Employers view the matter of vaccinations simply: Will C19 infections in my workforce possibly cause the company to lose large amounts of money? Yes? Then everyone gets vaccinated.
Next question: How many people will quit rather than get vaccinated? 1%? Can we hire enough people to fill in that 1%? Then let the anti-vaxxers quit.
What if the anti-vaxxers claim religious beliefs? Note the following clause:
The best lawyers in the business thought this out a year ago. Their conclusion: the employer must decide what can reasonably be done to make accommodations for anti-vaxxers aboard a ship. But if the employer decides none can be made, they are free not to sail the employee. Firing/not sailing are legally two different things, but the effect is about the same.
But in reality, operationally, something like this usually happens:
If the number of anti-vaxxers is less then, say, 5-10% of the workforce, then the company probably won’t fire the employees. They will make other requirements for employment. Pre-sailing quarantines might be dropped for the vaccinated, but required for the unvaccinated. The unvaccinated might need to wear masks aboard the boat but the vaccinated won’t. The unvaccinated might need to be tested before sailing, but the vaccinated won’t. Etc.
Companies are all about money, which means a certain amount of pragmatism.