COVID-19 Vaccine Requirements in the Workplace: What NJ Employees Need to Know

 

As New Jersey workplaces continue adapting to the evolving landscape of the COVID-19 pandemic, one of the most controversial topics has been employer-mandated vaccinations. Many employees have asked: Can my employer force me to get the COVID-19 vaccine? The answer involves a balance between public health, workplace safety, and individual rights under state and federal law.

While employers in New Jersey generally have the right to establish workplace policies that protect the health and safety of employees and customers, these policies must comply with laws such as the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act, and the New Jersey Law Against Discrimination (NJLAD). These laws provide specific protections for workers who may be unable or unwilling to get vaccinated due to medical conditions or sincerely held religious beliefs.

Are Vaccine Mandates Legal in New Jersey Workplaces?

Yes—within limits. Employers may require employees to be vaccinated against COVID-19 as a condition of employment. However, they must provide reasonable accommodations for employees who cannot receive the vaccine due to:

  A qualifying medical condition or disability under the ADA or NJLAD

  Sincerely held religious beliefs or practices

These accommodations might include remote work, regular testing, masking requirements, or reassignment to a role with less public interaction. Denying these accommodations without exploring alternatives could lead to a discrimination claim.

What Rights Do Employees Have?

If you're facing a vaccine requirement at work and believe your rights are being violated, you are protected under New Jersey law. Employees may not be retaliated against for requesting a reasonable accommodation or asserting their legal rights. If your employer terminates you, demotes you, or takes other adverse actions because of your vaccination status in connection with a protected right, legal action may be warranted.

Document and Act

If you believe your employer is unlawfully enforcing a vaccine mandate, follow these steps:

 Request an accommodation in writing: Clearly state your reason—whether religious or medical—and provide documentation where appropriate.

 Keep detailed records: Save copies of correspondence, HR responses, disciplinary notices, and internal policies.

Contact an employment lawyer: An attorney can assess your specific circumstances and determine whether your employer's policy violates your rights.

How NJ Employment Lawyers, LLC Can Help

At NJ Employment Lawyers, LLC, we understand the complexity and sensitivity of COVID-19-related workplace issues. Our team has advised and represented employees across New Jersey in matters involving vaccine mandates, wrongful termination, accommodation denials, and retaliation.

We approach each case with compassion and precision, making sure your concerns are heard and your rights are protected. If you're facing pressure or penalties related to vaccination and believe it conflicts with your legal protections, we are here to advocate for you.

For a deeper look at your rights in this area, visit our page: 

Can my employer force me to get the COVID-19 vaccine in New Jersey?

Know Your Options. Protect Your Future.

The pandemic may have changed the way we work, but it hasn't changed your rights. If you're concerned about employer vaccine mandates and how they impact your job, NJ Employment Lawyers, LLC is ready to help. Don’t navigate these complex issues alone—get the legal support you deserve.

NJ Employment Lawyers, LLC

101 Eisenhower Pkwy #300

Roseland, NJ 07068

(973) 358-7027