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next year to year-and-a-half. The other action that employers are planning to take in the upcoming 12
to 18 months (only seven per cent have done so already) is to train managers to handle cannabis in the
workplace. Doing so is particularly important, given that impairment of employees in the workplace can
pose a significant risk to the health and safety of the organization.
It is perhaps surprising that, even though medical cannabis has been legal in Canada for almost two
decades, only three per cent of organizations currently cover it under their drug benefits plan and only
another eight per cent plan to consider doing so in the next 12 to 18 months.
Prevalence of cannabis use
Feedback from employees gathered in the Mental Health Priorities 2017 research suggests that employers
should not expect a large surge in cannabis usage with legalization.
Employees were asked whether they had used cannabis in the last year. Those responses were then
broken out by region:
Prevalence of Cannabis usage in the last year
20
15
10
0 5 19% 15% 13% 13% 12% 9% 13%
British NFL, NB, Ontario Manitoba, Alberta Quebec Canada
Columbia NS, PEI Saskatchewan
The research shows that employees in British Columbia are most likely to use cannabis, while those in
Quebec are least likely to do so.
Employees were also asked what impact, if any, legalization would have on their cannabis usage.
Usage very likely to increase in the next year Developing and implementing a
25 cannabis strategy
Addressing cannabis in the workplace
22% 21% effectively, like so many other
20 20% 19% human resources issues, requires the
17% development and implementation of a
16%
15 cannabis strategy, rather than merely
12% introducing a new policy. The following
10 points highlight key considerations
in developing a holistic strategy that
covers communication and training,
5 and also aligns with other sources of
employee support.
0
Alberta NFL, NB, Ontario Manitoba, British Quebec Canada • Recognize that an alcohol/substance
NS, PEI Saskatchewan Columbia abuse policy may not be appropriate
for cannabis.
cannabis, while those in Quebec are least workforce demographics that may lead Unlike in the case of alcohol, testing
for cannabis intoxication may not be
While legalization seems to be a persuasive factor in the Prairie provinces leading to increased usage,
likely to do so. Employees were also asked
to workforce issues with cannabis:
what impact, if any, legalization would have
cannabis does not seem to be something Quebec employees plan to use as much as the rest of the
2
The legalization of cannabis: impact for the workplace | October 2018 • Cannabis use decreases with age conclusive. be Tetrahydrocannabinol
in
the
(THC)
can
present
on their cannabis usage.
• Women are less likely than men to use
country, now or in the future. cannabis bloodstream for a long period of
Employees were asked whether they
time without necessarily causing
• Cannabis use is not an “employees
had used cannabis in the last year.
There were some other findings from this research that help pinpoint workforce demographics that may
impairment. In addition, alcohol is
Those responses were then broken out
only” issue. Managers are just as
lead to workforce issues with cannabis: likely to use cannabis – and may be not medicinal, but cannabis can be the
by region:
While legalization seems to be a
• Cannabis use decreases with age slightly more inclined to do so after best treatment for some conditions.
That means that there may be
persuasive factor in the Prairie provinces
legalization
leading to increased usage, cannabis
• Women are less likely than men to use cannabis • Cannabis use is most prevalent in situations where cannabis use at work
does not seem to be something Quebec British Columbia and least prevalent in is permitted.
• Cannabis use is not an “employees only” issue. Managers are just as likely to use cannabis – and may
Quebec
employees plan to use as much as the
rest of the country, now or in the future.
be slightly more inclined to do so after legalization • Take the time to educate and
communicate with all employees.
ere ere so e ot er nd n s
from this research that help pinpoint
• Cannabis use is most prevalent in British Columbia and least prevalent in Quebec Companies should introduce any
changes or new policy with a
discussion about the legalization of
Cannabis usage in last year by age and gender cannabis and clear messages about
what will and won’t be allowed in
35
35
32% the workplace. That conversation
30 Male should communicate that “legal” is
30
Female not synonymous with “risk free” and
25%
25 that the purpose of the new policy is
25
22%
safety. Any new policy, along with its
20 rationale and enforcement, should
20
15 15 14% 13% be spelled out clearly. Employers
10% 10% should invite employees to share their
10 10 concerns and address them.
6% 7% 5%
5 5 • Appoint a single point of contact in
human resources (HR) to deal with
0 0
51-60
61 and >
41-50
<30 31-40 41-50 51-60 61 and > issues relating to cannabis in the
<30
31-40
workplace.
Having a lead HR person to deal with
Do these findings mean that Quebec-based organizations with sta„ that are primarily older women in
workplace issue, it is still prudent for all
o t ese nd n s ean t at ue ec-
all issues related to cannabis use will
organizations to be prepared to manage
based organizations with staff that
ensure
non-managerial positions need to be less concerned about having policies in place to address cannabis that any new policy is applied
cannabis in the workplace. Doing so
are primarily older women in non-
use than other employers? While those organizations may be statistically less likely to have a workplace
consistently. That person will also be
managerial positions need to be less
removes ambiguity for employees and
able to track any recurring issues so
issue, it is still prudent for all organizations to be prepared to manage cannabis in the workplace. Doing
concerned about having policies in place
lessens the risk to workplace safety.
that the organization can spot any
so removes ambiguity for employees and lessens the risk to workplace safety. need or c ar cat on.
to address cannabis use than other
employers? While those organizations
may be statistically less likely to have a
Developing and implementing a cannabis strategy
24 LBMAO Reporter - November-December 2018 www.lbmao.on.ca
Addressing cannabis in the workplace e„ectively, like so many other human resources issues, requires
the development and implementation of a cannabis strategy, rather than merely introducing a new
policy. The following points highlight key considerations in developing a holistic strategy that covers
communication and training, and also aligns with other sources of employee support.
• Recognize that an alcohol/substance abuse policy may not be appropriate for cannabisˆ
Unlike in the case of alcohol, testing for cannabis intoxication may not be conclusive.
Tetrahydrocannabinol (THC) can be present in the bloodstream for a long period of time without
necessarily causing impairment. In addition, alcohol is not medicinal, but cannabis can be the best
treatment for some conditions. That means that there may be situations where cannabis use at work
is permitted.
The legalization of cannabis: impact for the workplace | October 2018 3