Drug Testing Policy Template

Drug testing in the workplace is a delicate but essential topic. It sits at the intersection of employee rights, workplace safety, compliance obligations, and organizational culture. When done thoughtfully and transparently, a drug testing policy can help companies maintain a safe, productive, and compliant work environment — without eroding trust or morale.

Whether your organization is navigating Department of Transportation (DOT) requirements, handling safety-sensitive roles, or simply prioritizing a substance-free workplace, having a clear, legally sound drug testing policy is key. It ensures all employees understand what’s expected of them, when testing might occur, how results are handled, and what the implications are for failing a test.

This policy can also help HR and people teams manage complex situations with consistency and clarity — especially when it comes to reasonable suspicion, medical accommodations, or disciplinary action.

What the Drug Testing Policy Should Include

A comprehensive drug testing policy should address the following elements:

1. Purpose and scope of the policy — Explain why the policy exists and who it applies to.
2. Prohibited substances — Clearly outline which substances are banned, including prescription misuse.
3. Types of drug tests conducted — Specify the methods used (e.g., urine, saliva, hair) and substances tested for.
4. Testing circumstances — Include pre-employment, random, reasonable suspicion, post-accident, return-to-duty, and follow-up testing.
5. Employee notification and consent — Explain how and when employees are informed about testing requirements.
6. Confidentiality — Detail how test results will be protected and who has access to them.
7. Medical marijuana and prescription medications — Clarify how these substances are treated, especially in states where marijuana is legal.
8. Disciplinary consequences — Outline the process for handling positive results, refusals to test, or policy violations.
9. Appeals process — Offer employees the ability to contest results or provide additional information.
10. Legal compliance — Ensure the policy aligns with federal, state, and local laws.
11. Employee support resources — Include options like Employee Assistance Programs (EAPs) and substance abuse treatment referrals.

Purpose of This Policy

The purpose of a drug testing policy is to:

• Reduce the risk of workplace accidents and impairment-related incidents.
• Ensure we meet relevant compliance obligations and industry standards.
• Communicate expectations clearly and respectfully.
• Support employees who may be experiencing substance use challenges, without stigma.
• Encourage early intervention and access to care through trusted resources.

Now let’s take a look at a sample policy your organization can customize and implement.

Sample Drug Testing Policy Template

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Drug and Alcohol Testing Policy

1. Purpose

This policy promotes the well-being of our employees by supporting a safe, healthy, and inclusive work environment. It outlines our approach to drug and alcohol use — not as a disciplinary framework, but as part of a broader commitment to safety, empathy, and support.

We recognize that substance use disorders are medical conditions. We’re committed to treating all employees with compassion and providing resources that prioritize recovery and dignity.

2. Scope

This policy applies to all employees, contractors, and temporary staff across all departments and locations. Certain provisions may apply specifically to employees in safety-sensitive or regulated roles, such as drivers or operators of heavy machinery.

3. Prohibited Substances

Employees are prohibited from using, possessing, distributing, selling, or being under the influence of the following substances while at work, on company property, or during work-related activities:

• Illegal drugs (as defined under federal and state law)
• Controlled substances without a valid prescription
• Alcohol during working hours or on company premises (unless expressly authorized)
• Prescription medications used in a manner inconsistent with prescribing guidelines

The company reserves the right to update the list of prohibited substances as laws or organizational needs evolve.

4. Types of Drug Testing

The company may require drug and/or alcohol testing under the following circumstances:

• Pre-employment testing: Conducted after a conditional job offer and prior to the start of employment.
• Reasonable suspicion testing: Triggered when a supervisor observes behavior, physical signs, or other indicators suggesting substance use.
• Post-accident testing: Required following any workplace incident involving injury, property damage, or a near miss.
• Random testing: Conducted on an unannounced basis using a scientifically valid random selection process.
• Return-to-duty testing: Required after an employee completes rehabilitation and before returning to work.
• Follow-up testing: Scheduled or unannounced testing as a condition of continued employment post-rehabilitation.

5. Testing Procedures

All testing will be administered by a certified third-party laboratory using industry-standard methods, such as urine, saliva, or hair follicle tests. The company will comply with relevant federal and state regulations regarding testing methodology and sample handling.

Test panels will screen for commonly abused substances, which may include (but are not limited to):

• Marijuana (THC)
• Cocaine
• Opiates (e.g., heroin, morphine)
• Amphetamines and methamphetamines
• Phencyclidine (PCP)
• Alcohol (via breathalyzer or blood test)

Employees required to test will be provided with written notice and informed of their rights, obligations, and procedures.

6. Notification and Consent

As a condition of employment, employees must acknowledge and consent to this policy in writing. Refusal to consent or cooperate with testing procedures may result in disciplinary action, up to and including termination.

7. Confidentiality

All drug and alcohol test results will be treated as confidential medical records and will only be shared with individuals who have a legitimate need to know, such as HR personnel or supervisors responsible for safety and compliance.

Records will be stored securely and retained in accordance with applicable data privacy regulations and company recordkeeping policies.

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8. Medical Marijuana and Prescription Drugs

We understand that some employees may be legally prescribed medical marijuana or other medications that could affect testing results. We encourage those employees to reach out to HR confidentially so we can understand the situation and determine if accommodations are needed.

Even in states where marijuana is legal, employees may not be impaired during working hours or in safety-sensitive positions. We will work to balance compliance and safety with respect and understanding.

9. Consequences of Policy Violations

A positive drug or alcohol test, refusal to test, or evidence of tampering with a test sample may result in:

• Immediate suspension or removal from duty
• Referral to a Substance Abuse Professional (SAP)
• Participation in a treatment or counseling program
• Disciplinary action, up to and including termination

Each case will be evaluated individually, taking into account the nature of the violation, the employee’s role, and any prior disciplinary history.

10. Appeals Process

Employees who test positive may request a re-test of the original sample at their own expense. The request must be submitted in writing within five (5) business days of notification. The company will work with the testing facility to facilitate the re-test, but the employee remains subject to administrative leave or other consequences while awaiting results.

11. Support and Resources

We are committed to supporting employees on their path to wellness. Substance use disorders are treatable, and no employee should feel ashamed to seek help. We offer:

• Access to a confidential Employee Assistance Program (EAP)
• Referrals to licensed counseling or treatment facilities
• Job-protected leave where applicable under FMLA or state laws

Seeking help before a policy violation will not result in disciplinary action. However, assistance must be requested before any testing or violation occurs.

Frequently Asked Questions

Is medical marijuana use protected under this policy?
It depends on the state. While some states protect off-duty use, federal law still classifies marijuana as a controlled substance. Even in legal states, being impaired at work is prohibited. Always consult legal counsel before applying disciplinary action.

Can I refuse a drug test?
Employees may refuse, but doing so is considered a violation of this policy and may result in disciplinary action, up to termination.

How is confidentiality maintained?
All results are kept in confidential medical files and are only accessible to designated personnel on a need-to-know basis.

Do all employees get tested randomly?
Random testing applies primarily to safety-sensitive roles. If your job is subject to this, you’ll be notified at the time of hire and in policy onboarding materials.

What happens if I test positive but have a valid prescription?
Employees may be asked to provide proof of prescription. If the medication could impact your ability to work safely, HR will work with you to explore accommodations.

What if I’m struggling with addiction?
You're not alone — and you're not in trouble. If you reach out for help before a policy violation occurs, we’ll connect you to resources, protect your privacy, and support your path to recovery.
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