NT’s Vaccination Mandate

The Northern Territory’s Gunner Government announced in September that it will mandate inoculations for workers in “high-risk settings”, based on three criteria, as part of its response to the national COVID-19 management plan.

Chief Minister Michael Gunner claimed in a media statement that the “strongest vaccination rules in Australia” will apply to workers who:

• engage directly or interact with vulnerable people, extending to those who have contact with children (such as teachers and child care workers), frontline health and emergency workers (like healthcare and police), anyone who has contact with vulnerable and transient populations (such as those working in the community services sector and in a remote community), while it will also include customer-facing roles (supermarket, retail and hospitality workers);

• face the risk of COVID-19 being brought into their work setting. This will include the quarantine and border control workforce, where there is already vaccination coverage, as well as places symptomatic people may visit, like GP clinics and pharmacies; and

• undertake work involving essential infrastructure, supply or logistics.

Gunner said Territory Chief Health Officer Hugh Heggie will issue a legal direction, “that makes it mandatory for people working in these environments to be vaccinated against COVID-19 – from a certain date, which will be determined at the time”.

“An unvaccinated employee will be prevented from working in certain environments unless they are vaccinated by a certain date,” he said.

“An employer will be prevented from allowing employees to work in certain environments unless that are vaccinated by that date.”

The Chief Minister said the Government will consult with health, industry and community parties.

It is expected that many MTA members will be caught by one of the categories, but members should exercise caution in attempting to mandate vaccinations for employees themselves, unless they fall within these categories.

Members should also remain aware of discrimination laws in attempting to require vaccination if there are genuine medical or religious reasons for employees not being vaccinated.