Update Applicable to:
All employers and multi-state businesses that have at least 1 worker or contractor in Texas.
On November 13, 2023, Governor Greg Abbott signed Senate Bill 7, Prohibiting COVID-19 vaccine mandates by private employers. The effective date for the law is February 6, 2024.
What are the details?
Texas approved SB 7, which will “…return medical freedom to Texans and ensure that they will not lose their livelihood over their personal health decisions.”
The bill prohibits employers from mandating Covid-19 vaccines to any employee, contractor, applicant for employment or applicant for a contract position to be vaccinated against Covid-19 as a condition of employment or contract.
The law also prohibits adverse actions by employers to their employees, except in certain healthcare facilities, providers, and physicians.
- Create, review, and incorporate necessary policies and practices changes.
- Consider a communication plan and training for your managers, leaders, and HR officials.
- Consult with a labor attorney for further guidance if needed.
Employers should review additional resources here:
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Texas 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.