If you’re evaluating legal AI for your in-house legal team, you’re in the right place. The pressure on legal leaders to embrace new technology while delivering more value to the organisation...
In this LexisNexis® Leading Edge webinar, key questions about legal AI are explored in detail, with a focus on both the practical and technical aspects of implementation. The session unpacks why AI...
In a recent LexisNexis® webinar, Claire Linwood (Product Manager) was joined by Greg Dickason (CTO for Innovation, Infrastructure, and Operations at LexisNexis) and Nick Abrahams (Global Digital Transformation...
While AI won’t replace your expertise, recent technology advances offer potentially immediate efficiency gains for barristers. The webinar Generative AI for Australian Barristers in 2025 explores...
In the ever-evolving construction industry, collaborative contracting is emerging as a transformative approach that promises to enhance project outcomes through cooperation and shared goals. This paradigm...
By Yoness Blackmore, Senior Legal Writer, Practical Guidance Employment
Vaccination information – if you have this data, how can you use it?
Vaccination is a word on almost everyone’s lips these days. It’s a tough issue for both businesses and workers, many of whom may have already made personal decisions either way; or are in the process of doing so.
However, the key issues are not just about vaccination decisions, there is also a big question around whether businesses can keep records about workers’ vaccination status.
This is yet another Pandora’s box of potential missteps for businesses, with seemingly competing and contradictory legal and policy considerations relating to mandating or supporting vaccination in the workplace.
Should businesses collect vaccination status data from staff, or not?
Ultimately, when deciding whether vaccination information is going to be collected, a business should first consider why it wishes to do so and whether it is really necessary.
In situations where a public health order requires vaccination, the decision may be easier and vaccination information will likely be kept in accordance with the public health order.
This may also be easier when an employment or services contract lawfully requires the provision of vaccination information as a condition of employment or engagement. It is likely that many businesses going forward will include such clauses for new staff.
Complete the form to download the complimentary special report LexisNexis® Special Report: Staff privacy and vaccination information.*
The report addresses key legal issues and answers many frequently asked questions, including
* This report was updated on October 15 and renamed 'Staff privacy and vaccination information.
Practical Guidance Employment is a how-to resource for workplace law practitioners, human resources professionals and In-house Counsel dealing with workplace law matters.Suitable for practitioners representing employers or employees, this module covers both common and complex employment and industrial relations issues arising under the federal and state/territory systems.
From the recruitment and advertising stage to fair treatment in the workplace and termination of employment, this module will guide you through your legal matter.