With COVID-19 vaccines now widely available, many employers are looking for ways to encourage their workforce to get vaccinated. Vaccinating employees against COVID-19 can help protect workers, reduce absenteeism, and prevent outbreaks that could force shutdowns or disruptions. This article explores strategies employers can use to promote vaccination in the workplace.
Why is it important for employers to encourage COVID-19 vaccination?
There are several reasons why getting employees vaccinated is beneficial for companies:
- Protects workers – Vaccines drastically reduce the risk of severe illness, hospitalization and death from COVID-19. Encouraging vaccination helps keep the workforce safe and healthy.
- Reduces absenteeism – Vaccinated employees who get infected are much less likely to miss work due to illness. This improves productivity and continuity.
- Lowers health care costs – Vaccines can reduce the burden of COVID-19 on company health plans. Preventing infections saves on treatment costs.
- Allows easing of restrictions – As more staff get vaccinated, precautions like masking and distancing can be relaxed. This can improve morale and operations.
- Avoids outbreaks and shutdowns -localized outbreaks among unvaccinated workers can force segments of the business to temporarily close. Vaccination prevents this disruption.
- Meets customer/client requirements – Some companies require vaccination for onsite work. Having a vaccinated workforce meets this demand.
In short, promoting COVID-19 vaccination helps maintain a healthy, productive workforce and avoids costly business interruptions from outbreaks. It protects employees and the bottom line.
What are some effective strategies for encouraging employee vaccination?
There are many approaches organizations can take to advocate for COVID-19 vaccination without mandating it. Some of the most effective strategies include:
- Make vaccination convenient and accessible. Host vaccine clinics at the workplace, allow paid time off for vaccination and cover any costs like transportation or parking fees that could be a barrier.
- Launch an education and awareness campaign. Provide science-based information on vaccine safety and effectiveness. Bring in medical experts to present. Share positive stories of employees who choose to be vaccinated.
- Make a strong case for vaccination. Communicate the benefits to employees, the business, co-workers, families and community. Note any policies or requirements from customers or government regulators.
- Offer incentives. Provide rewards like paid time off, gift cards, raffle prizes or contributions to Health Savings Accounts for those who show proof of vaccination.
- Partner with unions or employee resource groups. Collaborate with organized labor and other employee representatives to promote vaccination in ways that encourage trust and adoption.
- Adjust health plans and wellness programs. Cover out-of-pocket vaccine costs and provide vaccination reminders through health plan communications. Consider incentives within wellness programs.
Taking a persuasive yet positive approach – through education, incentives and by making vaccination straightforward – gives employees compelling reasons to get vaccinated without an official mandate.
What are some examples of incentives employers can offer?
Offering incentives is an effective way to encourage employees to get vaccinated without requiring it. Some incentive ideas include:
| Incentive | Details |
|---|---|
| Paid time off | Give hourly employees 1-2 hours of paid time to get each vaccine dose, or salaried employees a half or full day off. |
| Gift cards | Give employees who show proof of vaccination gift cards to local restaurants, stores or gas stations in denominations like $25-$100. |
| Wellness credits | Award wellness program points/credits equivalent to a cash value of $25-$100. |
| Merchandise | Give away company-branded apparel, bags, water bottles or other goods to vaccinated employees. |
| Drawings | Enter vaccinated employees into raffles for prizes like televisions, grills, or days off. |
| HSA contributions | Make a $50-$100 donation to an employee’s Health Savings Account as a vaccination reward. |
The size of the incentive should be meaningful enough to motivate employees to get vaccinated, but not so large as to seem coercive. Typically incentives in the range of $25 to $100 are reasonable and effective.
How can employers educate employees about COVID-19 vaccines?
Education is a key component of any program to encourage workplace vaccination. Some effective educational strategies include:
- Share informational materials – Send out flyers, posters, emails, articles or videos that provide facts on vaccine safety, efficacy and benefits. Materials should come from trusted public health sources.
- Host employee forums – Hold “town hall” style meetings or webinars where medical experts can present on vaccines and answer questions from employees.
- Leverage employee advocates – Identify respected employees who choose to be vaccinated and have them share their positive personal stories.
- Connect benefits – Communicate how vaccination helps protect employees, their families and co-workers from COVID-19.
- Share community data – Highlight vaccination rates and success stories from the local community or other worksites.
- Make experts accessible – Provide contact information for company medical staff, local public health departments or trusted healthcare providers to answer any vaccine questions.
Education should emphasize positive, factual information on the extensive safety testing and terrific real-world effectiveness of COVID-19 vaccines.
What kind of data should be tracked on employee vaccination rates?
To monitor the success of a workplace vaccination campaign, employers should track relevant data. Important metrics to follow include:
- Overall vaccination rate – Percentage of employees who are fully vaccinated, have first dose, etc.
- Vaccination rate by department/location – Breakdown of percentages for different business segments.
- Vaccination rate increases – The change in vaccination rates over time, like weekly or monthly trends.
- Post-campaign survey results – Feedback from employees on their reasons for getting vaccinated or not.
- Incentive program take-up – Percentage of employees taking advantage of rewards or giveaways for vaccination.
- Absenteeism rates – Compare absenteeism among vaccinated vs. non-vaccinated employees.
This data enables employers to gauge the effectiveness of their vaccination promotion efforts and make any necessary adjustments. The metrics can also identify which business locations or departments may require additional focus.
What legal considerations apply to workplace vaccination programs?
There are some key legal issues employers must keep in mind when implementing policies to encourage COVID-19 vaccination:
- Employee privacy – Collecting proof of vaccination will require handling sensitive medical information. This data must be stored securely with restricted access.
