Employer Guidance on Vaccines (Webcast)
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The HKSAR Government tightened its vaccination in lieu of regular testing (VRT) arrangement in December 2021. Under the new arrangement, Government employees who have not received their first dose of vaccine must undergo COVID-19 testing once every three days at their own time and cost unless certified as unfit for vaccination. Furthermore, those employees who cannot present proof of vaccination are not allowed to enter Government buildings and offices for work-related purposes after mid-February 2022 unless they are unfit for vaccination due to medical conditions.
What should employers consider when imposing a similar “jab or swab” requirement or workplace entrance requirement?
- To learn about the latest developments in relation to COVID-19 vaccination in Hong Kong
- To understand the impacts of such developments on employers and the workplace from a legal perspective
1. Legal consideration on the "jab or swab" arrangement:
- Can employers mandate the arrangement?
- Should employers mandate the arrangement?
- What can employers do if the employees refuse to comply with the direction?
2. Data privacy issues on the collection of "jab or swab" records:
- Can employers collect the records?
- How do employers collect the records?
3. Practical steps
28 February 2022 (Mon)
16:00 – 17:30
Cantonese (with English materials)
Member – HK$500
Login details will be sent 1 day before the commencement date
Ms Jennifer Tam
Partner in the employment and benefits practice in Mayer Brown's Hong Kong office. Jennifer advises on all areas of employment law with an emphasis on contentious employment, discrimination, harassment, and data privacy disputes. She has solid experience in handling high profile and complex employment litigation at various court levels from the Labour Tribunal to the Court of Final Appeal, handling investigations by and complaints to the Labour Department, Equal Opportunities Commission and the Office of the Privacy Commissioner for Personal Data of Hong Kong, advising on internal corporate investigations, disciplinary issues and termination of employment and dealing with trade unions and labour relations issues. On the non-contentious side, Jennifer advises on all human resources issues including structuring the labour force, introduction of changes to the terms of employment and enforcement of post termination restrictions. She also provides training to human resources practitioners.