Workplace drug test FAQ: what every employer should know
AusHealth Diagnostics supports workplaces and organisations right across Australia. Here are the answers to some of the most commonly-asked questions about drug and alcohol testing…
“What if we don’t have a drug and alcohol policy?”
Not having a policy may feel easier, but ignorance is not a defence if an incident occurs. Business owners and officers can be held criminally liable for serious incidents linked to negligence. A policy provides protection, clarity and a framework for action.
“What if we have a policy but don’t implement any testing?”
This approach signals low commitment to safety and increases legal risk. If testing is never carried out, it may be seen as a deliberate choice to remain unaware of risks, which can lead to greater liability.
“What if we have a policy but don’t investigate or stand down workers after a non-negative test?”
An onsite non-negative result means the specimen must be confirmed by a laboratory. Until the result is available, workers are usually stood down to ensure safety (this will be informed by your policy). Not doing so increases liability if an incident happens in that time.
In some cases, such as results consistent with prescribed medication, workers may be allowed to continue duties with advice from AusHealth Diagnostics. However, for drugs such as amphetamines, cannabis and other illicit substances, exclusion is strongly recommended until confirmation testing is complete.
“Must we consult our employees when introducing a policy?”
Yes. Involving employees and their representatives helps them understand the purpose of testing, ask questions and take ownership of the policy. Lack of consultation often leads to mistrust and poor compliance.
“Do we need to train our managers in the policy and procedures?”
Absolutely. Managers who understand the procedures can apply them fairly and consistently. Workers notice when policies are applied unevenly, which can lead to pushback and poor compliance.
“What if we have a policy but don’t sanction workers after a confirmed positive?”
While it may feel easier to ignore a confirmed positive, doing so undermines fairness, creates resentment and significantly increases liability. Policies must be applied evenly across all roles and divisions.
“Does drug testing always detect drug use?”
Screening devices are highly accurate but not perfect. Some individuals may attempt to tamper with samples.
AusHealth Diagnostics stays up to date with the latest detection methods to reduce these risks and we have rigorous quality control procedures in place.
It’s also important to note that testing has defined cut-off concentrations. If a worker’s drug concentration is below the cut-off, it won’t be detected on the screening test, but this does not necessarily mean the person is drug-free.
“How likely are false negatives or false positives?”
False negatives are rare but can happen, often due to tampering. Non-negative onsite results sometimes confirm as negative, especially when medications are involved. Confirmation testing in the lab is precise and eliminates false positives.
About false negatives: sometimes a test can be negative in the onsite screening because the cut-off is higher than the laboratory cut-off. For example, if a donor had 8 µg/L of THC in oral fluid, it will be negative in the onsite test (cut-off 15 µg/L) but confirmed positive in the lab (cut-off 5 µg/L). Tampering is also a possible cause of false negatives.
About false positives: technically, there are no false positives. Screening devices use antibodies that identify chemical structures. These antibodies detect a class of drugs or chemicals that resemble one another. For example, cannabinoid antibodies will identify over 60 chemicals that resemble THC in cannabis smoke and report non-negative at levels above 15 µg/L. Amphetamine antibodies will detect amphetamine, ecstasy, amphetamine metabolites, pseudoephedrine and phentermine — all of which are amphetamine-type stimulants — and report non-negative at 50 µg/L.
“How accurate are breath alcohol tests?”
Modern devices that meet the AS3547:2019 are highly accurate when correctly calibrated. Procedures, such as waiting 10 minutes after eating, drinking or smoking, are essential to avoid contamination.
“Can we run testing ourselves or do we need a third party?”
Testing can be performed in-house with trained staff, particularly for initial screenings. For non-negative results, confirmation must be done at a certified laboratory. Some businesses prefer third-party collectors for independence and privacy.
“When is the best time of day to test?”
Most drugs remain detectable for several days, but concentrations are often higher in the morning. Cannabis, for example, is detectable in oral fluid for only 7 to 12 hours, making morning testing more effective.
Detection windows vary depending on the sample analysed, but morning testing generally provides the highest concentrations and the most reliable results.
“Which type of testing should we use?”
All methods are effective. Oral fluid testing is less invasive, requires less infrastructure and detects active THC, indicating current impairment. Urine testing detects use over a longer period, which some workers may see as less fair.
Read more here for detailed information comparing saliva, hair or urine testing.
“Should drug and alcohol education be for everyone, not just managers?”
Yes. Education builds trust and helps dispel myths about drug use. Workers are more likely to support policies when they understand why testing happens and how it protects them. Excluding workers from education can create feelings of unfairness and harm culture.
“I think a large proportion of my staff is on drugs. If I drug test them and have to stand them down, I won’t be able to run my business.”
Before implementing a testing policy, it’s a good idea to introduce an education program as part of your workplace wellness strategy. This gives workers time to adjust and can motivate them to change behaviours.
Remember, testing is not only about detecting positives but also about deterrence. The long-term cost of poor culture, absenteeism and reduced productivity is often far greater than the short-term challenge of introducing a clear workplace drug and alcohol policy.
“Must we always exclude workers after a non-negative test?”
In some cases, such as results consistent with prescribed medication, workers may be allowed to continue duties with advice from AusHealth Diagnostics.
However, for drugs such as amphetamines, cannabis or benzodiazepines, exclusion is strongly recommended until confirmation testing is complete. Safety must come first.
“What happens if our onsite testing doesn’t follow standards?”
Testing should comply with Australian and New Zealand Standards. This ensures accuracy, fairness and defensibility if results are challenged in court. Testing outside recognised standards carries serious financial and reputational risks.
“What if I believe testing is important but the business owner doesn’t?”
While drug and alcohol testing is not mandatory for all businesses, ignoring risks can leave senior leaders personally liable if an incident occurs. A risk assessment is a good starting point to guide decision-making.
Proactive screening can be a smart business move. By investing in a proactive approach, businesses can reduce incidents, protect their people, and support long-term productivity. In today’s competitive and regulated environment.
“Do workers have to declare prescription medications?”
It depends on the policy, but usually only when investigating a confirmed positive result. Declaring medication early can help avoid unnecessary stand-downs. Privacy rights must also be respected.
“What if unions oppose testing?”
When framed as a safety measure, drug and alcohol testing is generally accepted and has been upheld by the Fair Work Commission. Oral fluid testing is often preferred as it reflects recent use.
“Can we test under-age apprentices?”
Yes, but informed consent is needed. Parental consent can be obtained as a condition of employment, and the apprentice can also provide consent at the time of testing.
“Can we test only high-risk employees?”
It’s best practice to include all workers in random testing programs. Testing only high-risk staff can create resentment and perceptions of unfairness.
“Can I target specific workers I suspect are using drugs?”
Direct targeting is only appropriate in cases of reasonable cause or return-to-work testing after a confirmed positive. Otherwise, testing must be random or blanket to avoid bias and ensure fairness.
“Do we need to include remote or mobile staff in testing?”
Yes. Remote work is a known risk factor for drug and alcohol misuse. Procedures can be adapted to make sure these workers are not excluded from programs.