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According to UK Drug Testing (which is one of the leading drug and alcohol testing screening companies for workplaces in the UK), drug and alcohol use has steadily become an increasing problem for employers over the last decade.
The number of workers who attend work under the influence of illegal drugs has risen. That is obviously a problem, especially in industries where employees need to have high focus (such as when they are operating potentially dangerous machinery).
Plus, as many drugs stay in the system for quite some time, employees may not realise that they are still under the influence long after consumption.
Illegal drugs can undoubtedly have the potential to affect employees’ performance at work, so it is no wonder that many employers are increasingly using workplace drug testing and updating their policies.
Here’s how to update your workplace drug testing in 2025.
Know the law
First, it’s important that, as an employer, you know the laws concerning drug testing in your country.
The UK government website states that employers are legally able to test employees for illegal drugs. But they must have the employees’ consent to do so.
And the employers will typically need to have the policy included in their full contractual health and safety policy in employee contracts or their staff handbook.
The government in the UK outlines the following criteria for employers who wish to test their employees for drugs: the tests should be random and employers should not single out specific employees for drug testing unless it is justified due to the relevance of the job being performed.
While employees have the right to refuse drug tests, they could face disciplinary action if they do not consent.
Create an up-to-date drug testing policy
Before you begin testing employees for illegal drugs, it is crucial that you create a legally-sound policy. This should be included in employees’ contracts.
Include a contractual clause that covers drug (and alcohol) testing, alongside a clear statement regarding the company’s views on working under the influence of drugs (and alcohol).
Basically, you need to ensure you state that working under the influence of illegal drugs is unacceptable and that you have the right to randomly test employees.
All members of staff who sign these contracts are then contractually obliged not to be under the influence of drugs during work hours and to potentially be subject to a random drug test at work.
Make it clear that if either of those contractual agreements is broken, it could be a dismissible offence.
Also, employers should ensure that their workplace drug testing program is conducted in a fair and appropriate manner, which follows government legislation or guidance.
Determine what type of drug testing you will use
The most common type of drug test used at workplaces in the UK is the urine test because it:
- Is non-invasive.
- Can detect a wide range of drug types and their metabolites.
- Is cost effective.
So, it is recommended that this is the type of test you adopt at your company.
It is best to use a combination workplace drug test kit, because it will test for the four core drug groups and additional groups.
The four core drug groups (which are those that are most commonly taken) are:
- Cannabis
- Cocaine
- Amphetamine
- Opiates
Additional drug groups can include things like methamphetamine, methadone, benzodiazepines, and ketamine.
Be aware that some people can legally access medical cannabis
While medical cannabis is not as widely available as it is in some countries, such as the USA, in the UK, some people (under specific circumstances) can be legally prescribed it.
It can be prescribed by specialist doctors for conditions like epilepsy, multiple sclerosis, or chemotherapy-related nausea. But access through the NHS remains very limited.
Any employee who is legally able to consume medical cannabis will have documentation (such as a doctor’s prescription) that they can provide you with.
Cannabis products, such as edibles, can offer therapeutic benefits for managing specific medical symptoms and conditions, including chronic pain, nausea, and muscle spasms.
It is important that employers understand that medical cannabis can be legally prescribed and that it is beneficial for certain health issues, so that employees who consume medical cannabis are not stigmatised.
Employers should also be aware that CBD products (which are hemp-based but do not contain THC, which causes the “high” in cannabis) are legal in the UK. So, some employees may be legally using those products.
It is also worth noting that impairment testing is often considered more accurate than testing for THC traces because THC levels do not always reliably correlate with actual levels of intoxication or functional impairment.
Impairment tests directly assess a person’s real-time psychomotor and cognitive abilities. So, employers may wish to introduce eye-tracking technologies or performance-based cognitive tests to test for cannabis use.
Final thoughts
Updating workplace drug testing policies strengthens workplace safety, ensures legal compliance, and promotes accountability. Clear communication and fair practices build trust between employers and employees while maintaining a professional environment.
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