But, it depends upon the nature/size of the business (employee-employee interaction, employee-customer interaction, employee-public interaction), and whether I believed overall morale would improve or suffer.
But, from a legal standpoint, I wouldn't care. Sue us.
It's a private company. The marketplace (which includes the job market) is the decisive factor. A company better have a good sense of how many employees would need to be replaced, and whether any key employees would be lost. If enforced, there cannot be exceptions.
A well run company would know the temperature in the room, seek a ton of input from employees, educate the workforce why mandatory vaccinations make sense, and give the employees ample runway to think it through.
But, once the "get the jab or hit the bricks" decision is made, then be swift and merciless.