Drug and alcohol screening: practical solutions for safer workplaces
Which type of drug and alcohol screening test works best for your organisation?
Drug and alcohol use is more prevalent than you may realise which makes screening an essential tool for creating a safe and productive workplace. According to WorkSafe ACT, 9.9% of Australians who used illicit drugs in the past 12 months reported having gone to work under the influence of drugs. In addition, Australians who reported drinking more than two standard drinks per day on average also reported working under the influence of alcohol.
Whether you’re onboarding new employees, responding to incidents, or maintaining a compliance culture, there are several types of testing methods available that serve a particular purpose.
Pre-employment drug and alcohol screening
One of the most common forms of testing is pre-employment screening, which is typically conducted during the hiring process. This form of testing is usually done via a urine sample; it’s applied to all applicants and can be completed during induction, onboarding or just before finalising an employment contract.
It’s a proactive way to prevent future risks and ensure a substance-free workforce from day one.
Random drug and alcohol screening
Random testing is used by organisations with the hopes of deterring substance misuse in the workplace and to identify risks early. This method relies on an unbiased selection process, either manually using ballots or digitally with a randomiser app.
Every employee must have an equal chance of being tested, and while some workers may be tested more than once or not at all within a specific period, the randomness ensures fairness.
Random drug and alcohol screening may involve either oral fluid or urine specimens and is typically unannounced. For companies with large workforces, random testing can be rotated across different sites or teams throughout the year, often in combination with blanket testing for broader coverage.
With tools like the AusHealth Diagnostics Randomizer App, employers can conduct unbiased selections for testing in a simple, transparent way. The app ensures each worker has an equal chance of being tested, and it automatically tracks and reports results. This helps workplaces stay compliant and audit-ready.
Post-incident testing
Post-incident testing is carried out when an accident, injury, property damage or near-miss occurs. It also takes place after vehicle incidents (which continue to account for the largest proportion of worker fatalities…”) or body stressing, falls, slips and trips, being hit by moving objects, or mental stress, as determined by Safe Work Australia. ), body stressing, falls, slips and trips, being hit by moving objects, and mental stress (Safe Work Australia).
Testing helps determine whether substance use may have contributed to the event.
Tests are often conducted immediately at the scene or later at a medical facility, using either urine or oral fluid samples. Most policies require these specimens to be submitted for laboratory confirmation, regardless of the initial screening result.
Reasonable cause testing
If a worker shows unusual behaviour that may suggest impairment, someone can perform reasonable cause testing. According to the Alcohol and Drug Foundation, “…one in 37 Australian workers have worked under the influence of alcohol, so this may be a more prevalent than you imagine. Before you decide to proceed with the drug and alcohol testing, you will likely need a manager to observe and document the behaviour, depending on your internal policy.
Typically, this testing method uses oral fluid for quicker detection of recent use, however it must align with your organisation’s documented procedures to protect both the employee’s rights and the integrity of the process.
Blanket testing
Blanket testing involves screening an entire workforce or specific sections, such as a team or department. This type of drug and alcohol screening is especially useful when launching a new workplace policy or reinforcing a safety-first culture. It’s also effective when there’s reason to believe substance use may be affecting a particular group or location.
Return-to-work testing
Employees who have previously returned a positive test may undergo return-to-work testing before resuming duties. This process often involves a urine test to confirm that the individual is no longer under the influence of drugs or alcohol and returns a negative drug test result.
Your return-to-work agreement (which should be written into your drug and alcohol policy) may also require the employee to submit to ongoing, unannounced tests over a defined period (usually six to twelve months) to ensure ongoing compliance and reduce the risk of relapse.
Scheduled drug and alcohol testing
In some cases, businesses opt for scheduled testing, which is carried out at regular intervals, typically quarterly or bi-annually. This takes away the surprise element of random testing, but it plays a valuable role in maintaining ongoing awareness and accountability, particularly in high-risk or safety-sensitive roles or sectors such as construction.
Which one should you choose?
Your organisation could benefit from combining different approaches, for example, using random testing in conjunction with blanket or targeted testing strategies. In large workplaces, this allows flexibility across multiple sites or departments, while still adhering to a centralised drug and alcohol policy.
In situations where there is clear evidence of substance use, such as the discovery of unidentified tablets, paraphernalia, or prescription medications, scheduled targeted testing is recommended. This form of drug and alcohol screening is guided by reasonable suspicion and focusses on specific individuals or groups, offering another layer of workplace risk mitigation.
No matter the size or type of your organisation, implementing a compliant drug and alcohol screening program is a key strategic implementation for reducing risk, protecting your staff, and building a culture of safety and trust.