Vaccination itself is not a job, but the time spent on vaccination and the handling of working hours and leave in case of adverse reactions are of concern. The Ministry of Health, Labor and Welfare’s position is as follows
From the viewpoint of infection prevention measures in the workplace, it is desirable to establish a leave system that can be utilized in the event that a worker becomes ill after receiving the vaccine or the vaccination, so that the worker can receive the new coronary vaccine with peace of mind.
In addition to that,
1) Establish a new leave system that can be used for vaccinations and medical treatment in the event of adverse reactions after vaccinations, and review the existing sick leave and expired annual leave accumulation systems (a system that allows employees to accumulate expired annual paid leave and use it for medical treatment) so that they can be used for these situations as well.
2) Allowing workers to be excused from work (e.g., allowing workers to be excused from work during vaccination time and moving down the end of the workday) or to be deemed to have attended work (allowing workers to be excused from work during vaccination time and treating that time as if they had worked as usual) without any specific penalty.
As long as they are available to workers on a voluntary basis, they are generally considered reasonable and not disadvantageous to workers, and therefore, even if they are accompanied by a change in work rules, they are considered to be effective as long as the revised work rules are made known to workers.
In taking such measures, it is important to consider the wishes and intentions of workers so that the system can be easily utilized by workers who wish to receive the new coronary vaccine.
In the case of workplaces that employ 10 or more workers at any given time, procedures for changing work rules are also required.
