{"id":13696,"date":"2023-02-21T07:04:26","date_gmt":"2023-02-21T15:04:26","guid":{"rendered":"https:\/\/www.zippia.com\/employer\/?p=13696"},"modified":"2023-05-11T15:09:35","modified_gmt":"2023-05-11T22:09:35","slug":"pre-employment-drug-testing-laws-by-state","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/pre-employment-drug-testing-laws-by-state\/","title":{"rendered":"Pre-Employment Drug Testing Laws By State [2023]"},"content":{"rendered":"<p><!-- Skip -->\n<link rel=\"stylesheet\" href=\"https:\/\/static.zippia.com\/galleries\/css\/htgaj.css\" \/>\n<style>#jobsNearToYou{display:none;}.noImage-major-hero{display:none;}.major-hero-header-wrapper.w-100{display:none;}@media only screen and (min-width: 800px){.intro-research{}}#jopbTypeEntryContainer{display:none;}<\/style>\n<style>\n\tth, td {\n\t\twhite-space: normal !important;\n\t\tword-wrap: break-word;\n\t}\n<\/style>\n<p><b>Research Summary:<\/b> Often one of the last hurdles before getting hired, pre-employment drug tests are common throughout all 50 states. This is true whether certain drugs are legal in a state or not, as sobriety can be a critical aspect of job function for many types of positions. For example, jobs that require driving, the operation of heavy machinery, or patient care are all sensitive tasks that can not be completed safely under the influence of drugs.<\/p>\n<p>Remember, pre-employment drug testing is a cost-saving, preventative measure for companies, so you shouldn\u2019t be surprised when they hit you with one.<\/p>\n<p>In general, the federal government leaves drug testing up to the employer unless the employer is contracted by the government. In that case, the employer must have a drug-free <a href=\"https:\/\/www.zippia.com\/advice\/work-environment\/\">work environment<\/a>. Many states have created their own laws, though, and according to our extensive research:<\/p>\n<div class=\"table-responsive\">\n<table class=\"table table-striped\">\n<tr>\n<th style=\"width: 100px;\">State<\/th>\n<th style=\"width: 100px;\">Covered Employers<\/th>\n<th style=\"width: 100px;\">Provisions<\/th>\n<th style=\"width: 100px;\">Marijuana Legalality<\/th>\n<\/tr>\n<tr>\n<td>Alabama<\/td>\n<td>All employers<\/td>\n<td>Can test after an applicant receives drug-testing policy and a conditional employment offer<\/td>\n<td>Employer\u2019s discretion (Medical use legal)<\/td>\n<\/tr>\n<tr>\n<td>Alaska<\/td>\n<td>All employers (+ school districts and regional educational attendance areas)<\/td>\n<td>Unrestricted testing (positive results or refusal can be grounds for not hiring)<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Arizona<\/td>\n<td>Private employers (+ school districts and entities that furnish transportation to school districts)<\/td>\n<td>Can test after an applicant receives drug-testing policy and refuse to hire if a drug test isn\u2019t submitted. Testing required for school bus driver certification.<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Arkansas<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>California<\/td>\n<td>State agencies<\/td>\n<td>Can test applicants of sensitive positions in state agencies. Testing is required for public transportation drivers.<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Colorado<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Connecticut<\/td>\n<td>Private employers<\/td>\n<td>Can test after an applicant receives drug-testing policy. Cannot test former employees unless they fall under certain circumstances (see detailed description).<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Delaware<\/td>\n<td>Public and private schools, school transportation, and Department of Corrections<\/td>\n<td>Must test for school bus driver certification and for security positions at the Department of Corrections.<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Florida<\/td>\n<td>Private employers with 3+ employees and public employers with safety-sensitive or law enforcement positions<\/td>\n<td>Can test after an applicant receives a drug-testing policy and refuse to hire if a drug test isn\u2019t submitted.