Tunisian health and legal requirements around the vaccination program
May 07, 2021
Tunisian health and legal requirements around the vaccination programMay 07, 2021
This article provides a practical guidance to employers in relation to the coronavirus (COVID-19) vaccine in Tunisia, including whether an employer may require its workforce to be vaccinated for COVID-19 and whether employees can properly avoid being vaccinated. In addition, it also deals with the legal ways of protecting personal data when the people to be vaccinated submit their personal data on a vaccination platform as the one established in Tunisia called « evax » or when the employer is trying to collect health related data to employees’ vaccination status. I. Can employers implement a mandatory vaccination program?Nearly all employers will soon be faced with an important decision—whether to require employees to be vaccinated or instead merely encourage employees to be vaccinated on a purely voluntary basis. On the one hand, no law provision was enacted to require Tunisians to be vaccinated. The vaccination decision remains free until today. On the other hand, with respect to business reasons, mandatory vaccinations could reduce lost work time, increase productivity, maximize revenues, and cut down on any COVID-19 related legal risks and liabilities. However, the current vaccination program seems to be very slow. Only few people are registered on the platform (about 900.000) and the priority is given to seniors and people working in the health sector. At this stage, the program only concerns 60 percent of the population in Tunisia. Therefore, at least in 2021, we do not see how employers can implement a mandatory vaccination program. They can only continue to improve their protection program focusing more on testing or other new tools. II. Is it allowed to collect data about employees’ vaccination?
Before deciding to collect the employees’ vaccination status, the goal must be clearly identified and has to show how it can support the business. Sharing private health information is considered to be a special category data. Therefore, the use of such data has to be fair, necessary and relevant to a specific purpose. However, it should be recalled that the article 14 of the Organic Law n°2004-63 of July 27th, 2004 regulating the protection of personal data is stating that the processing of personal data that reveals, directly or indirectly, the racial and genetic origins, religious beliefs, political, philosophical and trade union belonging, or health is prohibited. This prohibition provided for the above shall not apply:
Furthermore, article 62 of the same Law, states that personal data related to health may be processed in the following cases:
2. Data protection and personal data sharing for vaccination programData protection law is not a barrier to sharing information where it is necessary and proportionate to do so. In fact, in accordance with the provisions of the organic Law number 63 of July 27, 2004, as amended following the accession of the Republic of Tunisia to convention 108 and Convention 108 by organic law number 42 of May 30, 2017, the responsible for processing must inform the data subject of the following information:
The processing is limited to the legitimate purpose indicated, in compliance with the principle of necessity and proportionality, and leads to not processing personal data for other purposes without the prior consent of the person concerned.
The National Body for the Protection of Personal Data is competent to rule on all disputes in this area, and complaints can be sent by e-mail to inpdp@inpdp.tn. Therefore, communicating health data can only be permitted if (i) the data subject has given consent, (ii) the data is used for a relevant and acceptable reason, and (iii) the employer proves that he has all the equipment and engage to protect the privacy and the confidentiality of the data.
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