Eleven Pipers Piping… and the Blunt Truth About Cannabis in the Workplace

“On the eleventh day of HR’s favorite season, my lawyers said to me… eleven pipers piping (and eleven questions about marijuana at work).”

With recreational and medical marijuana now legal in many states, employers face a haze of compliance obligations and practical challenges. Even where use is lawful off-duty, workplace rules, safety obligations, and drug-testing programs still apply—but the boundaries vary significantly by jurisdiction.

Today’s post walks through the top questions employers have about cannabis in the workplace, and how we answer them.

Eleven Questions About Marijuana at Work:

1. Can we discipline employees for off-duty marijuana use?

It depends on your state. Some protect lawful off-duty conduct; others permit employer restrictions. Start with state law before taking action.

2. Do we have to accommodate medical marijuana?

Many states require some level of reasonable accommodation for medical marijuana cardholders — unless safety rules or federal law prevent it.

3. What about our safety-sensitive jobs?

For DOT-regulated positions or other safety-critical roles, federal law still prohibits marijuana use — regardless of state legalization.

4. We want to ban on-duty use. Is that allowed?

Yes. Employers generally can prohibit impairment, possession, or use during work hours, including remote work.

5. Can we still test for marijuana?

Usually, but results don’t prove impairment, and several states restrict pre-employment or random cannabis testing. Review your jurisdiction’s rules closely. Unlike alcohol, THC can remain in the body long after impairment.

6. What’s our plan for post-accident testing?

Make sure you’re not violating OSHA’s anti-retaliation rules. OSHA’s anti-retaliation regulations don’t prohibit post-accident testing, but they do require that any testing be tied to a legitimate safety or investigative purpose. That means your criteria should be objective, documented, and applied consistently—not automatically.

7. What should supervisors do if they suspect impairment?

Train supervisors to identify and document observable signs of impairment, not to make assumptions.

8. Do the rules differ for applicants?

In several states, yes. Some prohibit cannabis testing for applicants but allow limited testing for employees.

9. How do remote or hybrid employees fit into all of this?

Home offices are workplaces too. Set expectations around on-duty impairment and availability, even off-site.

10. What about disability laws—where do they come in?

Employees may request accommodation for underlying medical conditions, but employers generally don’t have to accommodate cannabis use itself.

11. Our policy is a few years old… is that a problem?

Most likely. Cannabis laws shift quickly. An outdated drug and alcohol policy can expose employers to claims, confusion, and inconsistent enforcement.

The Takeaway

Marijuana in the workplace is no longer a simple yes-or-no issue. Employers must balance safety, federal requirements, state laws, and evolving social norms. Clear policies, trained managers, and consistent enforcement go a long way in reducing risk.

If your drug and alcohol policy hasn’t been updated since before cannabis laws started changing (or before eleven pipers started piping), now is the perfect time to reach out to legal counsel. Contact Hannah or other members of Verrill’s Labor and Employment practice group.

Continue reading our series with Day 12 here.