LEGAL UPDATE – Mandate restrictions on easing in Queensland

LEGAL UPDATE – Mandate restrictions on easing in Queensland


The Public Well being (Additional Extension of Declared Public Well being Emergency—COVID-19) Regulation (No. 2) 2022 was applied solely final week. Nonetheless, the Premier has rotated on that announcement and has introduced a few of Queensland’s final remaining COVID-19 restrictions will probably be lifted from 1am, 30 June 2022.


Starting this Thursday, Queenslanders will now not require COVID vaccinations to go to aged care services, incapacity lodging and correctional services.

The Premier has additionally introduced that the high-risk employee vaccine mandate would even be revoked in colleges, early childhood schooling, outdoors college care, kindergartens, household day care, police watch homes, youth detention facilities and airports.

Regardless of these restrictions on easing, obligatory vaccines are nonetheless required for staff in healthcare, hospitals, aged care and incapacity care.

What does this imply for you?

The Premier acknowledged that the choice round obligatory vaccinations in companies falling throughout the scope of these not topic to the obligatory vaccines, will probably be made by the employer. Because of this it’s their selection as to whether or not they have a course in place for workers.

This stance appears to observe the current Honest Work Fee choice of Ms Emma Jamieson v Monash Well being [2022] FWC 1331 (Jamieson), the place Commissioner Johns emphasised that obligatory vaccinations in a office are a matter of selection for workers, fairly than a mandate imposed by employers.

It was held in Jamieson that Monash Well being had applied a course that was not a mandate and “[Her] choice to not get vaccinated meant that Monash Well being, sure by the phrases of the Instructions, was required to make sure that [she] didn’t attend the office.” She was then subsequently dismissed for being unable to satisfy the inherent necessities of her job.

The place employers made choices to terminate employment of workers primarily based on non-compliance with the orders, these choices stay legitimate. Some former workers might search to be returned to the office now that the general public well being orders have ceased to function in some industries. It’s for employers to determine tips on how to interact/re-engage these workers.

For these workers who’ve been stood down as a result of their vaccination standing was not in step with the general public well being orders, now’s the time to re-engage with them to debate their return to the office.

The place the well being orders will now not function in some industries, employers ought to take into account whether or not cheap instructions may be made round vaccinations as a part of your WHS / danger administration system.

That is commentary revealed by Colin Biggers & Paisley for normal info functions solely. This shouldn’t be relied on as particular recommendation. It is best to search your personal authorized and different recommendation for any query, or for any particular scenario or proposal, earlier than making any ultimate choice. The content material is also topic to alter. An individual listed might not be admitted as a lawyer in all States and Territories. © Colin Biggers & Paisley, Australia 2021.