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Kentucky Drug Testing

Last updated : May 12, 2025

Yes, we have thousands of Kentucky drug testing locations. However, you realize USA Mobile Drug Testing will come to you, right? Just let us know when and where. We’ve got you covered from there.

We do it all—24/7/365!

Call us at 800-851-2021 to schedule a Kentucky drug test now!

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Kentucky drug testing locations

Don’t worry if your city isn’t listed. Just call 800-851-2021. We’ll be happy to assist you in finding a location nearby. However—and we’re sure to mention it during the conversation—you might decide to have us come to you instead.

That’s right. You’ll never have to search for “drug testing near me” again! We’ll send a mobile collection specialist to your location, anywhere throughout the state— 24/7/365.

Employees on the job site? We’ll find them.

Night shift coming due for the annual fitness-for-duty drug test? Why not have us show up during their shift rather than interrupting their sleep schedule to report for testing during normal business hours? The phrase “drug testing near me” takes on an entirely new meaning when the test rolls right up to your location, doesn’t it?

We offer employee education classes, management training, and DOT services. We can also create your company’s drug-free program. We’ll even customize your policies to specifically meet the needs of your business.

    • 141 N Eagle Creek Dr. Ste 203
    • Lexington, KY 40509
    • 800-851-2021
    • 1169 Eastern Pkwy Ste 2343
    • Louisville, KY 40217
    • 800-851-2021
    • 4345 Mount Moriah Ave, Unit 7
    • Owensboro, KY 42303
    • 800-851-2021
    • 101 Medical Heights Dr. Ste G
    • Frankfort, KY 40601
    • 800-851-2021

Marijuana laws

Recreational marijuana use is strictly prohibited in Kentucky.

On January 1, 2023, medical marijuana became legal for anyone suffering from a list of 21 medical conditions.

They are:

  • Cancer
  • Amyotrophic Lateral Sclerosis (ALS) or Lou Gehrig’s disease
  • Epilepsy
  • Intractable seizures
  • Parkinson’s disease
  • Crohn’s disease
  • Multiple sclerosis
  • Sickle cell anemia
  • Severe and chronic pain
  • Post Traumatic Stress Disorder (PTSD)
  • Cachexia or wasting syndrome
  • Neuropathies
  • Severe arthritis
  • Hepatitis C
  • Fibromyalgia
  • Intractable pain
  • Muscular dystrophy
  • Huntington’s disease
  • Human Immunodeficiency Virus (HIV) or Acquired Immune Deficiency Syndrome (AIDS)
  • Glaucoma
  • A terminal illness

Those who qualify for medical marijuana use must obtain valid written certification from a doctor. The certification enables them to legally purchase marijuana from another state. The patient must keep their sales receipt as documentation of when and where the marijuana was purchased. Additionally, caregivers of these patients may purchase the marijuana for the individual, but may not use it themselves.

Kentucky drug testing laws

The state of Kentucky is among the many states that have specific laws regarding drug and alcohol testing for employment and pre-employment purposes. In order to protect the welfare of employees and of the public, Kentucky drug testing and alcohol testing laws for workers in the transportation and mining industries are mandatory. School bus drivers, school bus mechanics, and commercial drivers can be randomly tested for traces of drugs or alcohol in their systems. Employers are encouraged to adopt a drug-free workplace program. Discounts on workers’ compensation insurance premiums and other incentives are awarded to employers who voluntarily apply for Drug-Free Workplace certification.

The State of Kentucky’s commitment to Drug-Free Workplace programs also allows companies to have comprehensive drug testing policies regardless of whether the business wishes to be certified as a drug-free workplace or not, provided the company complies with all drug testing laws.

Companies may utilize pre-employment, reasonable suspicion, and post-accident testing. Also, drug testing laws may provide protection to an employer when action is taken against an employee who violates the company’s drug and alcohol policies.

Studies have shown that substance abuse among employees has serious repercussions for both the working environment and the economic success of the business. As a result of drug and alcohol abuse, employers see increased costs related to medical fees, absenteeism, and overall productivity.

Kentucky companies wishing to implement a drug-free workplace can contact an accredited drug testing company that can schedule all drug tests. Employers only need to contact a representative from one of these companies and inquires about all drug testing services and programs.

