The Annapolis City Council has made a decision that highlights a growing trend in workplace policies across the United States. On Monday, council members voted unanimously to pass Ordinance 35-24, officially ending marijuana drug testing for most public employees. This reflects the changing attitudes toward marijuana use, especially in states where it is legal either medicinally or recreationally.
By getting rid of cannabis testing both during pre-employment screening and after hiring, Annapolis has joined a wave of cities working to protect employees from outdated policies and the stigma that often accompanies marijuana consumption. But Annapolis is far from alone in this movement—cities like Pittsburgh and states such as Oklahoma and Kentucky are working on or have implemented similar protections for workers who use cannabis legally outside of work.
Annapolis Paves the Way for Policy Change
The passing of Ordinance 35-24, which was first reported by NORML in Maryland’s capital city, is a big shift in workplace policy. Annapolis employs over 600 workers, and this new ordinance eliminates the requirement for pre-employment marijuana drug screening and ongoing testing for most workers.
Councilman Robert Savidge, the lead sponsor of the measure, stated, “We’ve corrected an injustice where our employees were being unfairly punished for responsibly using a legal substance on their own time. This [ordinance] is a common sense solution.” He went on to commend the unanimous support from the council members, who voted to adopt the ordinance without hesitation.
Paul Armentano, Deputy Director of NORML, shared his support, arguing that marijuana testing is a relic of the 1980s “war on drugs.” Armentano explained that cannabis drug tests discriminate against individuals compliant with state marijuana laws and fail to determine actual impairment. Instead, he suggested that workplaces should begin adopting performance-based testing methods.
Annapolis stands as a model for change in Maryland, further expanding protections already in place in Baltimore and Frederick County. What sets this ordinance apart is its broader scope, which includes removing testing for current employees—a step not yet adopted by many other regions.
A Reflection of Evolving Attitudes
The ordinance in Annapolis is part of a larger trend reflecting the growing acceptance of marijuana use in the American workplace. Maryland legalized medical cannabis in 2014 and recreational marijuana in July 2023. Despite these advancements, workplace policies have lagged behind, often penalizing employees or potential hires for lawful, off-duty cannabis use.
Annapolis’ decision acknowledges this gap and directly addresses discrepancies between state laws and workplace regulations. While other cities and states still enforce strict drug testing policies, Annapolis has taken a significant leap toward aligning workplace practices with modern legal and social realities.
Marijuana Rights at Work Are Gaining Momentum Nationwide
Annapolis is not the only city tackling outdated marijuana testing policies. Across the U.S., lawmakers and advocates are pushing for workplace protections to prevent cannabis users from being unfairly penalized. Here are a few examples of other key policy developments worth noting.
Oklahoma’s Proposed House Bill 1714 for Medical Cannabis Consumers
Oklahoma State Representative Forrest Bennett (D) has prefiled House Bill 1714 for the 2025 session. If passed, this legislation would protect Oklahomans who legally use medical cannabis from hiring discrimination. Aimed at ensuring fair treatment for candidates and employees, the bill prevents employers from denying employment based on evidence of nonpsychoactive cannabis metabolites within the body.
The bill also allows drug-free workplace policies to remain, particularly in safety-sensitive industries like aviation and federal jobs, while restricting cannabis-specific test results from being a basis for rejection in most cases. If approved, it would mark a huge step in balancing employee rights with workplace safety.
Pittsburgh’s Protections for Medical Marijuana Patients
Pittsburgh has also taken significant steps to protect the rights of medical marijuana patients in the workplace. The city passed an ordinance prohibiting employers from testing workers or prospective hires for THC if they hold state-issued medical marijuana cards.
This groundbreaking policy adds medical marijuana patients as a protected group under the city’s anti-discrimination code, marking a significant win for fair workplace regulations. Employers are now barred from requiring THC testing as a condition of employment or during regular employment.
Kentucky Firefighters Fight for Medical Cannabis Access
Kentucky’s legalization of medical marijuana in January 2025 has led to a clash between state law and workplace practices. Firefighters in Louisville are currently fighting for their legal right to use medical cannabis off-duty. Union representatives have equated access to medical cannabis with access to other legal prescription medications, such as opioids, and argue that state laws should protect employees from job sanctions related to lawful cannabis use.
While Kentucky’s legislation is a milestone, this legal battle highlights the lingering issues professionals in high-stress roles like firefighting face when seeking alternative treatments for PTSD, chronic pain, and other health conditions.
Why Does This Matter for Employees and Employers?
The policies and debates happening in Annapolis, Oklahoma, Pittsburgh, and Kentucky all converge on one core issue—the gap between evolving cannabis laws and workplace expectations. Here’s why these changes matter for both employees and employers alike.
For Employees
Lawful cannabis users deserve equitable treatment and should not encounter barriers to employment or job security based solely on the presence of nonpsychoactive cannabis metabolites in their system. Workplace marijuana policies deeply affect employees who use cannabis for medical purposes, emphasizing the need to protect them from penalties for prioritizing their health.
For Employers
Modernizing hiring practices is crucial for attracting a diverse talent pool and ensuring qualified candidates are not unfairly excluded. By revising workplace policies, employers can foster a more inclusive and equitable hiring process. Shifting the focus from rigid drug testing to performance-based evaluations offers a more accurate and fair assessment of an employee’s abilities and workplace safety.
Toward a Fairer Workplace Future
The unanimous vote in Annapolis to end marijuana testing for public employees represents a step forward for fairness and workplace equality. This move not only aligns Annapolis with the values of legalization but also sets a precedent for other cities and organizations to adapt their policies.
At the heart of it all, these policies are about progress—about recognizing people’s legal right to use cannabis responsibly in their personal time without fear of career repercussions. The movement is growing, and the ripple effects are being felt far beyond Maryland.
For employees, that means fair treatment while seeking or maintaining a job. For employers, it’s an opportunity to modernize outdated workplace policies and focus on hiring the best talent—regardless of their off-the-clock choices.
It’s time for public opinion and workplace practices to align with the evolving legal landscapes. Meanwhile, Annapolis has shown us how it’s done. Who’s next? Let us know in the comments!
