Most workplace drug and alcohol policies were written years ago, some before cannabis legalization, and others were revised to reflect it. At the time, those policies may have addressed workplace realities and employer priorities. Today, however, many organizations are finding that the landscape has shifted significantly.

Employers are often faced with complex contractor workforces, shifting worker demographics, and dramatic changes in workplace attitudes toward substance use. A policy that once appeared comprehensive may no longer address an employer’s operational, cultural, educational, and safety needs.

Many organizations refer to their “Drug & Alcohol Policy” when, in reality, they are referring primarily to a workplace testing policy. Testing can be an important component of a policy, but it is only one component.

An effective workplace policy also includes a clearly defined purpose, application, scope, work rules, responsibilities, education, support resources, reporting expectations, return-to-work processes, and ongoing communication.

When these elements are missing or poorly understood, employees often perceive the policy as punitive rather than protective. The result can be confusion, resistance, mistrust, and inconsistent application.

The Workplace Reality Has Changed

You have probably noticed that the conversation around substance use is very different today than it was even a few years ago. This change is also reflected in the workplace.

Cannabis legalization has contributed to the normalization of use as evidenced by greater accessibility, increased social acceptance, and a perception among many employees that ‘legal’ automatically means ‘safe’. At the same time, employers are navigating a growing array of products with higher concentrations of THC (up to 90% and greater), expanded consumption methods, and questions about fitness for duty, safety, and workplace expectations.

A relatively recent additional concern is that substance use is rarely limited to a single substance. Employers are increasingly encountering situations involving alcohol, cannabis, prescription medications, over-the-counter products, and other substances that we may not even be aware of, in combinations that can create significant safety concerns. Over the last 2-3 years, I have noticed an increasing trend in this direction within many employment sectors.

At the same time, employees have heightened expectations regarding privacy, human rights, accommodation, and the distinction between off-duty activities and workplace performance.

These realities require thoughtful, balanced approaches that protect both employee rights and workplace safety. A policy developed several years ago no longer adequately addresses today’s challenges, even if it was considered effective when first implemented. 

Signs Your Policy May Need Review

Many organizations don’t recognize potential gaps until an incident occurs, a supervisor encounters a difficult situation, or questions arise that nobody feels confident answering.

If any of the following sound familiar, it may be time to take a closer look at your policy:

• It has not been reviewed or updated in several years.
• Supervisors have not received recent training.
• There is confusion or ambiguity about cannabis use and workplace safety expectations.
• Testing procedures are unclear, inconsistent, or outdated.
• Managers are unsure how to respond to incidents or concerns.
• Employees question whether policies are applied fairly.
• Return-to-work processes vary depending on the individual situation.
• Contractors operate under different expectations than employees.
• Education only occurs after a problem arises.
• Employees are unsure what support resources are available to them.

None of these issues necessarily means your organization is failing. However, they may indicate a pressing need to strengthen your policy and ensure it reflects current workplace realities and operational expectations.

Why Audits Matter

Many employers associate audits with compliance reviews, investigations, or fault-finding. A workplace substance use policy audit should be viewed differently.

A well-designed audit is a proactive, practical process that helps organizations understand what is working well and where improvements are needed. It provides an objective review of key policy components, including:

• Individual and collective responsibilities
• Procedures to support policy components
• Training and education
• Communication strategies
• Testing processes
• Documentation
• Support resources
• Return-to-work processes
• Operational implementation
• Policy review (frequency & responsibility)

The goal is to determine whether the policy continues to align with current workplace realities, operational priorities, employer responsibilities, employee rights, and safety obligations.

In many cases, organizations discover they already have the required foundational elements in place. The audit confirms this and, at the same time, helps identify gaps, clarifies priorities, and creates a roadmap for improvement.

Audits are About More Than Compliance

The strongest workplace substance use policies are not built solely around rules and enforcement; they are built around culture.

Employees are far more likely to support workplace expectations when they understand the ‘why’ behind the ‘what’. Supervisors are more confident when they have the training and tools needed to fulfill their responsibilities. Management is more effective when processes are consistent, fair, and clearly communicated.

A comprehensive policy promotes:

• Trust
• Communication
• Fairness
• Consistency
• Shared responsibility
• Education
• Accountability
• Safety leadership

These outcomes extend far beyond compliance, contributing to a stronger workplace culture, improved employee engagement, enhanced due diligence, and ultimately safer workplaces.

Looking Forward

Workplace realities continue to evolve. Substance use patterns, testing options, employee expectations, and operational challenges are not the same as they were even five years ago. The question is not whether your organization has a policy. The question may be whether it reflects today’s realities. If you’re unsure, it may be time to take a closer look. Book a meeting.