Medicinal cannabis has been legal in the UK since 2018, yet many employers are still unsure how to handle it in practice.
Employees can lawfully use medicinal cannabis where it has been prescribed by a specialist and supported by medical evidence. In those circumstances, it should not be treated the same as recreational drug use.
Cannabis is usually prescribed where other treatments have been ineffective and is used to manage symptoms, helping people function more comfortably and consistently, including at work.
Examples include – chronic pain (arthritis, nerve damage, spinal injuries), fibromyalgia (pain, fatigue, sleep disruption), multiple sclerosis (muscle stiffness, spasms), severe anxiety or PTSD (where standard treatments have failed), cancer-related symptoms (pain, nausea, appetite loss).
For employees, appropriate treatment can lead to better symptom control, improved focus, reduced absence, and greater consistency at work.
What does this mean for employers?
⚠️ Disclosure is key – employees should inform the employer if they are taking prescribed medication that may affect their ability to work safely or may show up on a drug test. Policies should reassure them that this information will be treated confidentially, handled sensitively, and will not automatically trigger disciplinary action.
⛑️Safety-critical roles require careful assessment, even when use is lawful, employers should assess potential impairment and consider temporary adjustments, alternative duties, or restrictions where appropriate.
🧪Drug testing must be handled with care because a positive result should not automatically trigger disciplinary action without medical context and risk assessment.
🚦Drug and alcohol policies should clearly distinguish between illegal substances and prescribed medication, and set out disclosure and assessment processes.
Handled well, these conversations protect both employee wellbeing and workplace safety, without stigma or assumptions.