No Jab, No Job: WEU Defends Workers' Rights

Healthcare workers who refuse the experimental COVID-19 vaccine should not expect the big trade unions to have their backs. A leaked response from Unison to two Barchester care home employees reveals that instead of challenging an unethical and unlawful “no jab, no job” policy, the union sided with the employer.

Leaked Legal Advice from Unison

“Barchester have decided to dismiss you for ‘Some Other Substantial Reason’, which covers dismissals not due to capability, conduct or redundancy. If your case went to an Employment Tribunal, they would consider whether Barchester has established that it was a substantial reason—i.e., it was not insignificant or frivolous—and whether it justified dismissing someone carrying out the particular job.”

“In the solicitor’s opinion, Barchester will be able to persuade a Tribunal that staff not being vaccinated against COVID-19 is a substantial enough reason to justify dismissal. After the devastating effects the pandemic had upon care homes in 2020, they are within their rights to bring in a policy requiring all staff to be vaccinated to protect staff and residents.”

“Where dismissal was for a sound, good business reason, the Tribunal will consider whether the employer acted reasonably and if the dismissal was equitable, including whether a ‘fair’ process was followed. The investigation, dismissal meeting and offer of an appeal/appeal hearing would tick this box, as would the ‘consultation’ on the vaccine policy, despite the fact Unison’s submission for this wasn’t accepted.”

“I have reviewed a contract from Barchester, although not yours, to ascertain whether bonus payments and vouchers are contractual. Unfortunately, they are discretionary, giving you no legal right to receive them. Therefore, there isn’t a claim for unlawful deduction from wages. I am happy to review your contract, however.”

Kafkaesque Termination Hearings

The so-called fair process is nothing of the sort. Employees are summoned to an informal meeting to confirm they have no medical exemption, then called to a formal hearing—dubbed “some other substantial reason”—where dismissal is the foregone conclusion.

Typical exchange:

NM: Is this a disciplinary hearing?

Manager / Director: No, it’s to discuss the vaccine situation.

NM: So there’s no risk of termination?

Manager / Director: It could be one outcome.

NM: So it’s a termination hearing?

Manager / Director: Decisions will go to HR later.

Unison’s Acceptance of the Official Narrative

By endorsing Barchester’s policy, Unison has fallen for the official line. There’s no question care homes suffered in spring 2020—but attributing that solely to COVID-19 ignores government decisions to discharge untested hospital patients into care homes, seeding outbreaks and causing thousands of deaths.

Shortcomings of the Vaccine Mandate

Unison treats vaccination as a panacea, despite:

• Novel products lacking long-term safety data
• Evidence of short-term adverse effects
• Pharmaceutical admissions that vaccines do not prevent transmission

The Yellow Card system for reporting adverse reactions—established after thalidomide—is now dismissed by the COVID-19 regime and its collaborators.

Bonus Discrimination and the Nuremberg Code

Barchester’s bonus is paid only to vaccinated staff. This is a breach of the Nuremberg Code: financial incentives must not be offered for experimental medical interventions. It’s also blatant discrimination against those exercising bodily autonomy and informed consent.

Principled Workers Deserve Better

Employees who reject the vaccine are often principled, conscientious individuals with clean records. Yet they face dismissal in blunt disregard for their rights—despite working under relentless pressure throughout the pandemic.

Workers of England Union: Defending Your Rights

Too many care home staff have paid union dues only to be abandoned. The Workers of England Union is the only organisation actively defending workers’ rights against the COVID-19 tyranny. Join us to secure justice for victimised employees and uphold bodily autonomy.