Employer drug screening when you're an ADHD patient can seem intimidating, especially considering that stimulant medications used for ADHD treatment will typically result in positive screening results for amphetamines. This page provides practical insights and legal considerations to help you confidently navigate employer drug screening as an ADHD patient.

Understanding Employer Drug Screening and the ADA

Workplace drug screening is a common practice, and the Americans with Disabilities Act (ADA) does not prohibit it. The ADA protects against discrimination based on disabilities but does not shield the disabled from mandatory drug screening. This may force some employees to disclose their medical conditions, even when they might not deem it necessary or relevant for their employment.

Disclosing ADHD Medication Use

ADHD medications like Adderall and Ritalin fall under the category of amphetamines and can show up in drug tests. Transparency in this situation is key.

• Disclosure Form: Before undergoing a drug test, you may receive a form where you can list all the medications you're currently taking or have recently taken. This should include your ADHD medication. If possible, bring a prescription bottle with your name on it in order to verify that you have obtained your prescription legally.
• Employers do not typically require anything more than your prescription bottle. However, if they require written documentation from your doctor verifying your prescription, please let your provider know at the beginning of your next appointment, and they will quickly write you a letter confirming you’re an established patient with our clinic and receiving prescription treatment for ADHD.
• After Screening: If you've already taken the test without indicating your medication, you should still have the opportunity to explain any positive results before they are reported to your employer or prospective employer.

Knowing Your Rights

You must be allowed to present medical evidence to document your medical condition and medically prescribed treatment before results are reported to your employer or prospective employer and before any decision is made leading to job loss or other adverse actions resulting from a positive drug screening.

You have the right to request a second, independent test to confirm the results and to be provided with a written copy of the test results.

You have the right to keep any medical information disclosed during the drug testing process as confidential as possible.

Conversations with Your Employer

Balancing transparency and privacy can be difficult. Some experts recommend being forthright with your employer about your medical condition and medications to prevent any surprises.

We recommend letting your employer know only if they directly ask due to positive drug testing results or if we need to request work accommodations. Often employers will hire a lab or drug screening company that you can disclose to without disclosure to your employer.

This is a personal decision, and you should consider potential implications, including unwanted biases or discrimination.

Safeguarding Your Rights

Should you feel discriminated against based on the drug screening results, you can file a complaint with the Equal Employment Opportunity Commission (EEOC).