As workplaces across New Jersey continue adapting to life after the COVID-19 pandemic, one legal question has emerged time and again: Can your employer force you to get the COVID-19 vaccine? At NJ Employment Lawyers, LLC, we understand how personal this issue is for many workers. Whether you have concerns due to medical, religious, or ethical reasons, it’s important to understand your rights—and your employer’s obligations—under the law.
Can Employers Require the COVID-19 Vaccine?
Generally, yes—employers in New Jersey and nationwide are allowed to require employees to receive the COVID-19 vaccine as a condition of employment. However, that requirement must comply with applicable federal and state laws, particularly when it comes to reasonable accommodations for certain exemptions.
Employees may have the legal right to refuse the vaccine if they:
- Have a documented medical condition that prevents vaccination
- Hold sincerely held religious beliefs that oppose vaccination
Reasonable Accommodations and Exemptions
Under the Americans with Disabilities Act (ADA) and the New Jersey Law Against Discrimination (NJLAD), employers must provide reasonable accommodations for employees with qualifying medical or religious objections—unless doing so would impose an undue hardship on the business.
Reasonable accommodations might include:
- Remote work options
- Regular COVID-19 testing
- Mask mandates or modified work environments
If your employer denies your request for accommodation without proper evaluation or retaliates against you for making the request, you may have grounds for legal action.
What If You’re Terminated for Refusing the Vaccine?
If you are fired for refusing the COVID-19 vaccine without being given an opportunity to request a legitimate exemption, you should consult with an employment attorney immediately. Employers must handle exemption requests on a case-by-case basis and engage in an interactive process with the employee. Blanket refusals or punitive actions may constitute discrimination under state and federal law.
Can Employers Ask About Vaccination Status?
Yes, employers can legally ask about your vaccination status. However, they must be careful about how that information is used. Questions that probe into medical history or reasons for not getting vaccinated can potentially violate privacy and disability laws. Additionally, employers must keep any medical information they collect confidential and stored separately from your personnel file.
Your Legal Rights at a Glance
Here’s a quick summary of your key rights regarding vaccine mandates in the workplace:
- Employers can generally require vaccination, but must allow for legal exemptions
- You are entitled to request reasonable accommodations for medical or religious reasons
- Employers must not retaliate against you for asserting these rights
- Your vaccination status must be kept confidential
How NJ Employment Lawyers, LLC Can Help
If you’re facing pressure from your employer over a COVID-19 vaccination issue or believe your rights have been violated, NJ Employment Lawyers, LLC is here to help. We provide clear legal guidance and strong representation to protect your health, beliefs, and employment status.
For a deeper look at this issue, visit our dedicated page:
Can my employer force me to get the COVID-19 vaccine in New Jersey?
Speak with an Attorney Today
Don’t navigate these complex issues alone. Contact our firm for a confidential consultation. We’ll review your situation and help you understand your rights, options, and the best path forward.
Contact Information:
NJ Employment Lawyers, LLC
101 Eisenhower Pkwy #300
Roseland, NJ 07068
(973) 358-7027
