LOGIN Request a call


May 2022: South Carolina Governor Signs Bill Banning Private Employer Vaccine Mandates

17 May


Update Applicable to:
All employers enforcing a vaccine mandate on their employees in the state of South Carolina

What happened?
On April 25, 2022, South Carolina Governor McMaster signed into law House Bill 3126 (HB 3126), which, among other things, bans state and local governments from imposing COVID-19 vaccine mandates as a condition of employment and provides certain protections for workers subject to private employers’ vaccination requirements.

What are the details?
HB 3126 went into effect immediately upon signage and will remain in effect until December 31, 2023, unless its provisions are extended by the South Carolina General Assembly.

Below are some points relevant to private employers (broadly defined in the law as “all employers other than state and political subdivisions”).

Unemployment Benefits

If a private employer terminates, suspends, or reduces an employee’s compensation because the employee fails to get a COVID-19 vaccination or booster, the employee is still eligible for unemployment benefits, subject to the usual statutory limits on amounts, duration, and other requirements.

Vaccine Incentives Permitted

Section 6 of the statute explicitly states that the law’s provisions do not prevent employers from encouraging, promoting, or administering vaccinations—or from offering incentives to employees who elect to be vaccinated. This section of the law refers to vaccinations in general terms, and thus this provision does not appear to be limited to COVID-19 vaccinations.

Prohibition on Extension of Vaccine Mandate to Independent Contractors/Third Parties

Under the law, if a private employer implements a vaccine mandate, it may not extend the mandate to independent contractors or other non-employees who provide goods or services to the employer, nor may it coerce such individuals and third-party entities into implementing their own vaccine mandates in order to maintain the business relationship with the private employer. However, the law does carve out an exception to this rule. This section of the law does not apply to federal contractors, employers seeking to become federal contractors, or those subject to a federal regulation where the applicable contract or regulation includes a valid and enforceable contrary requirement, and the employer submits an affidavit to the South Carolina Department of Employment and Workforce (SCDEW) attesting to that fact. This provision also does not appear to be limited to COVID-19 vaccination mandates.

Broader Exemptions

The law states that religious and medical exemptions “must be honored” with respect to any COVID-19 vaccine or booster requirement. Accordingly, any employer imposing a COVID-19 vaccine requirement on workers must extend broader exemptions than required by federal law:

  • Medical exemptions include the presence of antibodies, a prior positive COVID-19 test, or pregnancy. The law does not indicate exactly what an employee must present to his or her employer to secure this medical exemption (i.e., there is no specific requirement to submit a doctor’s note or physician statement, as is required in other states with similar exemptions from workplace vaccination requirements).
  • To claim a religious exemption, a person must provide the employer with a “short, plain statement” that receiving the COVID-19 vaccine and booster would violate a tenet of the person’s deeply held religious convictions.
  • As with the provision pertaining to third parties, this section of the law also contains a carveout from this requirement if the employer submits an affidavit to the SCDEW attesting to the fact that the employer is a federal contractor, is otherwise subject to a federal regulation that is contrary to the requirement or will be required to enforce a contrary provision if awarded a federal contract the employer has sought to secure.

Prohibits Vaccine Status Discrimination in Public Accommodations

The law prohibits places of public accommodation, including hotels, restaurants, hospitals, retail stores, movie theaters, and other such establishments from denying services based on an individual’s vaccination status. Private clubs and establishments not in fact open to the general public are not subject to this ban.

The law also provides similar limitations on public employers that wish to enact COVID-19 vaccination mandates with certain exceptions.

The law also extends the “South Carolina COVID-19 Liability Immunity Act” (Senate Bill 147), the state’s liability shield law, which previously expired on December 31, 2021. The liability protections against coronavirus-based claims for businesses covered under the South Carolina COVID-19 Liability Immunity Act now apply to all civil and administrative causes of action that arise between March 13, 2020, and December 31, 2023, and that are “based upon facts that occurred during this time period.”

For more information, please see the links below:

House Bill 3126 (HB 3126)

Senate Bill 147

Article 1Article 2

What do employers need to do?
Employers should review the links provided above and ensure their COVID-19 mandate policies are in compliance with the new law.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's South Carolina PEO services can help you navigate complex employment laws and keep your business compliant.

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.

Keep Your Business Compliant

Fill out the form below to receive monthly Employment Law Updates right in your inbox.


You're all set.

Thanks for subscribing. Be on the look out for the Legal HR updates in your email.

Tracking Convertion image