<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Georgia<\/td>\n<td>Private employers and state government employers (+ public schools, school transportation companies)<\/td>\n<td>Can test applicants of covered employers and refuse to hire if a drug test isn\u2019t submitted (see detailed description)<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>Hawaii<\/td>\n<td>All employers<\/td>\n<td>Can test after an applicant receives drug-testing policy and has the opportunity to disclose current prescriptions. (see detailed description)<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Idaho<\/td>\n<td>All employers<\/td>\n<td>Testing permitted<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>Illinois<\/td>\n<td>All employers<\/td>\n<td>Testing not permitted<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Indiana<\/td>\n<td>All employers<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>Iowa<\/td>\n<td>Public and private employers<\/td>\n<td>Can test applicants who were informed of the requirement at the time of application (notice of drug test requirement must be included on application or ad).<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>Kansas<\/td>\n<td>State government employers<\/td>\n<td>Can test applicants of safety-sensitive jobs following a conditional job offer (notice of drug test requirement must be included on application or ad)<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>Kentucky<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>Louisiana<\/td>\n<td>Public and private employees not subject to federally mandated testing program<\/td>\n<td>Unrestricted testing<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Maine<\/td>\n<td>Public and private employers<\/td>\n<td>Can test after an applicant receives drug-testing policy and refuse to hire if a drug test isn\u2019t submitted.<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Maryland<\/td>\n<td>All employers<\/td>\n<td>Unrestricted testing<\/td>\n<td>Employer\u2019s discretion (Medical use legal)<\/td>\n<\/tr>\n<tr>\n<td>Massachusetts<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Michigan<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Minnesota<\/td>\n<td>Public and private employers<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Mississippi<\/td>\n<td>Public and private employers<\/td>\n<td>Unrestricted testing<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Missouri<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Montana<\/td>\n<td>Public and private employers<\/td>\n<td>Can test applicants of certain industries (see detailed description)<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Nebraska<\/td>\n<td>Public employers and private employers with over six employees<\/td>\n<td>Unrestricted testing<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>Nevada<\/td>\n<td>State agencies<\/td>\n<td>Testing permitted for public safety jobs<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>New Hampshire<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>New Jersey<\/td>\n<td>All employers<\/td>\n<td>Can test applicants, but cannot refuse to hire based on cannabis use<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>New Mexico<\/td>\n<td>N\/A<\/td>\n<td>Can test applicants and have zero-tolerance drug testing programs for employees that include marijuana<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>New York<\/td>\n<td>N\/A<\/td>\n<td>NYC specific law (see detailed description)<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>North Carolina<\/td>\n<td>Public and private employers<\/td>\n<td>Unrestricted testing<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>North Dakota<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Ohio<\/td>\n<td>All employers<\/td>\n<td>Can test if an applicant has received notice of the test and following a conditional job offer<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Oklahoma<\/td>\n<td>Public and private employers<\/td>\n<td>Can test if an applicant has received notice of the test and following a conditional job offer (see detailed