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There are no statutory provisions that can force individuals to become vaccinated. The Public Health (Control of Disease) Act 1984 specifically states that members of the public should not be compelled to undergo any mandatory medical treatment, including vaccinations. Forcing, coercing or manipulating an employee to receive a vaccine is in breach of article 8 of the European Convention on Human Rights, which protects people from being interfered with physically or psychologically and includes mandatory vaccinations. Forced vaccinations in the workplace, is not only a human rights concern, but also has criminal implications. Forcing anyone to receive a vaccine under duress, under UK law, constitutes an unlawful injury. A vaccination requires an individual’s informed and voluntary consent.
I want to make it very clear, that I am NOT placing any persons at risk by declining this vaccine, but I am protecting my health and my wellbeing. Declining this vaccine does NOT mean that I can not perform my job effectively and I will not be resigning.
In accordance of the Employment Rights Act 1996 and Section 6 of the 2010 Equality act, You are protected from being fired or chosen unfairly for redundancy and are safeguarded against unlawful discrimination by your employer.
When signing a work contract, You likely did not agree for any testing, vaccine or medical interventions.
You also have the option of legal action via The ACAS Code of Practice on Disciplinary and Grievance Procedures if you receive disciplinary action because of this.