For employers, what are the intended and unintended consequences of implementing a policy that makes getting a COVID-19 vaccine mandatory?

Some employers are considering making the COVID-19 vaccine a requirement for employment. Some employers are even discharging workers for not getting the vaccine. Employers who require the COVID-19 vaccine must comply with the Americans with Disabilities Act, Title VII of the Civil Rights Act of 1964, and other workplace laws according to the Equal Employment Opportunity Commission.

Accommodations based on a disability or religious beliefs may need to be made if the employee refuses to get the vaccine.

An employer may need to develop a written policy that requires employees to get the COVID-19 vaccine. However, employers need to seriously consider all issues at stake before making the vaccine a mandatory requirement. If a large portion of workers refuses to get the vaccine the employer will have difficulty with keeping their employees and may face claims of discrimination.

Employers may want to consider not requiring the vaccine, but to encourage and incentivize employees to get the vaccine.

For employers, what are the intended and unintended consequences of implementing a policy that makes getting a COVID-19 vaccine mandatory?