description)<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Oregon<\/td>\n<td>All employers<\/td>\n<td>Can test under reasonable suspicion that an applicant is under the influence of drugs<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Pennsylvania<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Rhode Island<\/td>\n<td>Public and private employers<\/td>\n<td>Private and public sector applicant testing permitted under certain circumstances (see detailed description)<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>South Carolina<\/td>\n<td>All employers<\/td>\n<td>Unrestricted testing<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>South Dakota<\/td>\n<td>State government employers<\/td>\n<td>Can test applicants of safety-sensitive jobs following a conditional job offer (notice of drug test requirement must be included on application or ad)<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Tennessee<\/td>\n<td>Department of Corrections<\/td>\n<td>Unrestricted testing<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>Texas<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>Utah<\/td>\n<td>Private employers, local government entities, and state institutions of higher education<\/td>\n<td>Unrestricted testing in private sector (see detailed description)<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Vermont<\/td>\n<td>Public and private employers<\/td>\n<td>Can test applicants after providing advance written notice, following conditional job offer, and if the test is part of a pre-employement physical<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Virginia<\/td>\n<td>N\/A<\/td>\n<td>Testing permitted with limitations (see detailed description)<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>Washington<\/td>\n<td>Private employers seeking to qualify for a 5% workers\u2019 comp. premium discount<\/td>\n<td>Can test applicants after providing advance written notice and following a conditional job offer<\/td>\n<td>Medical and recreational legal<\/td>\n<\/tr>\n<tr>\n<td>West Virginia<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Medical legal<\/td>\n<\/tr>\n<tr>\n<td>Wisconsin<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<tr>\n<td>Wyoming<\/td>\n<td>N\/A<\/td>\n<td>No state laws; follows federal law<\/td>\n<td>Not legal<\/td>\n<\/tr>\n<\/table>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"detailed-pre-employment-drug-testing-laws-by-state\">Detailed Pre-Employment Drug Testing Laws By State<\/h2>\n<p>There are currently 15 states with no <a href=\"https:\/\/www.zippia.com\/advice\/pre-employment-drug-tests\/\">pre-employment drug testing<\/a> laws, meaning their policies effectively the same as the federal law. These states include:<\/p>\n<div class=\"row\">\n<div class=\"col-sm-6\">\n<ul class=\"large-bullets\">\n<li>\n<p><b>Arkansas<\/b><\/p>\n<\/li>\n<li>\n<p><b>Colorado<\/b><\/p>\n<\/li>\n<li>\n<p><b>Indiana<\/b><\/p>\n<\/li>\n<li>\n<p><b>Kentucky<\/b><\/p>\n<\/li>\n<li>\n<p><b>Louisiana<\/b><\/p>\n<\/li>\n<li>\n<p><b>Massachusetts<\/b><\/p>\n<\/li>\n<li>\n<p><b>Michigan<\/b><\/p>\n<\/li>\n<li>\n<p><b>Minnesota<\/b><\/p>\n<\/li>\n<\/ul><\/div>\n<div class=\"col-sm-6\">\n<ul class=\"large-bullets\">\n<li>\n<p><b>Missouri<\/b><\/p>\n<\/li>\n<li>\n<p><b>New Hampshire<\/b><\/p>\n<\/li>\n<li>\n<p><b>North Dakota<\/b><\/p>\n<\/li>\n<li>\n<p><b>Pennsylviana<\/b><\/p>\n<\/li>\n<li>\n<p><b>Texas<\/b><\/p>\n<\/li>\n<li>\n<p><b>West Virginia<\/b><\/p>\n<\/li>\n<li>\n<p><b>Wisconsin<\/b><\/p>\n<\/li>\n<li>\n<p><b>Wyoming<\/b><\/p>\n<\/li>\n<\/ul><\/div>\n<\/div>\n<p>For the states with more intricate pre-employment drug test laws that couldn\u2019t be included on the chart, here is some more detailed information about those states:<\/p>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>Connecticut<\/b><\/p>\n<p>Employers in Connecticut cannot test former employees unless they have been away from work for at least 12 months.<\/p>\n<p>However, employers that can claim exemptions to this rule include those in mining, utilities, construction, <a href=\"https:\/\/www.zippia.com\/advice\/largest-manufacturing-companies\/\">manufacturing<\/a>, transportation or delivery, educational services, healthcare or social services, justice, public order and safety activities, and national security and international affairs industries.