Sheffield tech firm launches vaccine passport
A Sheffield tech company has set up a vaccine passport system for contractors working on site - and says it would be ideal for cinemas, theatres, concerts and sporting events.
Reset Compliance Systems has included Covid vaccination status on its cards, which feature a worker’s identity, qualifications and competences.
They are used by tens of thousands of external staff on more than 300 sites nationwide including hospitals, schools. colleges, airports, factories and sports grounds.
The system allows them to be quickly checked in and out each day - and gives an organisation the chance to bar entry.
The move puts the company far ahead of the government, which is just starting to grapple with issue.
A vaccine passport is seen as one way to allow venues to open safely. But it has been criticised by some human rights groups who fear it will discriminate against those who have not had, cannot have, or do not want, the vaccine.
Reset boss Gary Duce said the pandemic had made change inevitable.
He added: “Anyone who manages contractors on their premises or estate has a legal duty of care to ensure that everyone is kept safe and secure and our software allows them to do this.
“It can be used with our self-service check-in system and, if necessary, a cardholder can be stopped at the gate.”
It could be used to allow the public access to numerous places, he added.
“I see no reason why, from a technology point of view, this software couldn’t be used by organisations to allow the public access to places like cinemas, theatres, concerts and sporting events.”
Reset was set up in 2008 and employs 22.
Sheffield employment lawyer Jay Bhayani says whether employers can bar unvaccinated workers will be ‘heavily influenced’ by the sector they’re in.
“In determining whether a refusal is reasonable, you should consider conducting a risk assessment to determine the risk an unvaccinated employee would pose to clients, customers and colleagues.
“This will be heavily influenced by the sector you work in. You also need to consider why the employee is refusing as the reason may be medical or covered by discrimination legislation.