Equality Commission guidance to help employers and service providers comply with anti-discrimination law if considering restrictions to those not vaccinated for COVID-19

Whether discretionary ‘no jab, no job’ or ‘no jab, no entry’ policies are lawful is a question that should be considered from several legal perspectives, such as data protection law, human rights law and, from the Equality Commission’s perspective, anti-discrimination law.

The Equality Commission has published two new guides to help businesses stay on the right side of anti-discrimination law.

No jab, no job employer guidance

In this guidance the Equality Commission examines the anti-discrimination law perspective if employers were considering restrictions to jobs based on whether someone has received their COVID-19 vaccinations.

Download the no jab, no job guidance for employers (PDF, 344K).

No jab, no entry guidance for service providers

In this guidance the Equality Commission examines the anti-discrimination law perspective if service providers were considering restrictions to services based on whether someone has received their COVID-19 vaccinations.

Download the no jab, no entry guidance for service providers (PDF, 339K)