One type of drug testing company is a mobile drug testing company. In order to provide convenience and confidentiality, mobile drug testing companies will offer online scheduling and fast delivery of test results, which allow employers to utilize the company’s services from the convenience of their office. Additionally, mobile drug testing companies can bring drug testing services to the workplace. On-site services help ensure maximum employee participation, as well as minimum disruption to the work day.

Kentucky drug-free workplace

Federal law places few limits on employer drug testing, although the federal government requires testing by employers in a few safety-sensitive industries (including transportation, aviation, and contractors with NASA and the Department of Defense). Federal law neither requires nor prohibits drug testing for private employers. Rather, state and local laws determine whether an employer may test employees and applicants for drugs.

The State of Kentucky recognizes the benefits of a Drug-Free Workplace and encourages businesses throughout the state to strive for a drug-free environment. One of the primary benefits a business in Kentucky can receive is a 5 percent discount on a company’s workers’ compensation insurance premium. To qualify the business must be certified as a drug-free workplace and fully complies with all of the requirements of the Kentucky Drug-Free Workplace law.

An employer who wishes to have his or her business receive certification as a Kentucky Drug-Free Workplace must comply with the following requirements:

  • Have a written drug and alcohol policy and distribute it to all employees
  • Utilize an 11 Panel drug test and breath alcohol test for employees
  • Employee drug testing (Pre-employment, random, reasonable suspicion, post-accident)
  • Certified laboratory and Medical Review Officer required
  • Employee assistance program for substance abuse treatment
  • Complete the Kentucky Drug-Free Workplace application for certification
  • Submit renewal applications annually
  • Supervisor and employee education program
  • Maintain all other requirements of Kentucky Drug-Free Workplace Program

Kentucky’s Drug-Free Workplace requires a breath alcohol test in addition to an 11-panel urine drug screen in the following circumstances:

  • After a conditional offer of employment
  • After being selected using a statistically valid, unannounced valid method
  • Upon reasonable suspicion of prohibited use
  • Post-accident
  • Follow up/Return to Duty after an employee tests positive and completes a drug and alcohol rehabilitation program

Kentucky employers who want to establish a drug-free workplace must drug test applicants after making a conditional offer of employment. They also must test employees:

  • On reasonable suspicion of drug use
  • Following a workplace accident that requires medical care for at least one person
  • As a follow-up to an EAP or a rehabilitation program for drug use
  • As selected in a statistically valid, unannounced, random selection program

Alcohol testing

Kentucky employers must test for alcohol after making a conditional job offer to an applicant. They also must test employees for alcohol:

  • On reasonable suspicion of alcohol use
  • Following a workplace accident that requires medical care for at least one
    person
  • As a follow-up to an EAP or a rehabilitation program for alcohol use

Legal claims for drug testing

Even though Kentucky law allows employers to drug test, employees and applicants may have legal claims based on how the test was conducted, who was tested, or how the results were used. Here are some examples:

  • Disability discrimination – An applicant or employee who is taking medication for a disability is protected by the Americans with Disabilities Act (ADA). Some prescribed medications turn up on drug tests, and some drugs that would otherwise be illegal (such as opiates) are legitimately prescribed for certain conditions. If an applicant is turned down because of a positive drug test, and the applicant’s medication was legally prescribed for a disability, the company could be liable (unless the drug is medical marijuana).
  • Other discrimination claims – An employer who singles out certain groups of employees—for example, by race, age, or gender — for drug testing could face a discrimination claim.
  • Invasion of privacy – Even an employer who has a legitimate reason to drug test an employee might violate the employee’s privacy in the way the test is conducted. For example, requiring employees to disrobe or provide a urine sample in front of others could be a privacy violation, depending on the circumstances.
  • Defamation – An employee might have a valid claim for defamation if the employer publicizes a false positive result, or if the employer acts in bad faith and knew (or should have known) that the result was incorrect.

Testing methods

Blood testing is rarely used for employee drug testing due to its expense and highly invasive nature. Blood tests detect the parent drug rather than drug metabolites. Therefore, the detection window is mere hours for nearly all drugs. However, methamphetamines remain in the blood for one to three days.

The test must be administered in a medical setting by trained medical personnel. It’s often reserved for post-accident testing when determining

There are three primary test methods used for employee drug testing. They are urine, mouth swab, or hair follicle drug tests. Kentucky’s drug-free workplace requirements don’t include using a specific drug test. Therefore, employers who aren’t mandated to use the DOT drug test can use any of the testing methods that they choose.

