Hospitality Services Drug Testing

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Employers in the hospitality industry face the risk of employee drug and alcohol use. According to a survey of substance use and substance use disorder by industry, the “accommodations and food services” industry ranked the highest in illicit drug use among adults in the past month, at 19.1%. Substance abuse has become fairly normalized in the industry, and employees generally have more access to drugs or alcohol. Many employers overlook drug testing for hospital industry staff, which means they may hire less reliable employees who are more likely to abuse substances. Substance abuse in the workplace poses a threat to the business and other employees. It leads to increased theft, high employee turnover, aggression among employees (and customers), and accidental overdoses.

Drug testing for hospitality industry workers is one crucial step employers should take to protect their company. A drug test for hospitality employees should include substance abuse screening for hotels, resort staff, customer service, and housekeeping. Hospitality workplace drug testing is one way to deter substance users from applying and employees from using substances while on the job.

Employers have the right to drug test their employees and applicants and develop drug testing programs. However, they must be aware of local, state, and federal drug testing laws to protect themselves from litigation.

Make sure you are hiring the right person for the job with Health Street’s drug screening and background check services. Order online today or call (888) 378-2499.

What Drug Tests Does Health Street Offer in the Hospitality Services Industry?

Employment Drug Tests

With over 5,000 locations nationwide, Health Street offers drug tests tailored to fit the needs of employers in the Hospitality Services industry. Our comprehensive drug tests are analyzed by SAMHSA certified laboratories so that employers can hire fearlessly.

Urine Drug Test

(starting at $75)

Urine drug testing is the most common method of testing ordered by employers. This is a cost-effective, time-tested method for comprehensive employee drug screening.

Hair Drug Test

(starting at $175)

For drug testing with a longer detection window, employers sometimes choose hair drug tests. Hair drug testing can detect drug use up to 90 days back.

Alcohol Test

(starting at $77)

Alcohol tests are used to determine if a person is currently intoxicated or if a person has been drinking in the past. Health Street offers a variety of alcohol tests depending on the window of detection that is needed.

Employment Drug Test

(starting at $75)

Prevent liability, ensure safety in the workplace, and protect the health of your staff with Health Street’s employment drug testing.

DOT Drug Test

(starting at $95)

The Department of Transportation regulates the specific requirements for employee drug testing. Health Street offers DOT drug testing to ensure compliance with DOT regulations.

Mobile Drug Testing

(starting at $300)

Schedule on-site drug tests for 10 or more employees, or request immediate dispatch for post-accident emergency drug testing.


Drug Testing for the Hospitality Industry: Laws and Regulations

Drug testing for hospitality employees includes pre-employment drug testing, reasonable suspicion, random testing, and post-accident testing. Although there are no federal laws mandating drug testing for most private employers, there are also no laws that prohibit drug testing programs. However, there are federal laws protecting the rights of workers, so employers must become familiar with these laws to respect their employees’ rights while protecting their businesses.

The Drug-Free Workplace Act of 1988

The purpose of the Drug-Free Workplace Act is to identify substance use in the workplace. It allows employers to develop written drug testing policies to deter drug and alcohol use among their employees.

The Americans With Disabilities Act

The Americans With Disabilities Act applies to all employers with 15 or more employees. The law prohibits an employer from not hiring a qualified applicant or taking adverse employment action because of a disability. Under the law, employers are also prohibited from discriminating against recovering alcoholics or drug users that already completed substance abuse treatment.

The Civil Rights Act of 1964

The Civil Rights Act of 1964 applies to private employers with 15 or more employees. The law ensures employers treat all employees equally and prohibits employers from discriminating against applicants or employees based on race, sex, nationality, or religion. Employers should keep this law in mind while developing their hospitality workplace drug testing policies.

The Family and Medical Leave Act of 1993

The Family and Medical Leave Act of 1993 applies to private companies with at least 50 workers and all public employers. Under the law, employers must allow employees that have been with the company for a year and worked a certain number of hours to take time off for serious health conditions. Employees are entitled to 12 weeks of unpaid leave with job protection to care for themselves or their close family. The law covers employees with problems related to substance use disorders, including drug or alcohol treatment programs, treatment for health problems that resulted from substance abuse, or taking care of close family with a substance abuse-related problem.

The National Labor Relations Act

The National Labor Relations Act of 1935 applies to employers of unionized workplaces. Under the act, drug testing policies for unionized workers must be negotiated upon and agreed upon by the union.

The Occupational Safety and Health Administration

When it comes to drug testing for hospitality industry employees, the Occupational Safety and Health Administration (OSHA) allows most drug testing programs, including random and post-accident drug testing. OSHA’s responsibility is to ensure safe workplaces by setting and enforcing standards. OSHA also provides outreach, education, training, and assistance. The administration covers most private companies and their employees. OSHA does not prohibit post-accident drug testing as long as the employer was not using the drug test as a way to punish an employee for causing an accident or injury. However, OSHA wants employers to avoid drug testing after every accident or injury if it is unlikely that substance use was the cause.

Frequently Asked Questions

Which employers should drug test in the hospitality industry?

Hospitality employees often have access to drugs and alcohol, and all employers in hospitality should consider drug testing for hospitality industry workers which is clearly outlined in a drug testing policy. This includes restaurants, bars, hotels, resort staff, and housekeeping staff.

How can hotels implement drug testing for employees?

Hotel employers should first learn their local, state, and federal drug testing laws and then develop a clear, written drug testing policy. All applicants and employees must receive a copy of the written policy.

What does a drug test for hospitality employees include?

Drug testing for the hospitality industry includes pre-employment drug screening, random drug testing, testing with reasonable suspicion, and post-accident testing. Drug tests check for the presence of various substances. A basic drug test detects the presence of opiates, marijuana, cocaine, PCP, and amphetamines.


“Substance Use and Substance Use Disorder by Industry.” Substance Abuse and Mental Health Services Administration (SAMHSA),
“How to Handle Substance Abuse in the Hospitality Industry.” Your Restaurant Business, 23 May 2022,
“Federal Laws and Regulations.” Substance Abuse and Mental Health Services Administration (SAMHSA),
“Drug-Free Workplace Act.” U.S. Department of Labor, Employment and Training Administration,
“Americans with Disabilities Act of 1990, As Amended.”,
“Civil Rights Act of 1964.” GovInfo,
“H.R.1 – Family and Medical Leave Act of 1993.”,
“National Labor Relations Act.” National Labor Relations Board,
“About OSHA.” United States Department of Labor, Occupational Safety and Health Administration (OSHA),
Nagele-Piazza, Lisa. “OSHA Clarifies When Post-Accident Drug Testing Is Permitted.” Society for Human Resource Management (SHRM), 13 November 2018,
“Setting Up a Pre-Employment Drug Testing Policy.” Monster,