Employer Steps for COVID-19 Vaccine Acceptance

calendar May 3, 2021
| 2 Minute Read

Employer Steps for COVID-19 Vaccine Acceptance 

Employers play a critical role in helping promote and provide accurate information about COVID-19 vaccines. Employees getting vaccinated can be a driving force for a safe return to work.

As employers navigate the legal risks and logistics of return-to-work plans and employee vaccinations, this article explores considerations for increasing employee vaccine acceptance across their organizations.

Building Employee Confidence 

According to a Mercer survey, 82% of employers will encourage or strongly encourage employees to receive the COVID-19 vaccine. The remaining 18% of respondents say they’ll only provide information and emphasize that vaccination is a personal choice.

Education and communication are critical for increasing COVID-19 vaccine acceptance—both inside and outside of the workplace. For that reason, the Centers for Disease Control and Prevention (CDC) offers information for workplace vaccination programs. Additionally, consider the following steps for increasing employee vaccination:

  • Communicate proactively, compassionately and transparently to help build employee buy-in and support of workplace vaccination plans or general vaccination. Communications that lead with values, like unity or interconnectedness, are also effective because they can motivate employees to act.
  • Educate employees about COVID-19 vaccines—including development, efficacy, benefits, side effects, access and coverage—and how they can talk to others about vaccines. Stick to the facts and avoid using jargon and strong language. To be most impactful, employers could leverage multiple organizational channels to reinforce vaccine messaging.
  • Listen to employees’ concerns about the COVID-19 vaccine. Two-way communication is especially important if the workforce is in different locations or working remotely.

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Combined HR Services provides practical human resources information and guidance based upon our experience in the industry and our experience with our clients.  Combined HR Services are not intended to be a substitute for professional advice.  Combined HR Services are designed to provide general information to human resources and/or business professionals regarding human resources situations commonly encountered.  Given the changing nature of federal, state and local legislation and the changing nature of court decisions, Combined HR Services cannot and will not guarantee that the information is completely current or accurate.  Combined HR Services do not include or constitute legal, business, international, regulatory, insurance, tax or financial advice.