A report by Quest Diagnostics indicates employers should be concerned: drug use by workers has increased. The rise is not limited to states with legalized marijuana; states without such laws have also seen increases. Use of cocaine and methamphetamine is rising, and although fewer workers use those harder drugs compared with marijuana, the rate of increase for hard drugs has been faster.
A broader survey by the Substance Abuse and Mental Health Services Administration (SAMHSA) mirrors these findings for the general population. In addition to illicit drugs, prescription drugs are commonly abused and misused, second only to alcohol and marijuana in overall prevalence.
What can employers do?
An increasing number of businesses are implementing drug-free workplace policies that include testing, for a variety of reasons. Some employers adopt programs to meet regulatory, customer, contract, or insurance requirements, while others focus on improving safety, reducing hiring risks, identifying current users for assistance, and limiting costs associated with substance abuse.
Many employers formalize their approach with written programs and testing procedures; see Drug-Free Workplace Program for information about program options and related insurance considerations.
Legalization and changing attitudes about marijuana create additional considerations for employers. For practical guidance on how legalization can affect workplaces, see The Impact of Legal Marijuana on Employers.
Workplace impact
- Change jobs frequently.
- Be late to or absent from work.
- Be less productive employees.
- Be involved in a workplace accident.
- File a workers’ compensation claim.
Employer outcomes
- Improved morale and productivity and decreased absenteeism, accidents, downtime, turnover, and theft.
- Better health status among employees and decreased use of medical benefits for some workers and family members.
- Eligibility for incentives such as reduced workers’ compensation or other insurance costs in some cases.
- Programs are often welcomed by employees, representatives, and unions when implemented fairly and clearly.
Drug and alcohol testing can deter employees from coming to work unfit for duty and help identify workers who may need assistance. Employers that are considering changes to workplace policy or insurance options may wish to talk to an agent to review available programs and coverage.
Frequently Asked Questions
What types of drug testing can employers use?
Common methods include urine, saliva, hair, and blood testing, each with different detection windows and uses; choice depends on policy goals and industry needs.
How should employers handle prescription drug use?
Prescription use itself is not misconduct, but employers should have clear policies addressing impairment at work and reasonable procedures for accommodation and safety-sensitive roles.
Can employers test for marijuana in states where it is legal?
Policies vary by jurisdiction and industry; employers should develop clear, consistent policies that address impairment and safety, and consider local laws when implementing testing.
How should an employer start a drug-free workplace program?
Begin by defining objectives, creating written policies, communicating them to staff, training supervisors, and establishing consistent testing and assistance procedures.