Cannabis Use Disorder and Rising Hospital Visits: Why Employers Should Be Proactive Now

As marijuana laws continue to evolve across the country, many employers assume that legalization automatically means marijuana is harmless. Unfortunately, that assumption can create significant workplace risks.

Healthcare providers across the United States are reporting an increase in emergency department visits and hospitalizations related to cannabis use. While many individuals use marijuana without requiring medical care, high-potency cannabis products, edibles, concentrates, and synthetic cannabinoids have contributed to more cases involving serious physical and mental health complications.

What Is Cannabis Use Disorder?

Cannabis Use Disorder (CUD) is a recognized medical condition in the Diagnostic and Statistical Manual of Mental Disorders (DSM-5-TR). It occurs when an individual continues using cannabis despite experiencing negative consequences in their health, relationships, or daily responsibilities.

People with Cannabis Use Disorder may experience:

• Difficulty controlling or reducing marijuana use

• Cravings or urges to use cannabis

• Increased tolerance requiring higher doses

• Withdrawal symptoms when stopping use

• Reduced performance at work or school

• Continued use despite physical or psychological problems

  
  

According to the Centers for Disease Control and Prevention (CDC), approximately 3 in 10 people who use cannabis have Cannabis Use Disorder, with the risk increasing among individuals who begin using before age 18.

Healthcare systems have reported growing numbers of cannabis-related emergency department visits involving:

• Severe anxiety and panic attacks

• Acute psychosis or hallucinations

• Cannabinoid Hyperemesis Syndrome (CHS), causing severe nausea and uncontrollable vomiting

• Impaired driving crashes

• Accidental ingestion by children

• High-dose edible consumption

• Heart rhythm abnormalities and cardiovascular complications in susceptible individuals

  
  

Research has shown that cannabis-associated emergency department visits have increased over time, and states with expanding cannabis markets have reported higher rates of visits related to cannabinoid hyperemesis syndrome and other cannabis-associated conditions.

Today's cannabis products often contain significantly higher THC concentrations than products available decades ago. Many concentrates and vape products exceed 70% THC, with some approaching 90%, increasing the likelihood of adverse reactions among susceptible users.

Whether marijuana is legal in your state is only one piece of the conversation.

Employers remain responsible for providing a safe workplace. Impairment on the job can increase the risk of:

• Workplace accidents

• Injuries

• Reduced productivity

• Poor decision-making

• Increased absenteeism

• Higher workers' compensation costs

  
  

Safety-sensitive positions deserve particular attention, but every workplace benefits from having clear expectations regarding drug and alcohol use.

A successful Drug-Free Workplace Program is more than a written policy. It is an ongoing commitment to education, communication, and employee support.

Employers should consider taking these proactive steps:

• Review Your Drug-Free Workplace Policy

Ensure your policy reflects current state laws, addresses marijuana and cannabis products clearly, defines prohibited conduct, and outlines testing procedures and consequences consistently.

• Educate Your Workforce

Employees often receive conflicting information about marijuana. Providing factual education helps employees understand the difference between legality and workplace safety.

• Use Team Meetings and Safety Huddles

Short discussions during regular team meetings can reinforce important policy expectations. Consider reviewing one section of your Drug-Free Workplace Policy each month so employees remain familiar with workplace expectations.

•  Train Supervisors

Supervisors should know how to recognize potential impairment, document observations objectively, and respond appropriately according to company policy.

• Offer Employee Assistance

Many employees who struggle with substance use benefit from early intervention. An Employee Assistance Program (EAP) or other readily available community resources can provide confidential support before problems escalate.

Employers cannot eliminate every risk, but they can reduce risk through preparation, education, and consistent policy enforcement.

As cannabis products become more potent and cannabis-related emergency department visits continue to rise, organizations that invest in a comprehensive Drug-Free Workplace Program are better positioned to protect their employees, reduce liability, and maintain a safer, healthier workplace.

At Working Partners®, we help employers build safer, healthier, and more productive workplaces through compliant Drug-Free Workplace Programs, supervisor training, policy development, employee education, random testing programs, and ongoing compliance support.

If it's been more than a year since you reviewed your Drug-Free Workplace Policy, now is the perfect time. Give us a call today to review your current Drug-Free Workplace Program.

Working Partners®

📞 614-337-8200

🌐 www.workingpartners.com

Helping employers build safer, healthier, and more productive workplaces.

References

1. American Psychiatric Association. Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition, Text Revision (DSM-5-TR). American Psychiatric Publishing; 2022.

2. Centers for Disease Control and Prevention. Cannabis Facts and Stats. Updated March 7, 2025.

3. National Institute on Drug Abuse (NIDA). Cannabis (Marijuana) DrugFacts. Updated September 2024.

4. Holland GT, Baldwin AM, Vivolo-Kantor A, et al. Trends and Characteristics of Cannabis-Associated Emergency Department Visits in the United States. Drug and Alcohol Dependence.