Employee drug testing is an essential tool for maintaining safety, productivity and compliance. One question that is often asked by employers considering implementing testing is “What happens if an employee tests positive for drugs?”
It’s an interesting question but one that if you do implement testing that you should know the answer to. That’s because the answer should lie in your organisation’s drug and alcohol policy. which should clearly outline the steps to take following a non-negative result.
In this blog, we’ll explain how the process of employee drug testing often works in workplaces, from the initial test to confirmation testing, and the importance of handling the situation correctly and fairly every single time.
Employee drug testing: Non-negative vs. positive results
First, it’s essential to understand the terminology used in workplace drug testing. An initial employee drug testing result that indicates the presence of drugs is not called a “positive” result but rather a “non-negative” result. Why? Because this initial test is only a preliminary indication that drugs may be in the employee’s system.
A non-negative result requires confirmation through a more rigorous process. This is where confirmation testing comes in. This involves a sample of the employee’s saliva or urine being sent to an independent, NATA certified laboratory for analysis. Until the laboratory confirms the result as positive, no actions or consequences should be taken against the employee.
The process following a non-negative result
- Remove the employee from the work area
Safety should be your top priority. Following a non-negative result, the employee should immediately be removed from their current work area and placed in a safe environment. This is particularly important in industries where employees operate machinery, drive or perform other high-risk tasks as part of their job. Removing the employee ensures they are not a danger to themselves, their colleagues or the workplace. - Send the sample for confirmation testing
The next step is to send the employee’s sample to an independent, NATA certified laboratory for confirmation testing. This laboratory analysis is more comprehensive and ensures the accuracy and reliability of the results. The confirmation testing process may take some time (around two working days) but it is a crucial step in determining whether the initial non-negative result is in fact positive for drugs. - Await the laboratory results
During this time, the employee should not face any consequences or penalties. Acting prematurely, before the confirmation results are received, could lead to unnecessary conflict, potential legal issues or breaches of your drug and alcohol policy. Transparency and fairness during this waiting period are key.
When the confirmation test confirms a positive result
If the confirmation testing proves negative, no further action is taken. However, if it verifies the presence of drugs in the employee’s system, the result is considered a positive. Only at this stage should the consequences outlined in your organisation’s drug and alcohol policy come into effect.
The consequences will vary depending on your policy and whether this is first or a subsequent positive for the employee. Common consequence may include:
- Many organisations offer support services, such as access to employee assistance programs (EAPs) or referrals to counselling and rehabilitation services.
- Disciplinary measures may be taken, ranging from a formal warning to dismissal for repeated or serious infractions.
- In some organisations, the employee may be reassigned to a non-safety-critical role, must undergo regular drug tests for a period or be suspended while undergoing counselling or treatment.
The importance of a clear drug and alcohol policy
Your organisation’s drug and alcohol policy is your blueprint for handling situations like these. A robust policy should outline:
- The steps to take following a non-negative result.
- The procedures for confirmation testing.
- The potential consequences for a confirmed positive result.
- Support options available to employees.
- In addition to full details about the employee drug testing that you carry out.
By having a clear policy in place, you ensure consistency, fairness and legal compliance. Additionally, the policy should be communicated to all employees so they understand the procedures and potential outcomes of employee drug testing.
Why fairness and accuracy matter during employee drug testing
The process following a non-negative result is not about punishment—it’s about ensuring workplace safety while treating employees fairly. Making decisions based on initial testing alone can damage trust, create unnecessary tension and potentially lead to legal challenges. By relying on confirmation testing and adhering to your drug and alcohol policy, your organisation demonstrates its commitment to both safety and employee welfare.
Integrity Sampling: Your partner in workplace safety
Implementing and managing employee drug testing can be complex, but you don’t have to do it alone. At Integrity Sampling, we specialise in providing drug and alcohol testing services that are reliable, legally compliant and tailored to your needs. Whether you’re developing a new policy or conducting employee drug testing, we can help ensure a smooth and effective process.
Contact Integrity Sampling today to learn more about how we can assist with your drug and alcohol management program. Together, we can create a safer and more productive workplace.
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What happens after an employee tests positive for drugs? Find out the steps every workplace should follow.
