We must admit that the most important consideration for this topic is still in flux: the impact of various vaccine mandates that employers may need to enforce. When the idea for this article first came up, the concept of an employer vaccine mandate was relatively new. Some larger employers were experimenting with the idea, even without federal requirements to do so, or guidance on how to do so. Similarly, the idea of imposing a health insurance surcharge or other incentive was relatively new. Some employers who were contemplating such ideas carefully reviewed the legal concerts with counsel, including issues under Health Insurance Portability and Accountability Act (HIPAA) privacy and nondiscrimination rules, Americans with Disabilities Act (ADA) compliance issues, accommodations for religious beliefs and the looming specter of lawsuits from vaccine-hesitant employees.