Substance Use and Its Impact on Workplace Safety and Productivity — Building a Drug-Free Workplace

Substance use in the workplace—including use, misuse, abuse, and substance use disorders (SUD)—poses a significant threat to safety, productivity, and organizational culture. The risks extend far beyond someone being visibly impaired on the job. Workplace accidents can result not only from on-the-job impairment but also from being hungover, experiencing withdrawal symptoms, or being distracted by thoughts of obtaining or using substances. Research shows that approximately 65% of work‑related accidents involve drugs or alcohol, underscoring how widespread and multifaceted the issue is. These patterns contribute to absenteeism, presenteeism, and increased healthcare costs, placing a significant burden on employers¹². As marijuana legalization expands, workplace risk management becomes more complex—making it essential for employers to maintain clear, comprehensive substance‑use policies and proactive prevention programs to support a safe and productive workforce.

The Impact of Substance Use

Substance use disorders (SUD)—defined as chronic, recurrent conditions in which the use of alcohol and other drugs cause clinically significant impairment, distress, or loss of control—pose a growing concern in the American workforce. Approximately 9% of full‑time U.S. employees meet the criteria for a substance use disorder each year³. Among the various substances, cannabis remains the most used federally illegal drug⁴. Within the workforce, 10.7% of U.S. workers report using cannabis in the past 30 days, with rates even higher in certain sectors—most notably **food service, where use reaches 21.9%**⁵.

The issue extends to on‑the‑job use as well. Nearly 7.4% of workers report using cannabis at work or within two hours before starting their shift, increasing to 11.4% in high‑risk occupations⁶. This creates serious safety concerns, as marijuana can impair memory, attention, coordination, and reaction time—functions essential in safety‑sensitive roles⁴. Research indicates that employees who test positive for marijuana experience 55% more industrial accidents and 85% more workplace injuries⁴.

Moreover, recreational marijuana legalization has been associated with a 10% increase in workplace injuries among younger workers aged 20–34⁷. Beyond safety risks, cannabis use is also linked to higher absenteeism, slower decision‑making, and reduced productivity, which can negatively affect employee morale and overall organizational performance⁸.

Benefits of a Drug-Free Workplace

Establishing a drug-free workplace yields substantial advantages for organizations across all industries. By implementing comprehensive policies and proactive programs, employers can create a safer and more productive environment while ensuring compliance with regulatory standards and reducing operational costs. These benefits not only enhance company performance but also contribute to a more positive and supportive organizational culture.

• Improved safety: A drug-free workplace reduces accidents and injuries, as employees who are not impaired have better focus and coordination. This is especially important in high-risk jobs to help maintain a safer environment for everyone.
• Enhanced productivity and morale: Addressing substance use boosts productivity, reduces absenteeism, speeds up decision-making, and enhances workplace morale. This leads to higher job satisfaction and staff retention.
• Compliance with Ohio BWC and DOT standards: Maintaining a drug-free workplace ensures adherence to important regulatory requirements set by entities such as the Bureau of Workers’ Compensation (BWC) and the Department of Transportation (DOT). Compliance not only protects the organization from potential legal issues but also reinforces a culture of safety and responsibility.
• Cost savings through premium reductions, reduced claims, and available BWC funding: Organizations with strong drug‑free policies not only qualify for insurance premium bonuses and experience fewer workers’ compensation claims; they can also access BWC funding to support these efforts. Over time, these savings add up, allowing companies to reinvest in wellbeing programs, training, and other initiatives that strengthen the workplace.

Together, these benefits create a compelling case for organizations to invest in drug-free workplace initiatives.

Creating a Drug-Free Workplace

To effectively safeguard employees and support organizational success, it is crucial to implement a comprehensive drug-free workplace program. Such a program not only reduces safety risks and ensures regulatory compliance but also promotes a positive work culture and enhances productivity. The following key components outline the steps necessary to build an effective drug-free workplace program, addressing policy creation, education, testing, and support services.

Develop a Clear Policy

• Explicitly prohibit marijuana, alcohol, or other drug use during work hours—even if it’s legal off-duty.
• Define your organization’s policy on any marijuana use. Even when it is legal, employers determine what use is acceptable for both safety-sensitive and non-safety-sensitive employees.
• Include CBD with THC to avoid ambiguity and assist employees in understanding they can test positive for THC when using CBD.