- Union rules – Employers with unionized workforces may be required to negotiate vaccine policies and bargains with the union representatives.
- Equal treatment – Any policies, incentives, or requirements should apply and be available to all employees equally, without discrimination.
- Reasonable accommodation – Employees may request exemption from vaccination requirements for medical or religious reasons. These should be evaluated and accommodated if deemed reasonable.
- Avoid coercion – Incentives are meant to encourage vaccination, not pressure employees. Programs should generally avoid very large rewards or penalties tied to vaccination status.
Consulting legal counsel when designing and implementing workplace vaccination programs is advised to ensure compliance with all federal, state and local laws as well as collective bargaining agreements.
What are some examples of companies with successful vaccination promotion programs?
A number of leading companies have launched programs to increase COVID-19 vaccination among their workforce. Some positive examples include:
- McDonald’s – Offered paid time off for vaccination and shift flexibility for side effects. Vaccinated staff also got up to $500 worth of credit on McDonald’s swag or retail gift cards.
- Microsoft – Provided paid time off for vaccination and recovery. The company also held onsite vaccine clinics and Tracking indicated over 90% of employees got vaccinated.
- Bolt Foods – The delivery firm reported a 94% vaccination rate after providing logistical support and paid time off. Perks like free meals were given to vaccinated couriers.
- Delta Airlines – Required unvaccinated employees to pay a $200 monthly health insurance surcharge. The policy spurred more than 80% of staff to get vaccinated.
- Walmart – Offered $150 to employees who completed vaccination. The retail giant also held onsite vaccine events to improve access and convenience.
Each company tailored their program to best suit their workforce and corporate culture. This demonstrates there are many avenues for effectively promoting vaccination without an official mandate.
What communication strategies help boost vaccine acceptance?
How workplace vaccination programs are communicated to employees can impact their reception and effectiveness. Some best practices for communication include:
- Make it positive – Focus on the many benefits of vaccination for employees, their families, the company and community.
- Emphasize options – Note vaccination is encouraged but ultimately voluntary for employees to choose what’s right for them.
- Meet employees where they are – Address any hesitations or questions with empathy and science-based facts.
- Keep it simple – Use clear language and avoid complex public health terminology when possible.
- Leverage multiple channels – Communicate through email, intranet postings, texts, FAQs, videos, signage, meetings and more.
- Involve credible messengers – Have managers, medical experts and peer employees share why they believe vaccination is important.
Framing vaccination as a positive choice and using varied communication channels ensures broader understanding and appeal among employees.
What are some common employee objections to vaccination?
Some of the most common concerns and objections employees may raise about COVID-19 vaccination include:
| Objection | Response |
|---|---|
| I’m worried about possible side effects | Side effects like soreness, fatigue or headache are typically mild and clear up within 1-2 days. Serious adverse events are extremely rare. |
| It seems like the vaccines were rushed | The vaccines went through rigorous clinical trials and safety reviews like all other vaccines. No steps were skipped. |
| I already had COVID, so I have natural immunity | Getting vaccinated provides stronger, more consistent immunity than just recovering from COVID-19. |
| I’m concerned about unknown long-term effects | Decades of vaccine science indicates side effects nearly always occur within 6 weeks. The COVID vaccines have already been used extensively for over a year now with excellent ongoing safety. |
| I don’t trust the pharmaceutical companies | The vaccines were developed independently from companies. Rigorous real-world testing proves they are safe and effective. |
Employers should be prepared to address these and other common concerns with accurate, fact-based responses to encourage informed vaccination decisions.
What steps can be taken to make vaccination easy and convenient?
Improving access through logistical support can boost employee vaccination rates. Some of the most helpful steps employers can take include:
- Host onsite vaccination clinics where employees can easily get their shots at the workplace.
- Allow use of work time to get vaccinated without losing pay or having to use personal leave.
- Cover any costs associated with vaccination like transportation or parking fees.
- Provide flexibility in scheduling so employees can get vaccinated at convenient times.
- Offer easy ways for employees to report their vaccination status like secure apps or HR forms.
- Partner with a local pharmacy or health system to arrange vaccine administration for staff.
- For large companies, arrange for mobile vaccine buses to come and offer onsite clinics.
Making COVID-19 vaccination fast, easy and cost-free removes practical barriers that may otherwise prevent employees from getting their shots.
Should employers require COVID-19 vaccination?
Whether to mandate COVID-19 vaccination is a complex decision for employers that involves weighing legal, ethical and workforce considerations:
- A mandate is legal in many cases, but may prompt pushback or lawsuits.
- Requiring vaccination provides the strongest protection and incentives for employees to get their shots.
- However, a mandate may also lead some employees to resign over issues of autonomy.
- Mandates work best when they have support from unions, employees and collective bargaining groups.
- Alternatives like education programs, onsite clinics and incentives can also effectively boost vaccination rates.
There is no one-size-fits-all answer. Employers must carefully evaluate the tradeoffs and what approach best suits their workforce. A supportive culture of vaccination is the ultimate goal, whether that’s achieved through mandates or alternative policies.
Conclusion
Getting employees vaccinated against COVID-19 is crucial for protecting workers, avoiding business disruptions, and putting the pandemic in the rearview mirror. Through supportive programs that make vaccination easy, incentivized and understood as a social good, employers can encourage high vaccination rates even without a mandate. There are many creative tools companies can use to inform employees and influence their vaccination decisions for the better. With the right policies and communication strategy, any organization can become a champion of health and safety by working toward the shared goal of a fully vaccinated workforce.
