While the wealthy did very well in the pandemic, businesses and employees were eager to get back to normal economic activity. While the vaccines were not perfect, they helped re-open the economy. As another pandemic is certainly on the way, it is worth considering the issue of vaccine mandates again.
While there are various moral issues involving vaccines, one is whether employers have the right to require employees to get vaccinated. While this situation is somewhat unusual, it falls under the broader issue of employee rights.
In the United States employers hold vast power over their employees. This power stems from the doctrine of employment at will: an employer can fire an employee for almost any reason or no reason at all. Employees can, of course, quit for almost any reason at all or no reason at all. But employers generally hold an advantage: it is usually much easier for an employer to replace an employee than for an employee to find an equal or better job.
This doctrine allows employers to exert broad control over the lives of their employees within and beyond the workplace. For example, an employer can fire an employee for holding political views they dislike and even for social drinking or smoking outside of work. Employers also have a very broad right to surveil their employees at work or when using work equipment. While the government would need a warrant to read your work email or listen to your calls made at work, your employer can do that at will. In some cases, they can legally put cameras in bathrooms to monitor employees.
While some see this degree of employer power as wrong and even on par with tyranny, it is the default moral view in practice. That is, employers have the moral right to fire their employees at will with only very few exceptions. Under this doctrine, an employer would be within their rights to offer an employee the choice between being vaccinated and being fired just as they can do the same thing with almost anything else. Obviously, if this doctrine is rejected, then the ethics must be addressed in a different manner.
One reasonable approach is utilitarianism. This is the view that the morality of an action is determined by its positive and negative consequences for those who count morally. Actions whose negative consequences are greater than their positive consequences are wrong. Good actions are those whose positive consequences outweigh the negative. I, like many others, use this approach when addressing large-scale ethical matters such as public policy.
Assuming mandated vaccines are safe and effective, they would present little risk (though there are always risks). They also provide benefits during this next pandemic. Because of this, an employer could make the moral argument that employees must be vaccinated based on the positive consequences of reducing the likelihood and severity of their illness (which would impact the employer). There is also the fact that vaccination of employees would help protect co-workers and customers. An unvaccinated employee would be a health risk to themselves and others and thus it would be right for employers to mandate vaccination in most cases. Employees who would be harmed by the vaccine or who do not interact with other workers or customers could, of course, opt out.
One could make a broad moral argument against employer power and use this to argue that employers should not have the power to force employees to vaccinate (naturally, employees always have the right to quit to avoid doing anything they do not want to do). I do find this appealing because I think employers have too much power and workers too few rights in terms of how employers can coerce employees. That said, vaccination seems morally on par with safety mandates of other kinds that are aimed at protecting workers and customers from harms and these seem warranted on utilitarian grounds. A business could be morally responsible for not requiring vaccines if employees infect each other or customers.
One way to counter this argument is to argue that requiring vaccination is different from other safety requirements. To illustrate, an employee who is required to wear a hair net while preparing food can take that off at the end of their shift and it has no lasting impact. A vaccination is different as it is not something that could be removed at the end of the workday. Even safe vaccines come with risks that make them different from hair nets and gloves (though a person could be allergic to latex gloves). As such, these might be relevant differences that break the analogy.
This can, of course, be countered by the fact that vaccination is usually required to attend K-12 schools and college so there is a moral precedent to requiring vaccination. One could argue that school and work are different; the challenge would be showing how the differences break the analogy. Or one could also argue that schools should not require vaccination either, but the challenge is proving this rather than just assuming it. But it is worth considering that an employer could be morally responsible if an employee were harmed because they were required to get vaccinated to keep their job.
One can also make an appeal to rights, that people have the right to refuse medical procedures. I do agree that people have this right; but it is distinct from the right to be allowed to be unvaccinated if one is around people at work or school. By analogy, I agree that people have the right to use drugs, but this is distinct from the right to use drugs at work, such as while flying a plane.