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Missouri Drug Testing

Last updated : May 12, 2025

We have thousands of Missouri 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 Missouri drug test now!

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Missouri 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.

    • 3302 S National Ave Ste B
    • Springfield, MO 65804
    • 800-851-2021
    • 2475 Broadway Bluffs Dr. Ste 12
    • Columbia, MO 65201
    • 800-851-2021
    • 19550 East 39th St S Ste 330
    • Independence, MO 64057
    • 800-851-2021
    • 1201 Wentzville Pkwy Ste 117
    • Wentzville, MO 63385
    • 800-851-2021

Missouri drug testing laws

Missouri drug possession laws are among the toughest in the country. The state even drug tests newborns. The mother isn’t arrested if the child’s tests are positive, but the baby may be taken from the mother. DFS (Division of Family Services) definitely gets involved to ensure the child’s well-being from that point forward.

In 2011, Missouri voted to drug test a welfare applicant or current recipient who exhibits reasonable suspicion of illegal drug use. If the test is positive, the applicant or recipient may not receive state assistance for a period of three years. However, if they undergo a treatment program and remain drug-free throughout the three-year penalty is waived. TANF (Temporary Assistance for Needy Families) was added in 2019, those who test positive can’t receive the benefits for two years unless they enroll and successfully complete a treatment program.

Missouri drug-free workplace

Has your Missouri employer or prospective employer asked you to take a drug test?

Although the federal government requires testing by employers in safety-sensitive industries (including transportation, aviation, and contractors with NASA and the Department of Defense), federal law doesn’t otherwise require—or prohibit drug tests. For the most part, state and local laws determine whether an employer may test employees and applicants for drugs.

No Missouri drug testing laws

Missouri laws, HB 2238 and SB 491, doesn’t specifically address drug testing in private employment. Employees will still be expected to adhere to company drug-free workplace policies in the interest of preserving employee safety, performance, and productivity in the workplace.

This means that employers can drug test unless it violates other legal provisions.

Legal claims for drug testing

Because Missouri law doesn’t put any limits on workplace drug testing, employees who believe their test was illegal will have to rely on other legal theories. For example, an employer may run into legal trouble based on who is tested or how the test is conducted.

Here are some examples:

Disability discrimination: medication for a disability by an applicant or an employer is protected by the Americans with Disabilities Act (ADA). Legitimately prescribed for certain conditions, otherwise being illegal (opiates, e.g.), some medications give positive results on drug tests and such tests can be put on doubt and considered illegal.

Other types of discrimination: an employer belonging to certain groups by race, age, or gender can issue a discrimination claim for drug testing.

Invasion of privacy: Having a legitimate reason to test the individual, an employer might violate an employee’s privacy in the way the procedure was conducted. If the first requires employees to undress or provide a sample of urine in the presence of others, the situation can be viewed as a privacy violation.

Defamation: In a case when the employer publicizes a false positive result, any employee might have a valid claim for defamation.

Some people (especially sportsmen) claim there is a real issue with the lack of transparency in Missouri’s drug testing. There, apparently, isn’t any notice before testing and the haphazard process in selecting whom to test and at what events raises concern.

Marijuana laws

Both recreational and medical marijuana are legal in the state of Missouri.

Employers are encouraged to continue to enforce current drug testing policies and, also, to train managers and foremen to recognize signs of marijuana impairment. Documenting reasonable suspicions such as red eyes, lethargic demeanor, confusion, lack of coordination, or inability to focus should be something all leadership personnel is comfortable with.

Senate Bill 491 was enacted way back in May 2014 but was never signed by Gov. Jay Nixon. He chose instead to allow it to become effective without his signature. The bill finally took effect on January 1, 2017. This law decriminalized first-offense possession of marijuana of up to 10 grams by replacing what used to be up to a year of jail time with a fine of up to $500.

Possession of over 35 grams remains a felony with a prison sentence of up to 1 year AND a fine of $5000. Also, this new law also reduces possible sentences for the cultivation and sale of marijuana.

There are limitations within the law that protect against jail time applying only to individuals without prior marijuana convictions.

Medical marijuana doesn’t provide an excuse

Even though Missouri has legalized medical marijuana, it’s not going to be okay for employees to be under the influence at work. Since there’s no available test for current impairment, employers have in no way been restricted regarding marijuana testing. In fact, Missouri law specifically prohibits employees from bringing suit against Missouri businesses for discrimination or wrongful discharge due to marijuana use.

Recreational marijuana

Voters voiced their support for recreational marijuana legalization in November 2022 making it the twenty-first state to legalize recreational marijuana. Sales began in December of that year. Missouri residents may also acquire a permit allowing them to grow a few plants of their own.

In addition, legalization set up thousands of Missourians with prior marijuana convictions to have their prior criminal records expunged.

Employee testing

Of course, Missouri follows the federal government’s demand to test in safety-sensitive industries (transportation, aviation, contractors with NASA or the Department of Defense). At the same time, employers of the general workforce choose whether or not to implement a drug-free workplace policy. Employers are free to invoke policies and establish return-to-duty, pre-employment, post-accident, random, or reasonable suspicion testing.

Prospective employees in Missouri’s general workforce may be required to take a drug test and federal laws don’t prohibit it.

Drug testing methods

Some states regulate which drug tests an employer may use in their drug-free program. Missouri doesn’t stipulate, therefore, employers are free to use any manner of employee drug testing.

