The surge in fentanyl abuse presents critical challenges to workplace safety, productivity, and the overall well-being of employees. Understanding these challenges and taking proactive measures are essential steps for employers. In a 2024 webinar, a LabCorp expert shed light on the impact of fentanyl in the workplace and outlined crucial actions employers should take to mitigate its risks. Here’s an in-depth look at what you need to know.
A Brief History of Fentanyl
Fentanyl, a powerful synthetic opioid, was first synthesized in 1959 and gained approval for medical use in 1968 due to its potent anesthetic and analgesic properties. While it has valuable medical applications, its misuse can be perilous. Over the years, various analogs of fentanyl have been developed, some intended for medical use and others for veterinary purposes. For example, Carfentanil, used as a tranquilizer for large animals, is 10,000 times more potent than morphine, highlighting the extreme danger of fentanyl and its analogs when misused.
The Escalating Threat of Fentanyl
The abuse of fentanyl has skyrocketed in recent years, resulting in a dramatic rise in overdose deaths. Data from the DEA shows that while cocaine seizures have declined since 2021, fentanyl seizures have steadily increased. The number of deaths attributable to fentanyl has also climbed sharply, with over 50,000 fatalities reported in 2023 alone, far outpacing those caused by cocaine, methamphetamine, heroin, and other opioids. This alarming trend underscores the urgent need for increased awareness and preventative measures, particularly within the workplace.
Fentanyl's Impact on Workplace Safety
Fentanyl’s effects extend beyond public health, posing significant risks to workplace safety and productivity. Employers must recognize the dangers associated with fentanyl use among employees and implement comprehensive drug testing and prevention programs. Recent studies from workplace labs reveal a concerning rise in fentanyl prevalence during drug tests. LabCorp’s research highlights a shift in polydrug use, notably the combination of heroin with designer opioids like fentanyl. Fentanyl remains the most dominant synthetic opioid among heroin users in the U.S., with no other designer opioid showing similar prevalence between 2016 and 2024. Alarmingly, nearly 3% of all workplace specimens tested for fentanyl were positive in 2023, a rate nearing that of marijuana.
Federal Regulations and Workplace Policies
Recognizing the growing threat, the federal government has moved to include fentanyl in standard drug testing panels. In 2023, the Department of Health and Human Services (HHS) proposed adding fentanyl to the federal workplace drug testing panel. By March 2024, guidelines were updated, recommending initial screening of each federal sample at 1 ng/mL, with confirmation testing for fentanyl and its metabolite, norfentanyl, at the same threshold. Once finalized, these guidelines are expected to influence Department of Transportation (DOT) regulations and workplace drug testing policies across multiple industries.
What Can Peak Do?
Fentanyl represents a grave threat to workplace safety, productivity, and the retention of top talent. By staying informed and vigilant, employers can take proactive steps to mitigate the risks associated with this powerful opioid. Peak Talent Capital Solutions is committed to helping employers prioritize the well-being of their workforce through comprehensive strategies, including:
Implementing Comprehensive Drug Policies: Ensure fentanyl is included in your workplace drug testing panels and policies.
Educating Employees: Provide ongoing education about the dangers of fentanyl and the importance of maintaining a safe work environment.
Offering Support and Resources: Facilitate access to counseling and rehabilitation services for employees struggling with substance abuse.
Additionally, Peak can provide the following:
Pre-Employment Drug Testing: Employers in Georgia who maintain a drug-free workplace program are required to drug test applicants who have received conditional offers of employment. More limited testing is permitted if conducted based on reasonable classifications of job positions. For example, employers may choose to test only applicants for positions that involve potentially dangerous activities, such as operating heavy machinery or carrying a weapon. Employers must include a notice about the testing requirement in job announcements or advertisements.
Other Reasons a Drug Test May be Necessary:
After an accident resulting in lost work time.
On reasonable suspicion of drug use, with documented reasons for suspicion made available to the employee upon request.
As part of a routinely scheduled fitness-for-duty medical examination.
After the employee returns to work following rehabilitation for a positive drug test (testing is not required if the employee entered rehab voluntarily rather than after a positive test).
Employers may also conduct random drug testing as part of their drug-free workplace program.
Note: When you have a doubt about your state's drug testing laws, it is best to consult a competent labor law attorney to make sure that they comply with all legal requirements.
By implementing these measures, Peak Talent Capital Solutions helps employers create safer, more productive work environments while safeguarding the health and well-being of their workforce.
About Peak Talent Capital Solutions
Founded in 2005 and headquartered in Augusta, Georgia, Peak Talent Capital Solutions is the industry leader in workforce and human optimization services. We offer bespoke candidate and employee screening and compliance services, helping employers make informed staffing decisions while fostering a culture of excellence and safety in the workplace.
Stay informed. Stay vigilant. Together, we can address the challenges posed by fentanyl and ensure a safer, more productive work environment.
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