The COVID-19 pandemic introduced a wide range of legal and ethical questions into the modern workplace—one of the most prominent being whether employers can require their employees to be vaccinated. As businesses across New Jersey continue to adapt to evolving public health guidelines, employees often wonder where their rights begin and end in this ongoing debate.

At NJ Employment Lawyers, LLC, we’re here to help you understand the laws surrounding vaccine mandates and ensure your rights are respected—regardless of your personal decision regarding vaccination.

Is a Vaccine Mandate Legal in New Jersey?

In general, yes—employers can require employees to receive the COVID-19 vaccine as a condition of employment, provided they comply with applicable laws regarding reasonable accommodations. This means that while private employers have broad discretion, they must still make exceptions in certain situations.

Employees who object to the vaccine due to a sincerely held religious belief or a medical condition may be entitled to an exemption. Employers must engage in an interactive process to determine whether a reasonable accommodation can be provided without causing undue hardship to the business.

Understanding Your Rights Under Federal and State Law

Several legal frameworks govern the issue of vaccine requirements in the workplace:

  • Title VII of the Civil Rights Act prohibits religious discrimination and requires employers to accommodate sincerely held religious beliefs, unless doing so creates an undue hardship.
  • The Americans with Disabilities Act (ADA) protects individuals with qualifying medical conditions and mandates reasonable accommodations where applicable.
  • The New Jersey Law Against Discrimination (NJLAD) provides similar protections at the state level, offering robust safeguards for employees requesting accommodations based on religion or disability.

What Qualifies as a Reasonable Accommodation?

A reasonable accommodation for an unvaccinated employee may include:

  • Remote work or reassignment
  • Regular COVID-19 testing
  • Mask-wearing or social distancing protocols
  • Alternative scheduling or workspace adjustments

However, if accommodating an employee would impose a significant difficulty or expense for the employer, the request may be legally denied.

What Happens If You’re Fired for Refusing the Vaccine?

If your refusal to receive the COVID-19 vaccine is based on a protected reason (such as religion or a medical condition) and your employer terminates you without considering a reasonable accommodation, you may have grounds for a legal claim.

Discrimination or retaliation under these circumstances is unlawful, and you may be entitled to remedies such as reinstatement, back pay, emotional distress damages, and more. It’s critical to consult with an employment attorney to evaluate the strength of your case.

Legal Guidance Is Just a Call Away

At NJ Employment Lawyers, LLC, we help clients navigate complex employment issues related to COVID-19 vaccine mandates. Whether you’re seeking an exemption, have already been disciplined or terminated, or simply need to understand your rights, our team is ready to support you.

To learn more about your rights regarding workplace vaccine requirements, visit our page on COVID-19 vaccine mandates in New Jersey.

Contact Information:
NJ Employment Lawyers, LLC
101 Eisenhower Pkwy #300
Roseland, NJ 07068
Phone: (973) 358-7027