Drug screening policies shouldn’t stay frozen in time—especially not now. With evolving state laws, shifting attitudes toward substances like cannabis, and changing workplace norms, many employers are taking a hard look at how (and why) they screen. If your policy hasn’t changed in a few years, there’s a good chance it’s no longer aligned with how your team operates—or the candidates you’re trying to attract.
Here’s how to think about updating your approach in 2025.
Start With Why
Every policy needs a purpose. For some industries—like transportation, healthcare, or roles involving machinery—drug screening is about safety and compliance. For others, it’s more about workplace culture, customer-facing standards, or reducing liability.
Before updating your policy, clarify what you’re trying to accomplish. Is the goal to reduce workplace accidents? To comply with industry regulations? To ensure reliable attendance? Once you know your “why,” you can make smarter decisions about the “how.”
Know the Legal Landscape
One of the biggest reasons employers are revisiting their drug screening policies is the evolving legal status of marijuana. Some states now restrict or even prohibit employers from testing for cannabis during the hiring process—especially if it’s not a safety-sensitive role. That doesn’t mean you have to allow on-the-job impairment, but it does mean your policy needs to be aligned with local law.
Keep in mind that laws are continuing to shift. What’s compliant in one state could be problematic in another. Multi-state employers need to stay especially alert and may need separate policies by location.
Update the Language
Policies written years ago often use broad, outdated language or include blanket prohibitions that don’t reflect modern realities. A good 2025 policy will:
- Specify which roles require testing (and why)
- Outline when tests are conducted (pre-employment, post-accident, etc.)
- Clearly define prohibited substances
- Address how cannabis is handled, especially in legal-use states
- Include accommodations for prescription medications where appropriate
Focus on Clarity and Fairness
Transparency matters. Candidates should know what to expect and how your process works. That includes providing any necessary disclosures, following the FCRA if adverse action is involved, and using a lab-based testing provider with a verified chain of custody.
Adapt as You Grow
Your business isn’t the same as it was a few years ago—and your pre-employment drug screening policy shouldn’t be either. As you prepare for the future, take the time to revisit your approach. It’s not just about keeping up with compliance. It’s about building a fair, clear, and relevant hiring experience.
