One of the most topical issues regarding Covid-19 is that of vaccination and whether it should be mandatory.
Stories regarding big employers such as Citibank in the US mandating vaccination as a condition of employment (“no jab, no job”), the experience of great sports personalities such as Novak Djokovic and the decision of the Supreme Court in the US last week regarding laws mandating vaccination in the private sector, have all brought this issue into the spotlight.
Any day now the Covid-19 Inquiry will publish draft terms of reference. This will be a significant event. Once agreed, the terms of reference will determine the scope and length of the inquiry which is due to begin its work in the Spring. In turn this will have a direct impact on how valuable the inquiry turns out to be.
As mentioned in our recent alert of 18 June 2021, the video call Covid temporary adjusted right to work process was due to end today. However, at the eleventh hour the Home Office has announced the adjusted right to work process is extended again to 5 April 2022.
Richard Fox, a Senior Partner in our Employment team, is quoted extensively in the FT today regarding the dilemma faced by companies who may wish to insist that their workers are fully vaccinated against Covid-19 before they return to the office.
Managing your Migrant workforce in the COVID-19 crisis
On Friday 3 April, immigration partner and head of department, Nick Rollason, hosted a webinar looking at urgent issues employers are facing during the COVID-19 crisis and answered some of the key questions being raised.
Calls for a public inquiry are continuing to mount and are likely to prove difficult to resist. In this blog, Sophie Kemp considers the framework for such inquiries, and the key issues likely to form the core of its terms of reference.