The Bundestag has passed several changes to the Infection Protection Act. But what do the new corona rules mean for individuals? An overview.
New measured values for measures, rules for questions about vaccination on the part of employers and a basis for the 3G rule: On Tuesday, the Bundestag again adjusted the Infection Protection Act. What will apply to whom and where from now on?
Which new corona indicators have been decided?
So far, the seven-day incidence, i.e. the value of new infections per 100,000 inhabitants within seven days, has been the benchmark for new corona measures or easing. This indicator is now to be expanded. In the future, the federal states should largely be able to determine locally when stricter everyday restrictions will be necessary. The “essential benchmark” for measures to be taken should be the incidence of hospitalization, i.e. the number of corona patients admitted to the clinics per 100,000 inhabitants in seven days. Further indicators are the new infections, but differentiated according to age, the available intensive care capacities and the vaccination rate. The federal states should then determine where the critical threshold values are and when which measures are to be taken.
Why were the measured values adjusted?
The reason for the innovation is that the previously used incidence, in view of the millions of vaccinated people, no longer has such a strong and direct impact on the hospital burden, since vaccinated people suffer less severe disease. According to the federal government, this changes the “significance of the incidence”.
What will this change for you personally?
First of all, nothing. Ultimately, the state governments or, in particular, authorities decide on the individual corona restrictions directly at your site. Depending on the federal state, other limit values apply to the introduction of new measures or the relaxation of existing restrictions. The decision at federal level is therefore initially only a framework for action.
Who will be able to ask whether you have been vaccinated in the future?
So far, employers have generally not been able to ask which of their employees are immune to SARS-CoV-2 through vaccination or recovery. That should change in the future, at least for certain areas. These are the areas in which particularly endangered groups are cared for, are accommodated or where, according to the federal government, “numerous people are exposed to the risk of infection due to their proximity.
These are therefore daycare centers, schools, homeless and nursing homes or similar facilities. In future, employers will be able to ask there whether their employees have been vaccinated against the coronavirus or have recovered from it. The regulation already applies in hospitals and other medical institutions.
Elderly care (symbol picture): Employers of employees in daycare centers, schools and nursing homes can in future request information about a corona vaccination. (Source: photothek / imago images)
The extended vaccination status query is only to apply during the established “epidemic situation of national scope”, which the Bundestag extended last week for a further three months. The data should be collected directly from the employee. “The voluntary nature of the decision on the use of vaccination protection remains unaffected,” says the explanation in the draft. In addition, there is no such thing as the regulation Compulsory vaccination connected, emphasizes the federal government online.
What are the consequences of unvaccinated people at work?
In the amended Infection Protection Act it says literally: “If the German Bundestag (…) has determined an epidemic situation of national scope (…), the employer in the (…) named institutions and companies may disclose personal data of an employee its vaccination and serostatus in relation to Covid-19 process in order to decide on the establishment of an employment relationship or on the manner of employment. “
Basically, this means that the employer can use the information on the vaccination or convalescence status to decide whether and how to hire an employee (“establishment of an employment relationship”) or also how and where to use employees who are already employed, for example whether they will be employed in the future in the home office or, for example, no longer working directly on the patient. Unvaccinated people in the relevant industries risk being disadvantaged when changing jobs or being assigned other tasks in their existing job.
And: “This means that employees are obliged to provide information,” said labor lawyer Michael Fuhlrott recently to “Spiegel”. “If you refuse to provide information, you violate your labor law obligations and can be sanctioned by your employer.” In the worst case, that means termination. Always provided, of course, that the framework conditions are met: An epidemic situation of national scope still prevails and you are working in one of the areas mentioned.
What is the 3G rule?
The 3G rule already adopted by the federal and state governments in August and implemented in many places is now also expressly anchored in the Infection Protection Act. Access to certain indoor spaces is therefore only permitted for vaccinated, convalescent and tested people. These include hospitals, retirement and nursing homes and facilities for the disabled. In addition, there is also indoor catering, events and indoor sports, body-hugging services or accommodation.
The federal government bears the costs for so-called citizen tests until October 11th. Anyone who has not been vaccinated by then, although they have the opportunity and a vaccination recommendation is available, must then bear the costs themselves. For example, pregnant women as well as children and adolescents under the age of 18 can probably continue to be tested free of charge.