This marijuana laws map offers valuable insights into the intricate web of marijuana legislation, empowering you to make informed decisions regarding its impact on your workplace.
The information provided on this Marijuana Laws Map is meant for general informational purposes only. While we make every effort to ensure the accuracy and currency of the information, we cannot guarantee it. We do not provide legal advice; the information here should not be considered a replacement for professional legal counsel. It’s crucial to consult with a qualified attorney or legal expert for advice tailored to your specific circumstances.
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To Test or Not To Test: Marijuana Laws Update
Navigating the ever-changing world of drug testing is made even more complicated by marijuana laws that differ by city and state. While some states have completely decriminalized the drug, marijuana is still considered a schedule 1 narcotic and is illegal at the federal level. So what does this mean for employers and their drug testing policies? This webinar can help shed some light on the various marijuana laws by state.
Marijuana Information by State
- This survey provides a high-level overview of state and local cannabis laws as they relate to employers.
- Medical laws do not include CBD-only laws or laws relating to low-THC products (except Virginia).
- Need a strong disclaimer that employers should always first confer with counsel.
- Does not cover laws on workplace drug testing; does not cover local laws or laws that generally protect lawful activities (unless it specifically includes or has been interpreted by case law to include cannabis); does not cover laws on workers’ compensation benefits and unemployment issues.
- It also does not cover whether the statute provides a private right of action against an employer.
| State | Legal Status | Medicinal | Recreational | State Laws |
|---|---|---|---|---|
| ALABAMA | Mixed
| Yes
| No
| |
| ALASKA | Fully Legal
| Yes
| Yes
| |
| ARIZONA | Fully Legal
| Yes
| Yes
| |
| ARKANSAS | Mixed
| Yes
| No
| |
| CALIFORNIA | Fully Legal
| Yes
| Yes
| |
| COLORADO | Fully Legal
| Yes
| Yes
| |
| CONNECTICUT | Fully Legal
| Yes
| Yes
| |
| DELAWARE | Fully Legal
| Yes
| Yes
| |
| FLORIDA | Mixed
| Yes
| No
| |
| GEORGIA | No
| N/A
| N/A
| |
| HAWAII | Mixed
| Yes
| No
| |
| IDAHO | No
| N/A
| N/A
| |
| ILLINOIS | Fully Legal
| Yes
| Yes
| |
| INDIANA | No
| N/A
| N/A
| |
| IOWA | No
| N/A
| N/A
| |
| KANSAS | No
| N/A
| N/A
| |
| KENTUCKY | Mixed
| Yes
| No
| |
| LOUISIANA | Mixed
| Yes
| No
| |
| MAINE | Fully Legal
| Yes
| Yes
| |
| MARYLAND | Fully Legal
| Yes
| Yes
| |
| MASSACHUSETTS | Fully Legal
| Yes
| Yes
| |
| MICHIGAN | Fully Legal
| Yes
| Yes
| |
| MINNESOTA | