As cannabis use becomes increasingly accepted and legalized across the U.S., it’s essential for HR professionals, managers, and business owners to stay informed about its potential health issues and the possible need for accommodations under the Americans with Disabilities Act (ADA).
Want to learn more? Check out my training on “Marijuana in the Workplace” in my online, learning management system.
While marijuana is often perceived as a safer alternative to other substances, research has revealed both physical and mental health concerns associated with long-term use—some of which may require workplace accommodations even if your organization has a no-drug policy.
Even if workplace policies prohibit drug use (aka: a zero tolerance policy), conditions that arise from short-term or long-term marijuana use may require accommodations, regardless of marijuana’s legal status in a particular state (cannabis is legal in 38 states for medical use and 24 states for recreational use).
It’s vital to recognize that even if cannabis use is prohibited, health conditions arising from marijuana use could still fall under ADA protections, requiring an interactive approach to consider reasonable accommodations. Establishing clear policies on drug screening/ drug use and ensuring ADA compliance can support both employee well-being and workplace safety.
Additionally, in 2024 the Drug Enforcement Administration has initiated a review to potentially move cannabis to the less-restrictive Schedule III.
Resource https://askjan.org/disabilities/Drug-Addiction.cfm
Health Risks Associated With Cannabis Use
- Cannabinoid Hyperemesis Syndrome (CHS): CHS is a puzzling gastrointestinal condition linked to chronic, heavy marijuana use, causing repeated bouts of nausea, vomiting, and abdominal pain. This condition often requires medical intervention and may necessitate accommodations for affected employees, including modified schedules or leave time.
- Mental Health Risks: Cannabis can exacerbate or contribute to serious mental health issues, such as psychosis. Known as “substance-abuse psychosis,” this condition can cause temporary delusions, paranoia, or hallucinations. For some, these episodes may be mild, but in severe cases, they can lead to hospitalization. Employees dealing with such mental health effects may be protected under the ADA, necessitating workplace adjustments.
- Cannabis Use Disorder: While cannabis is often viewed as non-addictive, research indicates that one in five cannabis users develops an addiction. Known as cannabis use disorder, symptoms resemble those of other substance dependencies, including cravings, increased tolerance, and difficulty quitting. This disorder can lead to serious personal, financial, and legal problems.
- Heart Disease: Recent studies also link cannabis use to physical health risks, including heart disease. Conditions like these can impact job performance, particularly in physically demanding roles, and may lead to requests for accommodations if health is compromised.
