Although non-medical and recreational use of marijuana remains illegal in Canada, its use for medical purposes is permitted under the Regulations to the Controlled Drugs and Substances Act, creating a need for employers to ensure that their policies accommodate employees’ needs while balancing impairment and safety concerns. It is recommended that employers require medical proof of prescription and details regarding the frequency, volume and method of ingestion, as well as updating drug and alcohol policies; modifying human rights and accommodation policies; introducing protocols; establishing a framework for testing impairment; and training management on the application of all policies.