Urine drug tests

Until fairly recently, the urine test was the only drug test available on the market. It’s mandated for use by the DOT and is used by the majority of general workforce employers as well. Though they can’t give an exact picture of “real-time” impairment, the urine test is cost-effective and accurate. Moreover, thanks to advances in technology, it’s become more capable of detecting attempts to falsify the test.

For example, sometimes drug users add adulterants to mask the THC found in the system. Moreover, synthetic urine is the newest “sure thing” to hit the market. Apparently, manufacturers have come up with a pretty accurate substitute. However, advances in testing and the trained eye of lab technicians are a force to reckon with. Most drug abusers find that out the hard way when their attempt to get over on their employers is abruptly shut down.

Test samples undergo an immunoassay (IA) test first. All positive results are sent on for a second test called the gas chromatography/mass spectrometry (GC/MS) test. This test both confirms the positive result and identifies the drug levels contained in the employee’s system.

The length of time that drug detection is possible is drug-specific and normally varies from around twenty-four hours up to a few weeks. However, heavy marijuana users can test positive for the drug for over thirty days.

Employers receive the results of drug tests within a few days.

Hair follicle drug tests

Hair testing is extremely accurate and shows any drug use for a ninety-day period. Even though it’s more expensive than the urine test, more and more employers are deciding the extended detection period outweighs the expense factor.

This test uses radioimmunoassay technology, the ELISA test determines if the sample is positive or negative. Positive results undergo mass spectrometry testing for confirmation and drug history determination. It’s impossible to falsify the results of the test using products or home remedies claiming to mask or remove “toxins” in the hair.

Drug metabolites store themselves throughout the body until excreted. Some wind up in the hair follicles. As hair grows out, the drug metabolites grow out too actually becoming part of the hair. Human hair grows approximately 1/2 inch each month. The standard test length requires 1 1/2 inches of hair, thus the ninety-day detection period. However, labs are sometimes requested to extend the detection period by using a longer hair sample. They have no reason not to accommodate the special request.

If the required test amount can’t be obtained from the head, body hair is used as a substitute. In the case of pre-employment testing, the inability to get a sample of hair could prevent an employer from hiring the prospective employee.

The results take a bit longer to return, but employers have them in hand in about a week.

Mouth swab drug test

Oral fluid drug tests, also commonly called the mouth swab test, are easy to administer. Advances in technology make them a popular choice for those hoping to detect recent, or even current, impairment. They detect drug use within minutes of using up to seventy-two hours prior to the test. Detection periods are drug-specific.

The test subject is never out of sight, so there is no way to switch the sample. Moreover, the body is constantly producing saliva, so claims to mask or “detoxify” the system and beat the test are false.

The results are accurate and the test is cost-effective. Employers often choose these tests for on-site random and post-accident situations. Police agencies, too, are using them more often if suspecting impairment during a routine traffic stop.

Results return in a couple of days.

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 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.

Specific drug detection 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. However, it approved the oral fluid drug test for use as soon as there are two SAMHSA-certified laboratories to analyze oral fluid specimens. That’s expected to happen by early 2024 at the latest.

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.

FAQs—Employee questions and concerns

I sustained an injury in an accident at work. I wasn’t the cause of the accident, but I tested for pot in my system. Workers’ comp cut my benefits by half just because of the weed. I wasn’t even high. Can they do that?

Yes. If a post-accident drug test is positive, the compensation benefit provided is cut by half even if you didn’t cause the accident. If it had been your responsibility, you would receive zero benefits.

Do Missouri school systems drug test employees?

It’s currently up to the school district unless living in St. Louis country. However, a bill has been introduced that, if passed, will require random employee drug testing in all districts.

Does the DOT regulate Missouri school bus drivers?

Only if they transport students to games and other events. A driver transporting students from home to school and back again doesn’t fall under the DOT. However, in case you’re wondering because of the DOT drug test, the school system may require one if they have drug-free policies in place.

I’m currently in the return-to-duty process and completing my rehabilitation. Will I be able to make sure everything’s cleared off my record come January?

Yes, drivers just need to register with the database. You can access the Clearinghouse at any time, free of charge.

I’m an owner-operator. I can just dump the Clearinghouse compliance tasks off on my C/TPA, right?

Yes. You’ll be able to designate them to access the database on your behalf when you sign up. As a matter of fact, as an owner-operator, you must have your C/TPA handle your Clearinghouse drug testing and reporting.

I have a card and can use CBD legally in Missouri. What happens if I test positive on a random test?

Your employer follows company policy because the marijuana test identifies THC not CBD. The amount of THC contained in your CBD product can put you over the test limit.

The DOT doesn’t regulate my employer. They have no right to random drug test employees, do they?

Yes. They do, actually. Missouri law doesn’t prohibit employee drug testing in any form other than cases pertaining directly to discrimination.

Do oral fluid tests detect current impairment?

Yep. The oral fluid test identifies drug use within minutes of use.

If recreational marijuana ever becomes legal in Missouri, will they have to take it off the drug tests?

Not unless the STATES Act passes removing the Schedule 1 classification from the drug. If that happens, employers will be left at the mercy of the state government. However, concerned employers are already calling out for “carve-outs” much the same as those in regard to alcohol in the workplace.

When a test for current impairment hits the market, the “marijuana in the workplace” issue will be easier to resolve.

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