Urine drug test

The urine drug test tops the charts as the most used employee drug testing method. As a matter of fact, it was the only drug testing method available for many years. However, over the years, drug users became more capable of finding successful ways to adulterate this test. Scientists invented both the mouth swab test and the hair follicle test in an attempt to combat that problem.

Today, urine tests have become extremely effective at detecting drugs and adulterants or other attempts to falsify these tests. Drug users still try, however, and discover the hard way that shouldn’t have been their chosen course of action.

The identification period is drug-specific and varies from mere hours up to three weeks or so. Marijuana is the exception to the rule as chronic users can test positive for THC for over thirty days.

These tests are cost-effective and produce accurate results. If the immunoassay (IA) test shows a positive result, the sample is sent on for confirmation testing using the gas chromatography/mass spectrometry (GC/MC) test. This test also specifies the drug(s) and drug level(s).

Results return in less than a week.

Mouth swab test

This method also goes by the names of saliva or oral fluids test. It’s in the midrange in regard to cost being more expensive than the urine test but less expensive than a hair test.

The mouth swab test detects recent and even current impairment for some drugs. The window of detection is the shortest of the three primary methods, however, only lasting up to seventy-two hours depending on the drug. For instance, marijuana is only detected on this test for about twenty-four hours no matter how often the drug is ingested.

Mouth swab testing technology is becoming more and more sophisticated and the results are extremely accurate. Consequently, it’s virtually impossible to switch the specimen as the test subject never leaves the testing technician’s sight. Moreover, attempts to falsify the test using mouthwashes or other adulterants claiming to mask or “detoxify” the drug metabolites in the body are false. The body is constantly producing saliva and it will be collected by the mouth swab.

At the lab, the mouth swab samples undergo an IA test and those yielding positive results go on for the GC/MS test for confirmation. The second test also determines the drug type and level found in the system.

Employers receive the results in a couple of days.

Hair follicle testing

The hair follicle test is unique in that it identifies any and all drug use for a 90 day period. It’s more expensive than either the urine or saliva drug tests. However, the extended detection period outweighs the cost in the eyes of many. In fact, some employers in the trucking industry require their employees to submit to both the DOT drug test and the hair follicle test. They choose to incur the added expense of additional drug testing to have access to the extended detection period.

In addition, the hair follicle test is impossible to falsify. Drug metabolites store themselves throughout the body until excreted. Those that stow away in the hair follicle, actually grow out into the hair shaft becoming a part of the hair. Moreover, there’s no way to rid the hair of them or to cover them with a substance that will hide them from the test.

We determine the 90-day detection period by hair length. Human hair grows at the rate of about 1/2 inch per month. The standard test length for the hair follicle test is one and one-half inches. Thus, one and one-half inches equals ninety days. However, laboratories honor requests to extend the detection window even further by increasing the length of hair tested.

It won’t be much longer before the DOT drug test changes from the urine test to the hair follicle test. The request is currently making its way through the chain of command and isn’t expected to meet with resistance at any point along the way.

Comparatively, it takes about a week to receive results.

Drugs detected

The standard 5 panel employee drug test is widely used by employers of the general workforce. As its name implies, it accurately detects five of commonly abused drugs in the workplace. The drugs identified on the test typically include amphetamines, cocaine, opiates, marijuana, and PCP.

However, some employers choose to use a more extensive test and look to the 9, 10, or 12 panel drug tests. USA Mobile Drug Testing offers these test panels, however, we don’t limit employers to the drug panels we placed on them. Employers are free to swap a drug on the test panel for another, can add additional drugs to the test panel they’ve chosen, or even create their own unique drug screen panel.

Moreover, we have the capability to test for all manner of drugs, including “specialty” drugs such as bath salts, K2, steroids, or synthetic opioids.

Some specific drug identification periods

We’ve mentioned that the specific length of drug detection varies, with the exception of the hair follicle test. Some examples of detection periods follow:

  • Amphetamines and methamphetamines are detected on the urine test for two or three days, but habitual use may show up for four days. The saliva test identifies amphetamines for twenty-four to forty-eight hours.
  • Barbiturates remain detectable in urine for up to three weeks and in the saliva for up to three days.
  • Benzodiazepines show up in urine tests for up to ten days and in the saliva for about two and a half days.
  • Cocaine is traceable in urine tests for up to three days and in the saliva for up to two days.
  • It takes a couple of hours for ecstasy to show up in a urine test and it can be identified between one and three days thereafter. Saliva tests pick up on ecstasy in as little as 15 minutes after taking the drug. It remains traceable for one or two days.
  • Synthetic opioids, such as oxycodone, hydrocodone, and hydromorphone, are identifiable in urine between two to four days. Saliva tests vary a bit more ranging from up to 12 to 48 hours depending on the frequency of use.
  • Methaqualone detection lasts up to three days when using a urine drug test. The saliva test detects this drug for at least one day, however, if used frequently it shows up for a longer period of time.