Employee Education and Supervisor Training

• BWC SUPR (Substance Use Prevention and Recovery) Training Requirements:
  • Annual employee education on substance use prevention and workplace safety; supervisors are required to complete both employee and supervisor training annually.
  • Supervisor training to recognize impairment and manage referrals. 
    - All new supervisors for all levels are required to take the 2-hour New Supervisor training. 
  • Accident Analysis Training (free, virtual training provided by the BWC for NEW supervisors. One-time requirement for BWC Basic or Advance level companies)
  • Document and maintain compliance records.
• Include modules on marijuana’s effects, legal status, and workplace implications.

Drug and Alcohol Testing

• Pre-employment, random, and post-accident testing may be required for compliance, depending on your program level with the BWC. If you are not with the BWC, you will need to determine your organization’s policy on testing.
• Employers retain the right to test for marijuana—even in states where it’s legal, especially for safety-sensitive roles.

Support and Recovery Services

• Provide Employee Assistance Programs (EAP) and Substance Abuse Professional (SAP) evaluations for DOT employees or Substance Abuse Assessments for Non-DOT employees who test positive.
• SAP programs and Substance Abuse Assessments support the evaluation of test results and help guide return-to-work plans. SAP professionals offer expertise in distinguishing marijuana use from misuse and collaborate with the MRO to ensure employees return to work safely and in alignment with company policy.
• Funding opportunities may be available through the BWC. Staying up to date—or working with a trusted partner to help navigate them—can help maximize available support.

Accident Analysis and Reporting

• Accident reports are required only when an injury results in lost work time.
• The employer must submit the accident report using Ohio BWC’s online reporting portal.

Protect your workforce and your bottom line.

Implementing a comprehensive drug-free workplace strategy is an essential step toward creating a safer and more productive environment for your employees. By creating a drug-free workplace through various programs and services, you are proactively supporting the health and wellbeing of your team. These measures not only help your organization meet uniform standards but also foster a culture of safety, reduce workplace incidents, and enhance overall morale.

TriHealth Corporate Health

TriHealth Corporate Health provides comprehensive Drug Free Workplace Services that support employers from prevention through recovery, integrating Occupational Medicine, EAP resources, and wellbeing expertise to maintain safe, compliant, and productive workplaces. Our training equips supervisors and employees with the skills required under Ohio BWC’s Substance Use Prevention & Recovery (SUPR) program and DOT standards, while our full program management streamlines random selections, notifications, documentation, and all major testing types.

With certified SAP clinicians, certified MROs, DOT-qualified collectors, and five convenient testing sites, we deliver clear marijuana use versus abuse expertise—powered by SAP and MRO collaboration—to drive confident, data-backed recommendations and ensure accurate, compliant, and timely results. We also offer expertise in navigating BWC funding opportunities, helping organizations leverage available financial support to strengthen and sustain their drug-free workplace programs.

Contact TriHealth Corporate Health to learn more about creating a safer, healthier, and more productive workplace.

*** This document is not intended as legal advice and intended for information purposes only.

References

1. National Institute on Drug Abuse (NIDA). Substance use patterns and workforce implications.
   https://nida.nih.gov/publications/drugfacts/substance-use-in-older-adults-drugfacts
2. S. Department of Labor. Preventing substance use in the workforce.
   https://www.dol.gov/agencies/eta/RRW-hub/Getting-started/Preventing-substance-use
3. National Safety Council. Substance use disorders by occupation (NSDUH analysis).
   https://www.nsc.org/getmedia/9dc908e1-041a-41c5-a607-c4cef2390973/substance-use-disorders-by-occupation.pdf
4. Centers for Disease Control and Prevention (CDC) / NIOSH. Cannabis use and workers: implications for safety and health.
   https://www.cdc.gov/niosh/substance-use/cannabis/index.html
5. Evoy, R., & Victoroff, T. (2024). Prevalence of cannabis use among U.S. workers in 15 states, 2016–2020. American Journal of Public Health, 114(S8), S645–S653.
   https://pubmed.ncbi.nlm.nih.gov/39442027/
6. Kucera, A., & Hammond, D. (2025). Cross-sectional analysis of cannabis use at work in the U.S.: differences by occupational risk level and state-level cannabis laws. BMJ Public Health, 3(2), e001589.
   https://bmjpublichealth.bmj.com/content/3/2/e001589
7. Sabia, J. J., et al. (2024). Recreational marijuana legalization and workplace injuries among younger workers. JAMA Health Forum.
   https://jamanetwork.com/journals/jama-health-forum/fullarticle/2815242
8. Yang, K. H., et al. (2024). Cannabis use, use disorder, and workplace absenteeism in the U.S., 2021–2022. American Journal of Preventive Medicine, 67(6), 803–810.
   https://www.ajpmonline.org/article/S0749-3797(24)00258-7/fulltext