How employers in Sweden can handle drug testing responsibly

Insights|November 4, 2025

With drug testing becoming more common across all types of workplaces, employers must balance safety requirements with respect for employee privacy.

What began as a practice in high-risk sectors such as construction and transport is now spreading to office environments, driven by growing safety concerns and awareness of the connection between drug use and organized crime. Clear communication and well-defined policies are essential to manage these challenges responsibly.

According to Jenny Welander Wadström, each case requires balancing an employer’s duty to provide a safe workplace with an employee’s right to integrity. Swedish law doesn’t specifically regulate drug testing, but court rulings allow it when safety risks exist, the workplace is security-sensitive, or the employer has a clear drug-free policy.

Employers must be able to justify testing, usually for safety reasons. A clear, transparent policy helps prevent disputes by defining when tests may occur, how results are managed, and the consequences of refusal or positive results.

When the legal basis is sound, drug testing can fall under the employer’s management rights. Refusal may, in some cases, be considered insubordination. However, testing must never be arbitrary, it should be based on concrete reasons or applied fairly through random testing.

While alcohol misuse is treated as illness, drug use is a criminal act in Sweden, meaning employers are not legally required to offer rehabilitation, though many choose to support affected employees. Early detection and open dialogue can help create a culture where employees feel safe seeking help.

Transparent and consistent practices strengthen trust and make workplaces safer, fairer, and more supportive.

Read more in the interview at VD-tidningen. Jenny also discussed the topic in our Hire & Fire podcast.