As with all issues related to the COVID-19 virus, the vaccine landscape consistently changes, but general consensus is that a vaccine will be available in the relatively near future. The reality of an impending COVID-19 vaccine inevitably raises the question of whether an employer can or should require employees to be vaccinated against the virus.
There are significant and numerous efforts across the globe to support vaccine development for COVID-19. Currently, more than 150 vaccines are in development. While the United States is focused on speed to market for a COVID-19 vaccine, regulatory agencies must balance speed with the safety and efficacy of the vaccines. Last month, the Food and Drug Administration (FDA) released updated safety standards for COVID-19 vaccine developers, which included a key update to the guidance that vaccine makers should follow trial participants for at least two months to rule out any major side effects before seeking emergency-use authorizations. Given this guidance, the earliest a vaccine is likely to be authorized or approved is late November 2020.
Because the nature of this pandemic continues to evolve at a rapid pace, it’s requiring regulatory agencies, advisors, and employers to make key and impactful decisions in short order and with limited historical precedent. It’s also become evident that employers need to stay engaged with their key advisors on the status of a vaccine and start planning for this particular component of the pandemic.
Get the insight you need on the most recent pandemic-related developments. Ask your Alliant representative (or contact us here) for our just-released whitepaper, COVID-19 Vaccine Considerations for Employers: Development, Availability, Cost, and Mandatory Vaccine Programs.
Like so many things related to the virus, this is unchartered legal territory and employers should consult with legal counsel as they move through this process and make decisions about the safety of their employees and their operations.
Disclaimer: This material is provided for informational purposes only based on our understanding of applicable guidance in effect at the time and without any express or implied warranty as to its accuracy or any responsibility to provide updates based on subsequent developments. This material should not be construed as legal or tax advice or as establishing a privileged attorney-client relationship. Clients should consult with and rely on their own independent legal, tax, and other advisors regarding their particular situations before taking action. These materials and related content are also proprietary and cannot be further used, disclosed or disseminated without express permission.