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March 2022: Boston Ends Indoor COVID-19 Vaccine Mandate

01 Mar

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Update Applicable to:
All employers of indoor dining, entertainment, recreation, and fitness establishments in the city of Boston, Massachusetts.

What happened?
On February 18, 2022, Mayor Wu announced that the city’s proof of vaccination mandate has been lifted.

What are the details?
Effective immediately, Boston businesses are no longer required to verify the vaccination status of patrons, employees, contractors, and all other individuals before they enter indoor spaces.

The mandate, which took effect January 15, 2022, required proof of COVID-19 vaccination for entry into indoor dining, entertainment, recreation, and fitness establishments. It was intended to be a long-term strategy, rolled out in phases through May, to combat high rates of COVID-19 cases while preserving indoor gatherings, but fast-moving developments over the past month have altered those plans and relieved businesses of their compliance obligations when it comes to vaccination status.

For more information, please see the links below:

City of Boston Announcement

Article

What do employers need to do?
Employers should review the links provided above and continue to do their best to ensure the safety and health of their employees.

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

Learn more about how Vensure's Massachusetts 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.

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