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Employer Considerations for COVID-19 Vaccination and Returning to the Workplace

A few months ago, we wrote about the legal considerations for employers as vaccines became more widely available in the U.S. In this blog, we discussed whether employers could inquire about vaccination status, encourage employees to get vaccinated, provide accommodation for unvaccinated employees, and how to watch for discrimination.

Since that post, however, the number of vaccinated people in the U.S. has nearly quadrupled, with over 150M people fully vaccinated and over 50% of Americans having received at least one dose. While these numbers are encouraging and suggest that many companies will be resuming in-office work this year, returning to the workplace will not be necessarily straightforward.

To reopen offices, employers must consider vaccination rates among their own employees, COVID-19 testing strategies, mask requirements, and the ongoing threat of COVID-19 exposure as strains such as the Delta variant continue to spread. In our COVID-19 Report, we found that a majority of companies we surveyed had no testing services or vaccination policy in place for their employees.

Questions abound: How should you approach vaccines and employees returning to the workplace? Should you require employees to be vaccinated before returning to the workplace? What to do about masks once back in the office?


In July, ABD hosted a webinar in collaboration with Robert Hudock of Hudock Employment Law Group to discuss issues pertaining to the COVID-19 vaccine and returning to the workplace. This webinar provides important information, insights, and considerations for employers as we enter the next stage of the COVID-19 pandemic. Click here

Megan O'Toole

About the author

Megan O'Toole

Marketing Manager

Megan is a Marketing Manager with a focus on content development and strategy. Megan works with Newfront's key thought leaders to create compelling content and meaningful resources for our peers and clients.

The information provided is of a general nature and an educational resource. It is not intended to provide advice or address the situation of any particular individual or entity. Any recipient shall be responsible for the use to which it puts this document. Newfront shall have no liability for the information provided. While care has been taken to produce this document, Newfront does not warrant, represent or guarantee the completeness, accuracy, adequacy, or fitness with respect to the information contained in this document. The information provided does not reflect new circumstances, or additional regulatory and legal changes. The issues addressed may have legal, financial, and health implications, and we recommend you speak to your legal, financial, and health advisors before acting on any of the information provided.

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