COVID-19 vaccination policy and FAQs
It's important to understand what vaccines mean for Queensland businesses. Under the Work Health and Safety (WHS) laws, employers have a duty to eliminate, or if that is not reasonably practicable, minimise the risk of exposure to COVID-19 in the workplace.
Is your business considering mandatory vaccinations?
See CCIQ's COVID-19 Vaccination Policy, developed in consultation with Workplace Health and Safety Legislation and the Fair Work Ombudsman.
See CCIQ's COVID-19 Vaccination Policy to understand your workplace requirements, or head to the Fair Work Ombudsan website for more information.
For further support, contact CCIQ's Employer Assistance Helpline on 1300 135 822 or become a CCIQ member to join Queensland's most established business network.
Frequently asked questions
Queensland business owners had the opportunity to ask questions about vaccines in the workplace at CCIQ’s webinar.
These are some of the most common concerns addressed. For more HR and IR support tailored to specific business needs, investigate CCIQ membership.
How can I protect my business from legal action?
Adopt a COVID-19 Vaccine in the workplace Policy. CCIQ’s comprehensive Precedent Mandatory COVID-19 Vaccination Policy has been developed to give businesses peace of mind and ensure protection from legal action
I have mandated the vaccine for my employees, do I also have to mandate it for customers?
If the mandate does not apply to your business or you are an essential businesses you can self-impose rules for patrons and can decide to refuse entry to unvaccinated patrons.
Businesses have the right to set conditions of entry to their premises, including a requirement to be vaccinated.
It's also correct an unvaccinated person would not be directly protected under discrimination laws at a Commonwealth, state or territory level.
There was a potential for instances of unlawful indirect discrimination should businesses impose a blanket ban and fail to provide exceptions to those who are unable to be vaccinated on medical or age-based eligibility grounds, or those who had not yet had access to the vaccine.
Is it necessary to have a documented policy when the business has not mandated vaccination?
No there is no requirement.
Can an employer create a generalised policy seeking voluntary information regarding vaccination status?
Yes, this should include how the information will be used and stored.