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Georgia<\/b><\/p>\n<p>Refusing to submit a drug test after being asked to take one by a state government, public school, or private employer or receiving a positive test result can disqualify an applicant from state and public school employment for two years.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Hawaii<\/b><\/p>\n<p>Applicants must have the opportunity to disclose any prescription or non-prescription drugs they\u2019ve taken before a drug test. Additionally, while drug tests are an optional choice for most employers, they are required for <a href=\"https:\/\/www.zippia.com\/advice\/civil-service-jobs\/\">civil service<\/a> applicants in the city of Honolulu.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Montana<\/b><\/p>\n<p>Drug testing is permitted for applicants who apply to intrastate transport jobs, hazardous environments jobs, as well as positions with security, public safety, or fiduciary responsibility.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>New York<\/b><\/p>\n<p>New York City specifically bans pre-employment screening for <a href=\"https:\/\/www.zippia.com\/advice\/largest-cannabis-companies\/\">marijuana<\/a> use with the exception of safety and security sensitive job applicants and positions bound by a federal or state contract\/grant.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Oklahoma<\/b><\/p>\n<p>Notices given to applicants about pre-employment drug tests must be in writing and describe methods, procedures, and policies in detail. This is a requirement for the authorization of any legal drug test in the state.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Rhode Island<\/b><\/p>\n<p><a href=\"https:\/\/www.zippia.com\/advice\/public-vs-private-sector\/\">Private and public sector<\/a> jobs have different requirements. Private-sector employers can only test applicants after a conditional job offer has been made, while any public-sector job that involves public safety or follows the rules set by federal law can administer a pre-employment drug test.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Utah<\/b><\/p>\n<p>Local governments and state colleges are permitted to test applicants as long as notice and a written policy are provided prior to the test. Private and government employers can choose not to hire a candidate if they do not provide a drug test or test positive.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Virginia<\/b><\/p>\n<p>While testing is permitted, employers are prohibited from discharging, disciplining, or discriminating against an employee who is using <a href=\"https:\/\/www.zippia.com\/advice\/cannabis-industry-jobs\/\">cannabis<\/a> oil lawfully. In this case, lawfully refers to a valid written certification issued by a practitioner for the treatment of an employee\u2019s diagnosed condition or disease.<\/p>\n<\/li>\n<\/ol>\n<h2 class=\"fancy\" class=\"fancy\" id=\"marijuana-legality-by-state\">Marijuana Legality By State<\/h2>\n<p>As of 2023, there are 21 states where medical and recreational marijuana use is legal and 16 states where only medical use is legal. In these states, testing positive for marijuana use will often not be an issue unless the industry or employer calls for a clean test.<\/p>\n<p>Regardless, you won\u2019t be getting in any legal trouble for testing positive. States that have legalized marijuana (medical marijuana at the least) include:<\/p>\n<div class=\"row\">\n<div class=\"col-xs-6\">\n<ul