Parties
Identify each party by full legal name, role (employer, student), and contact details to ensure proper attribution and enforceability.
A concise, well-drafted release reduces misunderstanding, records informed consent, and helps organizations manage liability and operational rules.
Organizations and individuals use Non-Vaccination Release Agreements where vaccination status affects access, duties, or risk allocation.
The document clarifies responsibilities between parties and forms part of personnel or compliance records.
Identify each party by full legal name, role (employer, student), and contact details to ensure proper attribution and enforceability.
A direct statement that the signer declines specified vaccine(s), including the type or policy being declined, to avoid ambiguity about scope.
Language where the signer acknowledges known risks associated with non-vaccination, including potential health, access, and employment consequences.
Describe what the signer receives in return (e.g., continued access, accommodation) or note that the agreement is a condition for a specified privilege.
If applicable, include indemnity or hold harmless clauses that allocate responsibility for claims arising from the signer’s status.
Signature blocks for all parties with printed names, titles where applicable, and dates; note any witness or notarization requirements.
| Field | Configuration |
|---|---|
| Authentication Method | Set email or SMS code; enable stronger MFA for high-risk releases. |
| Conditional Fields | Show medical exemption fields only when 'medical' is selected. |
| Notifications | Notify HR and signer on completion with PDF copy attached. |
| Retention Settings | Apply retention tags and export to secure archive automatically. |
Choose delivery methods and file formats compatible with your record systems and privacy controls.
Set an internal review window (e.g., 7–14 days) for accommodation or follow-up.
Allow a reasonable period for signer to retract or update (commonly 7–30 days).
Audio-video recordings typically retained 5–10 years for RON transactions.
Retain with employee file per company policy and legal retention rules.
If health information is present, follow HIPAA retention requirements.
The individual declining vaccination signs the release, confirms their declaration, acknowledges risks, and provides contact information; the signer is responsible for truthfulness and immediate notification of status changes.
An HR or authorized manager signs on behalf of the organization, confirms offered accommodations or alternatives, and ensures the document is stored in compliance with privacy and retention policies.
Attach exemption certificates, medical notes, or accommodation requests as separate, labeled exhibits with limited access.
Export signed files as PDF/A to preserve appearance and archive integrity while retaining the audit trail metadata.
Keep timestamps, IP addresses, and signer authentication records to support attribution and intent.
For health-related content, include HIPAA-compliant addenda and execute a BAA when using third-party platforms.
| signNow | DocuSign | Adobe Sign | PandaDoc | HelloSign | |
|---|---|---|---|---|---|
| Starting Price | $8/user/mo | $15/user/mo | $14/user/mo | $19/user/mo | $15/user/mo |
| Free Trial | 7-day free trial | Varies by vendor | Varies by vendor | Varies by vendor | Varies by vendor |
| Bulk Send | Yes | Yes | Yes | Yes | No |
| Audit Trail | Yes | Yes | Yes | Yes | Yes |
| HIPAA Compliant | Yes | Yes | Yes | No | No |
A university requires a signed exemption form for unvaccinated students on campus
An employer documents an employee’s declination and the accommodation offered
Individual submits the completed release and supporting documents for review.
HR evaluates accommodation needs, legal implications, and requests additional information.
Obtain signatures and notarization or RON if required by policy or state law.
Store signed record with retention tags and monitor for changes to status.