How does NOT being Vaccinated impact Working Life?

PART OF THIS ARTICLE FIRST APPEARED IN FORBES MAGAZINE

15th October 2021

Kyrie Irving is paid pretty well to play basketball. His contract with the Brooklyn Nets calls for him to make $34.9 million in salary this season, and his celebrity status brings in another $15 million off the court from memorabilia, licensing and endorsement deals with brands like Nike and Panini.

This year, though, he’s made a conscious decision to give up a good chunk of that compensation.

“The financial consequences, I know I do not want to even do that, but it is reality that in order to be in New York City, in order to be on a team, I have to be vaccinated,” the 29-year-old All-Star point guard said Wednesday night on Instagram Live as he ended weeks of speculation about his Covid-19 vaccination status, which had been one of the sport’s worst-kept secrets. “I chose to be unvaccinated, and that was my choice, and I would ask you all to just respect that choice.”

Without the Covid complication, Irving’s total earnings of roughly $50 million for the 2021-22 season, which starts Tuesday, would have landed him at No. 9 on the annual Forbes ranking of the NBA’s highest-paid players. But New York’s sweeping vaccination mandate means Irving will have to sit out Nets home games—and that could cost him millions.

What is the relevance of this article?

Since Covid Vaccination programmes began, there is a clear divide about those who want to be vaccinated and those that do not and these decisions have divided family, friends, employers, employees and co-workers. So what is the decision NOT to be vaccinated of any relevance to anyone working or living in the UK?

The Government and ACAS have published guidance for employers and employees in relation to being or not vaccinated against Covid.

Key Information from ACAS

If an employer wants staff to be vaccinated, it is best to support staff to get the vaccine without forcing them to. If an employer feels it's important for staff to be vaccinated, they should talk together with staff or the organisation's recognised trade union to discuss what steps to take.

Any decision after that discussion should be put in writing, for example in a workplace policy. It must also be in line with the organisation's existing disciplinary and grievance policy and follow discrimination law.

And of upmost importance, is important for employers to get legal advice before bringing in a vaccine policy.

What if someone does not want to be vaccinated?

If someone does not want to be vaccinated, the employer should listen to their concerns. Some people may have health reasons, for example, they may have Ann allergic reaction to the vaccine or a health issue that prevents them from being vaccinated.

Employers should also be sensitive towards personal situations and must keep any concerns confidential. They must be careful to avoid discrimination. Some employees may have travelled overseas on holiday and upon their return will be required to isolate because they have not been vaccinated. This has raised concerns about holiday entitlement and whether the self-isolation period would be considered as “annual leave” or not. it is important for employers to make their position very clear and discuss this matter confidentially with any employee who find themselves in this position.

For further information and assistance seek legal advice. The CIPD have produced some useful guidance and information relating to employer and employee rights in relation to the vaccination programme in the UK.