Australian workplace drug detections are moving ‘in the wrong direction’

Latest drug detection rates within workplaces are signalling the need for employers to adjust processes and policies in line with the changing stimulant landscape.

The Drug Detection Agency (TDDA) is urging employers to consider the approaching the end of year as an opportunity to review health and safety systems, as drug detections are following a concerning trend.

According to Q3 2026 data from the TDDA, detections rose to 3.4 per cent following a 3 per cent rate in Q2, with cocaine detections up 7.4 per cent year on year (YOY) and amphetamine-type stimulants, including methamphetamine, up 21.4 per cent YOY.

Further, stronger regional patterns emerged, with cocaine detections up 41 per cent in NSW YOY and 110.9 per cent YOY in Queensland. ATS detections were particularly increased in Victoria and Western Australia, rising 24.7 per cent and 30.1 per cent, respectively.

TDDA chief executive Glenn Dobson told HR Leader that some fluctuations are natural, but certain changes will be a greater concern if rates continue to rise.

With regards to the significant rate of ATS detections for a number of quarters, Dobson identified the concern as it related workplace safety.

“Some of the challenges with methamphetamine use, for example, are that it is addictive, contribute to risk-taking behaviours by its users, and the significant fatigue and ‘down’ users can experience when coming off a high,” he said.

Regarding cocaine, he noted that the steady increase aligns with an increased supply and demand globally.

In this way, policy and processes should be adjusted accordingly.

Reflecting on pitfalls employers and policies are prone to, Dobson highlighted irregular policy review, policy that doesn’t align with past findings, failing to follow the procedures – which can expose the employer to legal risks if decisions are challenged – failing to train new staff and not using regional and industry-specific trends as the most common.

“One set of challenges our clients appreciate that we help them to solve is related to trying to manage workplace drug and alcohol testing in-house. Sometimes organisations try to accomplish this, viewing it as a cheaper option for them,” he said.

Dobson explained that this assessment fails to account for difficulties arising from staff doing testing on other staff, raising compliance issues with regard to Australian Standards, and securing the data.

“Getting any of this wrong can turn an apparent initial saving into a costly legal mistake with potential consequences for workplace culture and the organisation’s reputation,” he said.

“A comprehensive drug and alcohol policy should be supported by clear procedures, appropriate testing and education that gives managers and employees the knowledge to recognise and respond to potential risks.”

At the same time, “employers need to be aware that the policy is the foundation of their D&A regime. It has to align with their workplaces, its risk profile and its culture, and it has to be followed to ensure the practices of the workplace are legally sound”.

Further, it is recommended that employers pay attention to the type and frequency of testing, and consider random testing programs where appropriate.

“We caution any employer against viewing a drug test or set of drug tests in a singular location in isolation,” he said, noting that employers should be working with external drug testing partners that can carry out the testing, provide real-time reporting and ensure the data is accessible, such as on secure electronic portals and board-level dashboard reports.

“A broader view and analysis of testing data can help employers identify patterns across their operations, better understand how their risk profile is changing over time and make more informed decisions about managing those risks.”

Dobson reinforced that education and clear workplace processes are as crucial as the foundation that testing provides.

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