WA WorkSafe has issued a guidance on medicinal cannabis in the workplace, in which they remind employers of their duty to ensure the health and safety employees. They advise employers that the risks from employees taking medicinal cannabis can be managed in the same way that they manage other prescription medications that can cause impairment in the workplace.
In developing policy and procedure to manage the risk, employers must consider the potential impact on other employees and other people in the workplace. It is essential to consult with employees, HSRs and OHS Committees in the development of practical policy to manage any medicinal cannabis risks.
Employer policies should clearly outline expectations, thresholds, prohibitions and consequences for violations. Appropriate inclusions in a medicinal cannabis policy and procedure are –
- Identification of roles and tasks where impairment may present a risk to health and safety, including critical work
- Provision of a process for employees to confidentially notify management that they are utilising medicinal cannabis
- Provision of an assessment process including medical advice on fitness for work
- Performance of a risk assessment and modification of work tasks where required
- Running an education and awareness program for employees, supervisors and management
If an employee is in a role where impairment may present a risk, it is the employee’s responsibility to notify management that they are taking a prescribed medicinal cannabis product. Employers may be required to make reasonable accommodations for affected employees, which, depending on the workplace, may include measures such as adjusting work schedules or modifying job duties.
Read more: Medicinal cannabis in the workplace: Information sheet - WorkSafe – DEMIRS