DOT information

The DOT (Department of Transportation) was created to regulate the safety-sensitive workforce through the following administrations.

  • Federal Motor Carrier Safety Administration
  • Federal Railroad Administration
  • Federal Aviation Administration
  • Federal Transit Administration
  • Pipeline and Hazardous Materials Safety Administration
  • United States Coast Guard

The goal of the DOT is to ensure the safety of the general public as they travel by land, air, or sea. One of the regulations includes safety-sensitive employee drug testing. Employers regulated by the DOT implement the following employee drug tests:

The DOT mandates the use of the urine drug test that includes a specific drug panel.

DOT drug test

The DOT drug test requires employers to test for five of the most commonly abused drugs in the workplace. They are amphetamines, opiates, cocaine, marijuana, and PCP (phencyclidine). However, in a direct attempt to combat the growing opiate addiction crisis plaguing our nation, they added four semi-synthetic opioids to the test panel in January 2018.

Hydrocodone, hydromorphone, oxycodone, and oxymorphone are highly addictive pain medications. Heavily prescribed by physicians for years, these drugs are highly addictive. Sadly, many who found themselves craving the drugs when they were no longer prescribed the medication turned to the black market. Or, perhaps, in an attempt to feed the addiction when their drug of choice became too costly, they turned to heroin use instead.

The DOT has long considered switching from the urine drug test to the hair follicle drug test. We previously stated that the official request is currently making its way through the chain of command. Many expect it to complete the process in the near future. In the meantime, the oral fluid test has been approved for use as soon as there are two SAMHSA-certified laboratories available to process the tests.

FMCSA Drug and Alcohol Clearinghouse

The FMCSA Clearinghouse has been up and running for over three years now. It tracks safety-sensitive employees that have outstanding drug or alcohol violations. Employers no longer need to conduct manual inquiries with previous employers in addition to the Clearinghouse query. Only Clearinghouse queries are necessary.

Now, it’s virtually impossible for drivers with violations to obtain a job with a new employer by simply not listing the employer they worked for when receiving the violation. Furthermore, less-than-honest drivers with drug or alcohol violations can no longer pick up and move to another state to apply for a new CDL. The Clearinghouse links the driver to his old CDL, thereby, maintaining complete and accurate information.

Drivers from Canada and Mexico who transport goods in the U.S. must be listed in the database as well.

Once a driver successfully completes their return to duty process, they will be allowed to operate a commercial motor vehicle again. However, records of drug and alcohol violations will remain on file in the Clearinghouse for five years or longer if the driver hasn’t yet completed the return to duty process.

Frequently Asked Questions

Will I lose my job if I refuse the random drug test at work?

If your employer does random drug tests and you’re chosen, you’re supposed to take the test. Consequently, if you refuse, your employer has the right to terminate you.

I was involved in an accident at work and tested positive for pot. I did smoke a joint the weekend before but not the day of the accident. They disqualified my workers’ comp. Can they do that?

Yes. There is no marijuana test for current impairment at this time. Therefore, having marijuana in your system leaves reasonable suspicion that you may have been impaired at the time of the accident.

I’m an owner-operator, so it’s just me. Do I have to register for the Clearinghouse and submit a query on myself?

Yes, you have to be accounted for in the database. Your C/TPA (consortium/third-party administrator) can conduct your queries on your behalf. If there should be a drug or alcohol violation, the C/TPA is responsible for reporting to the Clearinghouse.

So, do I have a right to see what the Clearinghouse says about me?

Yes. Drivers can access the database free of charge at any time. Head over to the website to get signed up.

They legalized medical marijuana. I’ve got Crohn’s disease and have medical authorization to use it. What happens if I pop positive on the test though?

Employers hold the right to make that decision. What’s your company’s drug policy say about marijuana? If they don’t stipulate allowing for medical conditions, they have no choice but to follow company policy. In most cases, employees are terminated.

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