COVID-19 Vaccination Policies in the Workplace

October 22, 2021

Things Employers Should Consider

While the circumstances are constantly changing, the government’s current public policy is that vaccinations are voluntary, although strongly encouraged, and now, temporarily, required for access to many public services and businesses. On October 22nd, Ontario announced

It may begin gradually lifting proof of vaccination requirements on or after January 17, 2022.
As of March 28, 2022, it is intended that remaining public health and workplace safety measures will be lifted.

Any employers that are creating a workplace policy around proof of vaccine and vaccine mandate policies, or any COVID testing alternatives, should:

Incorporate the latest employer information and guidance from your regional health unit. Click for Huron Perth Public Health and their Recommendations for Employers and Provincial Public Health Workplace vaccination.
Expect circumstances to continue to evolve and be prepared to adjust and adapt. Policies should be for the shortest amount of time as necessary and may only be justifiable during a pandemic.
Include industry or sector specific requirements (health care, childcare, education, etc.).
Ensure Health and Safety practices reflect actual risks in the workplace related to transmission and exposure and the effectiveness and availability of controls.
Consider requirements of customers and clients for workers who work in and attend their workplaces.
Consider work alternatives for unvaccinated employees.
Limit medical information being collected for your employees.
Consult with experts and legal counsel to understand risks around implementing COVID 19 vaccination policies, especially mandatory policies.
Promote a culture of respect for individuals while prioritizing the requirements and obligations of your business.

Mandatory vaccination policies are largely untested in the courts as of now.

The Ontario Human Rights Code prohibits discrimination against people on the following grounds: Age, Ancestry, colour, race, Citizenship, Ethnic origin, Place of origin, Creed, Disability, Family status, Marital status (including single status), Gender identity, gender expression, Record of offences, Sex, and Sexual orientation.

Employers must accommodate employees who are unable to be vaccinated due to a prohibited ground, such as Disability or Creed, and may not use an employee’s medical information (Disability) to treat them differently as that may be discriminatory and prohibited under the Code.

The Ontario Human Rights Commission has published a policy statement on vaccine mandates and certificates which clarifies that personal preferences or singular beliefs do not amount to a creed.

For guidance on accommodation and any workplace policies, please contact our HR Solutions team at HRresults@w-u.on.ca

< Older Post

Newer Post >

Southwestern Ontario's Top Employers Award

Southwestern Ontario's Top Employer Award Winner

February 5, 2025

We are th rilled to announce Ward & Uptigrove was selected as a recipient of the Southwestern Ontario's Top Employers Award for 2025. The award is based on the following criteria: 1. Workplace, 2. Work Atmosphere and Social, 3. Health, Financial and Family Benefits, 4. Vacation and Time-Off, 5. Employee Communications, 6. Performance Management, 7. Training and Skills Development, 8. and Community Involvement! Here are some of the reasons why Ward & Uptigrove was selected as one of Southwestern Ontario's Top Employers (2025): Ward & Uptigrove increased its full-time workforce in Canada by over 13 per cent in the past year and lets everyone benefit in the company's success with profit-sharing -- the company also offers generous referral bonuses of up to $5,000 per successful candidate as an incentive for employees to recruit friends Ward & Uptigrove hosts three major social events each year, giving employees the opportunity to unwind and connect with food, beverage and entertainment covered by the firm's partners -- events include a post-tax season party (employees plus a guest), a fall golf tournament, and an annual holiday celebration Ward & Uptigrove matches employee donations in kind, and encourages them to lend a helping hand in the community with a paid day off to volunteer Emily MacRobbie, human resources manager at Ward & Uptigrove, says clients appreciate the close connections and sense of care their small-town environment fosters. “We’re big enough to attract and retain some of the best and brightest minds in the industry, while simultaneously being small enough that staff and clients are known on a more personal level,” says MacRobbie. “Employees really appreciate the flexibility the firm offers, such as work location (in office or hybrid) and hours of work arrangements. We keep a pulse on what’s happening and make sure we remain competitive with things like paid time off and flexible health benefits.” To learn more about career opportunities at Ward & Uptigrove visit www.wardanduptigrove.com/careers