In an ongoing effort to prevent workplace injuries, many staffing firms require employee drug testing. It can be an effective way to screen candidates before placement and to keep a drug-free workplace in the name of safety. Testing can help lessen the risk of drug-related accidents and injuries, both in your office and at your clients’ job sites.
What Is Pre-Employment Drug Testing?
Before formally hiring a candidate, organizations can use pre-employment drug testing to screen for drug or alcohol use. Drugs and alcohol are hazards to workplace safety because they can impair a person’s judgment, potentially putting themselves and others in serious danger.
The typical drug test screens for five drugs:
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Marijuana
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Cocaine
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Opioids
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Amphetamines
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Phencyclidine (PCP)
Many employers now also test for fentanyl, which was added to the federal workplace drug testing panel in 2025.
Methods for Drug Testing
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Urine
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Hair
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Nail clippings
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Blood
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Oral fluid (saliva)
Should Employers Require Pre-Employment Drug Testing?
Workplace drug use remains a real concern. According to the 2026 Quest Diagnostics Drug Testing Index, drug test positivity in the U.S. workforce has stayed above 4% for more than a decade. In hair testing, nearly 1 in 5 workers tested positive in 2025, an increase of almost 46% since 2021.
Drugs and alcohol may lead to accidents, injuries, sick days and lost productivity. A single accident can lead to a catastrophic claim and ultimately cost an employer millions of dollars. Pre-employment drug testing is a simple, effective way to help prevent those claims. Just requiring it can discourage drug users from applying at all, and that doesn’t cost a dime.
Limitations of Only Drug Testing After an Accident
When an employee is injured at work, a post-accident drug test can be an important part of the claim investigation. OSHA permits most workplace drug testing, including testing to help find the root cause of an incident. Two things to keep in mind:
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Testing should never be used to discourage employees from reporting injuries.
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If you test after an incident, test everyone whose actions could have contributed, not just the injured employee.
The data shows why waiting until after an accident is risky. In 2025, post-accident oral fluid tests were positive 10.2% of the time, compared with 4.4% for pre-employment tests.
Pre-Employment Drug Testing vs. Post-Accident Drug Testing
What it comes down to is pre-employment drug testing is proactive and post-accident drug testing is reactive. By testing up front, you take on the cost of screening, but you discourage applicants who misuse drugs and alcohol from the start. That helps prevent accidents and supports better morale and a safer working environment. A drug-free workplace is more productive, with fewer accidents and lower absenteeism and turnover.
Only testing after an accident doesn’t prevent it from happening in the first place. Even if a test is positive, the incident can still lead to lower morale, higher turnover and lost productivity. For staffing firms, it can also affect your client relationships.
Have questions about building or updating your drug testing policy? The PEC team is here to help you protect your people and your program.
Sources and review notes
Statistics are from the 2026 Quest Diagnostics Drug Testing Index. OSHA guidance is current as of October 2026.
• 2026 Quest Diagnostics Drug Testing Index (Carrier Management summary)
• OSHA post-incident drug testing guidance (J. J. Keller)