Cash for jabs ‘a risk’ for bosses

An industry body wants guidance for employers who plan to offer incentives for staff vaccinations.

The Therapeutic Goods Administration has set out conditions for vaccination incentives. Picture: Gary Ramage

Employers who hand out vouchers and cash to encourage workers to be vaccinated run the risk of workers’ compensation claims for rare vaccine side effects, according to the peak body, the Australian Chamber of Commerce and Industry.

Chief executive Andrew McKellar has warned that until government clarifies indemnity protections for employers, companies will remain cautious about offering “carrots”.

ACCI has launched a survey of its members to assess how many are using incentives, as Telstra announced $200 gift vouchers for the fully vaccinated, and hospitality group Harvest Hotels said it would pay its 150 staff $100 each after they have had two jabs.

Some companies have gone further, offering up to $250 as incentives, while others are considering lotteries and donations to a worker’s favourite charity.

Cash incentives are legal and sanctioned by the Therapeutic Goods Administration but the concern about legal liability if an employee later becomes ill is likely to be one of the issues raised at a “jab summit” between business and the Industrial Relations Minister Michaelia Cash on Wednesday.

The TGA advice says cash and other rewards can only be offered to people who have been fully vaccinated and rewards must not include tobacco or medicines (other than listed medicines). It says the offer must only refer to Covid-19 vaccines generically, that is, not by trade name or reference to a particular vaccine, such as “the mRNA vaccine”.

The offer must be made to all eligible people who have been vaccinated and any offer of alcohol must not encourage excessive or rapid consumption of alcohol, have a strong or evident appeal to minors, and must be served consistent with responsible service of alcohol arrangements.

Innes Willox, the chief executive of the Australian Industry Group, said that individual businesses would need to make a judgment as to whether rewards carried a benefit.

“Some businesses see rewards as a way of demonstrating their support for the vaccination effort and as helping to improve the safety of their workplaces and the community,” he said. “Other employers see difficulties in rewards such as – do you reward employees who are already vaccinated? Is it discriminatory to exclude employees from rewards who for health reasons can’t get vaccinated? Will a reward actually improve vaccination rates?”

The experience overseas showed the real challenge would come in lifting rates from 70 to 80 per cent, with the hardest step going beyond 80 per cent.

“Cash rewards won’t necessarily help with that challenge, only freedoms for the vaccinated will likely shift that dial,” Mr Willox said.