COVID-19 mRNA vaccination, reactogenicity, work-related absences and the impact on operating room staffing: A cross-sectional study

Abstract

Background The COVID-19 pandemic has caused disruption to healthcare delivery worldwide including in the delivery of surgical services. The introduction of mRNA COVID vaccines and the significant reactogenicity seen with vaccination has caused an unanticipated impact on the operating room workforce via unanticipated paid time off after employee vaccination. Methods A retrospective cross-sectional survey was made available to approximately 33,000 front-line healthcare workers, students and volunteers who were offered voluntary vaccination in a state-wide healthcare system during phase one of the state's vaccine roll-out. The primary study aim was to determine the frequency of unanticipated paid time off, and the secondary study aim was to identify any demographic determinants influencing the need for unanticipated time off work secondary to adverse effects. Results 4009 responses were received, a 12.15% response rate. When looking specifically at individuals who did not proactively schedule themselves for time off after vaccination, we determined that unanticipated paid administrative leave was required for 4.9% and 19.79% of individuals after the first and second doses of vaccine, respectively. The average lengths of absence were 1.66 days and 1.39 days for the first and second doses, respectively. There were no statistically significant differences found in the need for unanticipated leave when compared by vaccine manufacturer, gender, age, ethnicity, or job description. However, individuals with a bachelor's degree demonstrated a significantly higher unanticipated leave requirement than respondents who reported other educational backgrounds. Conclusions The ability to staff operating rooms and other critical healthcare services may be negatively affected as a result of COVID-19 mRNA vaccination reactogenicity and subsequent unanticipated paid administrative leave. For future COVID-19 boosters or during other pandemics in which mRNA vaccination is recommended, employees should proactively schedule their vaccination(s) in conjunction with their work schedules to minimize the impact of reactogenicity and unanticipated time off on the operating room schedule and patient care.

Return on Investment of the COVID-19 Vaccination Campaign in New York City

“…We estimated direct government investment in the vaccination campaign using data provided by the DOHMH ( Table 1 ). 11 , 12 , 13 , 14 , 15 These data included the state and federal funding that came through the DOHMH. Direct costs included the purchase value of vaccine doses over the study period and costs of the vaccination clinic setup; advertisement and outreach; and vaccine transportation, storage, and administration.…”

“…Indirect costs of vaccination included workdays lost for visiting vaccination clinics and loss of productivity due to adverse reactions to vaccines. 15 We used published estimates for the prevalence of adverse outcomes after vaccination. 16 , 17 Costs related to workdays lost were estimated using the percentage of vaccinated adults who were employed and per capita personal income of $74 472 for 2020.…”

Post COVID‐19 vaccination: AusVaxSafety survey participation and adverse events – a community‐based regional Queensland study

“…Although the primary concern worldwide regarding COVID-19 and worker absenteeism has been related to the impacts of infection and disease, an important consideration in Wide Bay to date has been related to impacts of COVID-19 vaccination and absenteeism. Two studies 19,20 21 For participants receiving BNT162b2, 8% and 21% of participants after their respective first and second dose reported missing work, study or routine duties for the same symptoms 22 , and most participants reported missing one day or less for both BNT162b2 and ChAdOx1-S. 21,22 While our findings are comparable to this, considering the distribution of days missed is important in regional and rural settings, as even modest increases in absence from the healthcare and wider workforce may have a significant impact on service provision compared to urban areas. 20 The strengths of our study include the generation of local data from a regional community, conducted in a pragmatic manner involving many local staff, with a reasonably high uptake facilitated by use of a short survey during the participant's post-vaccination monitoring period.…”

“…Although the primary concern worldwide regarding COVID‐19 and worker absenteeism has been related to the impacts of infection and disease, an important consideration in Wide Bay to date has been related to impacts of COVID‐19 vaccination and absenteeism. Two studies 19 , 20 in the USA have reported the impact of COVID‐19 vaccination on workplace absenteeism. One study 19 of healthcare personnel (HCP) in Phase one of their COVID‐19 vaccination rollout, found that among ≈4,000 participants (12% response rate) 5% and 20% of participants required an average of 1.7 days and 1.4 days of unanticipated leave post‐first and ‐second dose vaccination respectively.…”

“…Two studies 19 , 20 in the USA have reported the impact of COVID‐19 vaccination on workplace absenteeism. One study 19 of healthcare personnel (HCP) in Phase one of their COVID‐19 vaccination rollout, found that among ≈4,000 participants (12% response rate) 5% and 20% of participants required an average of 1.7 days and 1.4 days of unanticipated leave post‐first and ‐second dose vaccination respectively. Another study 20 explored rates of workplace absence following receipt of COVID‐19 vaccine in HCP, finding that 4.1% of COVID‐19 vaccinations generated a short‐term disability (STD) claim for lost work due to side effects, and found significant geographic differences in STD suggesting cultural and staffing factors may impact utilisation of STD claims.…”