class=\"large-bullets\">\n<li>\n<p><b>Alabama<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Alaska<\/b><\/p>\n<\/li>\n<li>\n<p><b>Arizona<\/b><\/p>\n<\/li>\n<li>\n<p><b>Arkansas<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>California<\/b><\/p>\n<\/li>\n<li>\n<p><b>Colorado<\/b><\/p>\n<\/li>\n<li>\n<p><b>Connecticut<\/b><\/p>\n<\/li>\n<li>\n<p><b>Delaware<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Florida<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Hawaii<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Illinois<\/b><\/p>\n<\/li>\n<li>\n<p><b>Louisiana<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Maine<\/b><\/p>\n<\/li>\n<li>\n<p><b>Maryland<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Massachusetts<\/b><\/p>\n<\/li>\n<li>\n<p><b>Michigan<\/b><\/p>\n<\/li>\n<li>\n<p><b>Minnestoa<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Mississippi<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Missouri<\/b> (medical only)<\/p>\n<\/li>\n<\/ul><\/div>\n<div class=\"col-xs-6\">\n<ul class=\"large-bullets\">\n<li>\n<p><b>Montana<\/b><\/p>\n<\/li>\n<li>\n<p><b>Nevada<\/b><\/p>\n<\/li>\n<li>\n<p><b>New Hampshire<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>New Jersey<\/b><\/p>\n<\/li>\n<li>\n<p><b>New Mexico<\/b><\/p>\n<\/li>\n<li>\n<p><b>New York<\/b><\/p>\n<\/li>\n<li>\n<p><b>North Dakota<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Ohio<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Oklahoma<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Oregon<\/b><\/p>\n<\/li>\n<li>\n<p><b>Pennsylvania<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>Rhode Island<\/b> (medical only)<\/p>\n<\/li>\n<li>\n<p><b>South Dakota<\/b><\/p>\n<\/li>\n<li>\n<p><b>Utah<\/b><\/p>\n<\/li>\n<li>\n<p><b>Vermont<\/b><\/p>\n<\/li>\n<li>\n<p><b>Virginia<\/b><\/p>\n<\/li>\n<li>\n<p><b>Washington<\/b><\/p>\n<\/li>\n<li>\n<p><b>West Virginia<\/b><\/p>\n<\/li>\n<\/ul><\/div>\n<\/div>\n<p>Just within the past few years there has been an unprecedented shift in the legalization of marijuana, however, there are still some states holding out. It\u2019s especially important to be mindful of whether or not you have marijuana in your system when taking a drug test in one of the 13 states where it\u2019s still illegal. Here is the list:<\/p>\n<div class=\"row\">\n<div class=\"col-xs-6\">\n<ul class=\"large-bullets\">\n<li>\n<p><b>Georgia<\/b><\/p>\n<\/li>\n<li>\n<p><b>Idaho<\/b><\/p>\n<\/li>\n<li>\n<p><b>Indiana<\/b><\/p>\n<\/li>\n<li>\n<p><b>Iowa<\/b><\/p>\n<\/li>\n<li>\n<p><b>Kansas<\/b><\/p>\n<\/li>\n<li>\n<p><b>Kentucky<\/b><\/p>\n<\/li>\n<li>\n<p><b>Nebraska<\/b><\/p>\n<\/li>\n<\/ul><\/div>\n<div class=\"col-xs-6\">\n<ul class=\"large-bullets\">\n<li>\n<p><b>North Carolina<\/b><\/p>\n<\/li>\n<li>\n<p><b>South Carolina<\/b><\/p>\n<\/li>\n<li>\n<p><b>Tennessee<\/b><\/p>\n<\/li>\n<li>\n<p><b>Texas<\/b><\/p>\n<\/li>\n<li>\n<p><b>Wisconsin<\/b><\/p>\n<\/li>\n<li>\n<p><b>Wyoming<\/b><\/p>\n<\/li>\n<\/ul><\/div>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"pre-employment-drug-testing-faq\">Pre-Employment Drug Testing FAQ<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>What drugs are tested for in pre-employment drug tests?<\/b><\/p>\n<p><b>Several different drugs can be tested for in pre-employment drug tests, depending on the state and industry.<\/b> However, these are the most common drugs that can be revealed by a drug test:<\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>Methamphetamines (meth, speed, ecstasy)<\/p>\n<\/li>\n<li>\n<p>THC (cannabinoids, marijuana)<\/p>\n<\/li>\n<li>\n<p>Alcohol<\/p>\n<\/li>\n<li>\n<p>Cocaine<\/p>\n<\/li>\n<li>\n<p>Opiates (heroin, opium, morphine)<\/p>\n<\/li>\n<li>\n<p>Phencyclidine (PCP, angel dust)<\/p>\n<\/li>\n<\/ul>\n<p>This is why it\u2019s important to disclose which drugs you\u2019re taking before a drug test, as for example, you could be flagged for opium use even though you\u2019re taking a prescription pain medication. Letting your employer know which legal drugs you\u2019re taking is an important part of ensuring you maintain a good impression.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>What are the most common types of drug tests?<\/b><\/p>\n<p><b>The most common type of drug test is a urine test, but there are five common types of drug tests you may encounter.