. National Health Service
13/07/2021 - Commons Chamber

1: to move,That the draft Health and Social Care Act 2008 (Regulated Activities) (Amendment) (Coronavirus) - Speech Link
2: for vaccination to travel to some countries, which we anticipate will lead to further vaccination uptake - Speech Link
3: legislation is that it gives staff a grace period in which to get vaccinated. The longer we take on this - Speech Link

3. Covid-19 Update
10/11/2021 - Lords Chamber

1: like to make a Statement on the further steps we are taking to keep this country safe from Covid-19. - Speech Link
2: progress, the greatest is unquestionably our vaccination programme. Across the UK, the overwhelming majority - Speech Link
3: protect themselves this winter. I understand that vaccination can, of course, be an emotive issue. Most of - Speech Link

4. Covid-19 Vaccinations
20/09/2021 - Westminster Hall

1: e-petition 586017, Do not vaccinate children against COVID-19 until Phase 3 trials are complete, e-petition - Speech Link
2: Commission. Please also give each other and members of staff space when seated and entering and leaving the room - Speech Link
3: e-petitions 575801 and 577842, relating to Covid-19 vaccination.It is a pleasure to serve under your - Speech Link

5. Covid-19 Update
19/07/2021 - Commons Chamber

1: With permission, I would like to make a statement on the pandemic.Today marks an important - Speech Link

Latest Speeches
Recent Questions related to Prohibit employers from requiring staff to be vaccinated against Covid-19
1. Social Care Sector Covid-19 Support Task Force: Membership
asked by: Justin Madders
23/03/2021
... if he will publish the membership of the Prime Minister's Health and Social Care Taskforce.

Latest Questions

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We believe making vaccination a condition of employment undermines the principle of informed consent. All British people should have the right to bodily autonomy and must never be coerced into receiving a medical intervention they may not want.

Any medical intervention must always be with properly informed consent (awareness of risks vs benefits) and be free of coercion (whether explicit or implicit).


Petition Signatures over time

Government Response

Thursday 25th November 2021

Organisations’ practices must be lawful and not discriminate. Government has identified limited settings where there is a public health rationale for making vaccination a condition of deployment.


The vaccines are the best defence against Covid-19 and uptake of the Covid-19 vaccination has been very high across the UK. Vaccination reduces the likelihood of infection and therefore helps break chains of transmission.

Government has identified limited high risk settings where there is strong public health rationale for making vaccination a condition of deployment. The Government has recently announced that health and social care services will need to ensure that workers who have direct face to face contact with service users have been fully vaccinated against Covid-19, following consultation. The Government response to this consultation is published on GOV.UK: https://www.gov.uk/government/consultations/making-vaccination-a-condition-of-deployment-in-the-health-and-wider-social-care-sector.

This policy applies to all providers, both public and private, who provide a CQC regulated activity, covering a broad range of services including those provided by hospitals, GP and dental practices and social care providers. Ensuring the maximum number of NHS staff are vaccinated will help ensure the most vulnerable patients gain the greatest possible levels of protection against infection. Elderly people, those with disabilities and some seriously ill people in hospital face a higher risk from Covid-19 than the wider population and are more likely to use health and care services more often. The measures will also protect workers, which is important for hospital trusts where extensive unexpected absences can put added pressure on already hardworking clinicians providing patient care.

The Government has set out its Plan B for managing the spread of Covid-19 throughout the Autumn/Winter. As part of this plan, the Government has set out proposals to introduce mandatory Covid-certification in limited high-risk settings such as nightclubs and other large events. Under these proposals, the workforce would also have the option of undertaking regular testing as a means of demonstrating their Covid-certification status.

Outside of these settings, an employer who proposes to introduce a requirement for staff to be vaccinated will need to consider the existing legal framework, including the law on employment, equalities and data protection. Whether or not it is justifiable to make COVID-19 vaccination a condition of deployment will depend on the particular context and circumstances.

There are existing legal protections which apply equally in the context of vaccination, as they do in other employment circumstances. In addition to contractual and common law protections, there are relevant statutory frameworks, such as the Equality Act 2010, which provides protection against unlawful discrimination. The Employment Rights Act 1996 provides various general protections, including against unfair dismissal and unlawful deductions from wages. In addition, collecting, storing and using information about workers’ vaccination status will engage the law on data protection. Employers will need to ensure that they have acted in accordance with their legal obligations when making decisions on requiring a COVID-19 vaccination.

Department for Business, Energy and Industrial Strategy


Constituency Data

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