Medical Cannabis in the Workplace: What Employers Need to Know

Medical cannabis is becoming more common across the United Kingdom. More people are now legally prescribed cannabis-based medicines for conditions such as chronic pain, anxiety, epilepsy and multiple sclerosis.

With this comes a new challenge for employers. What happens if an employee takes a drug test and tests positive for THC?

·       Should they be disciplined?

·       Should they be removed from work?

·       Should they be supported?

The answer to this is simple. A positive result does not always mean wrongdoing and that is where many businesses get this wrong.

Legal Use Does Exist in the UK

It has done for some time now. Since 2018 (01^st November to be precise), specialist doctors in the United Kingdom have been able to prescribe certain cannabis-based medicines legally.

That means some workers may be taking medication lawfully and exactly as prescribed and if your business has no policy for this, you may already be behind.

Detection Does Not Always Mean Impairment

 What do we mean by this? Well, one of the biggest mistakes businesses make is mixing up:

• Detecting a substance

  with

• Someone being unfit for work

THC can remain detectable after effects have passed.

So if someone tests positive, DO NOT PANIC! Ask these questions instead.

·       Do they have a prescription for this?

·       Have we conducted a workplace medical risk assessment for them?

·       Is it working or does it need reviewing

·       Are they impaired at work right now?

And take your decisions from there

That requires common sense, management observations, and fair process.

Safety-Critical Roles Need Extra Care

Some jobs do involve higher risk.

Examples include:

• Driving

• Operating machinery

• Working at height

• Security work

• Handling vulnerable people

In these roles, employers should be encouraging their staff to come forward as soon as they are prescribed medical cannabis to allow you to carry out proper risk assessments and consider whether temporary adjustments are needed.

This should be based on evidence, not fear.

What Smart Employers Should Do Now

Good employers do not panic, they prepare.

1) Review your policy. Make sure prescription medication and medical cannabis are covered clearly.

2) Train managers. Managers should know how to spot possible impairment, hold conversations properly and escalate concerns fairly.

3) Use testing properly. Testing should support decision-making, not replace it.

4) Focus on safety and support. The goal should be safe performance, fair treatment and reduced risk.

The Real Risk for Employers

The biggest danger is often not medical cannabis, it is poor management. Outdated policies, untrained managers and knee-jerk reactions can often create more risk than the medication itself.

Final Thought

Medical cannabis is not going away. The employers who handle it best will be the ones who stay calm, update policy, train managers and focus on fitness for work.

That is what Better Testing looks like.

Need Help?

If your business needs support reviewing policy, training managers or building a modern workplace testing programme, now is the time to act. Please get in touch.