Preventive vaccines and workforce health  

COVID vaccines are back in the news with the announcement by the FDA and Secretary of Health and Human Services Robert F. Kennedy Jr. that the US is no longer recommending the COVID-19 vaccine for healthy adults under age 65, healthy children, or pregnant women. When updating its website, the CDC offered a more nuanced message, recommending that pregnant women and parents consult with a healthcare provider to determine if a COVID-19 vaccine is appropriate.

Secretary Kennedy’s actions — including replacing the members of the Advisory Committee on Immunization Practices — could signal big changes afoot. As recommendations change, so too may coverage requirements, although it’s too soon to speculate how insurers and employers might respond. Medical groups have already penned a letter urging payers and insurers to continue covering the COVID-19 vaccine for pregnant people. The newly configured ACIP, which advises the CDC on vaccines, is meeting June 25-27, after which we may have a better sense of how US vaccination policies may shift.

In the meantime, employers can brush up on their understanding of vaccines and the role they play in workforce health, to be better prepared for changes that may be coming and decisions that may be needed.

Preventive vaccination, in a nutshell

As we continue to navigate the complexities of global health, understanding the mechanisms of action behind vaccines and their clinical value proposition can be important for employers that want to promote their use and address vaccine hesitancy.

Preventive vaccination involves administering a vaccine to stimulate the immune system to recognize and fight specific pathogens, such as viruses and bacteria, before they can cause disease. The immune system retains a memory of the pathogen that, depending on the vaccine, can last for years or even a lifetime, providing long-term protection against specific diseases.

The clinical value proposition of preventive vaccination is multifaceted, encompassing individual health benefits, public health implications, and economic advantages. Because an individual patient’s response is unique, it’s important to consult a physician to discuss any potential risks and contraindications.

• Disease prevention. Vaccines are highly effective at preventing infectious diseases. For example, vaccines for measles, mumps, rubella, and polio have drastically reduced the incidence of these diseases, leading to fewer hospitalizations and deaths and generally improving the quality of life.
• Herd immunity. Widespread vaccination can lead to herd immunity, where a significant portion of the population becomes immune, thereby protecting those who cannot be vaccinated (e.g., infants, elderly, immunocompromised individuals).
• Cost-effectiveness. Vaccination is often more cost-effective than treating diseases after they occur. The costs associated with hospitalizations, long-term health complications, and lost productivity due to illness can far exceed the costs of vaccination programs.

The value proposition for employers

Employers may care about vaccinations for several reasons that impact both their workforce and the overall health of their organization. Here are some key points to consider:

• Workplace health and safety. Vaccination reduces the risk of disease outbreaks in the workplace. By promoting vaccinations, employers can create a safer work environment and reduce the likelihood of employees contracting and spreading infectious diseases.
• Reduced absenteeism and increased productivity. When employees are vaccinated, they are less likely to get sick and miss work. Disease outbreaks can lead to significant disruptions in operations, affecting overall business performance. According to an article in the American Journal of Managed Care, influenza accounts for 17 million missed workdays each year, which is associated with $7 billion in annual costs to employers in sick days and lost productivity.
• Cost savings. Preventing illness through vaccination can lead to substantial cost savings for employers. Healthcare costs associated with treating vaccine-preventable diseases, including hospitalizations and medical treatments, can be significant. By investing in vaccination programs, employers can significantly reduce medical costs both for the plan and for plan members.

Finally, by encouraging vaccinations among employees, employers contribute to herd immunity, which protects vulnerable populations who may not be able to receive vaccines themselves (e.g., infants, elderly, immunocompromised individuals). This collective effort helps reduce the spread of infectious diseases in the community – and demonstrates a commitment to public health.