<\/b> All of these tests serve different purposes and can detect drugs differently, and they include:<\/p>\n<ul class=\"large-bullets\">\n<li>\n<p><b>Blood test:<\/b> Shows drug use from 2-12 hours prior<\/p>\n<\/li>\n<li>\n<p><b>Mouth Swab test:<\/b> Shows drug use from up to 48 hours prior<\/p>\n<\/li>\n<li>\n<p><b>Breathalyzer test:<\/b> Shows drug use from three to five days prior<\/p>\n<\/li>\n<li>\n<p><b>Urine test:<\/b> Shows drug use from up to ten days prior<\/p>\n<\/li>\n<li>\n<p><b>Hair test:<\/b> Shows drug use from up to 90 days prior<\/p>\n<\/li>\n<\/ul>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Can you still get hired if you fail a drug test?<\/b><\/p>\n<p><b>Typically no, you can\u2019t be hired if you fail a drug test.<\/b> This is mainly because pre-employment drug tests are only administered for positions where drug use poses a safety or security concern. Therefore, employers do not want the risk of hiring employees that use drugs.<\/p>\n<p>However, there can be exceptions to this rule if the applicant is using legal, medically prescribed drugs such as painkillers or medical marijuana.<\/p>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>What should you avoid before a pre-employment drug test?<\/b><\/p>\n<p><b>There are some things you should avoid 48 hours prior to your pre-employment drug test.<\/b> For example, you shouldn\u2019t smoke tobacco or perform strenuous exercise. Plus, food and drink to avoid include:<\/p>\n<p><b>Drinking:<\/b><\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>Alcohol<\/p>\n<\/li>\n<li>\n<p>Coffee<\/p>\n<\/li>\n<li>\n<p>Tea<\/p>\n<\/li>\n<\/ul>\n<p><b>Eating:<\/b><\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>Avocados<\/p>\n<\/li>\n<li>\n<p>Bananas<\/p>\n<\/li>\n<li>\n<p>Eggplant<\/p>\n<\/li>\n<li>\n<p>Pineapples<\/p>\n<\/li>\n<li>\n<p>Plums<\/p>\n<\/li>\n<li>\n<p>Tomatoes<\/p>\n<\/li>\n<li>\n<p>Walnuts<\/p>\n<\/li>\n<\/ul>\n<p>All of these foods, drinks, and activities can cause a drug test to detect chemicals in your body that can be confused for positive drug use. Avoiding them is certainly easier than explaining that your high serotonin levels were the result of an avocado toast binge, not doing methamphetamine.<\/p>\n<\/li>\n<\/ol>\n<h2 class=\"fancy\" class=\"fancy\" id=\"conclusion\">Conclusion<\/h2>\n<p>As medical marijuana use becomes legal in more states and public opinion about drugs shifts, states will continue to update and change their laws regarding pre-employment drug tests.<\/p>\n<p>In Virginia and New York, for example, employers are prohibited from discriminating against employees who use medical marijuana. While in New Mexico, the legalization of marijuana doesn\u2019t prevent employers from declining applicants.<\/p>\n<p>As of 2023, 15 states mimic the federal pre-employment drug testing laws, while the rest have their own laws in place. These laws vary quite a bit but often center on drug testing for jobs that are considered hazardous or jobs where drug use could cause a safety or security concern.<\/p>\n<p>When in doubt, if you\u2019re concerned about pre-employment drug tests, it\u2019s important to research your state\u2019s laws and your potential employer before you send out your application.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Research Summary: Often one of the last hurdles before getting hired, pre-employment drug tests are common throughout all 50 states. This is true whether certain drugs are legal in a state or not, as sobriety can be a critical aspect of job function for many types of positions. For example, jobs that require driving, the [&hellip;]<\/p>\n","protected":false},"author":288,"featured_media":13697,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[101,127],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Pre-Employment Drug Testing Laws By State [2023] - Zippia For Employers<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.zippia.com\/employer\/pre-employment-drug-testing-laws-by-state\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Pre-Employment Drug Testing Laws By State [2023] - Zippia For Employers\" \/>\n<meta property=\"og:description\" content=\"Research Summary: Often one of the last hurdles before getting hired, pre-employment drug tests are common throughout all 50 states. 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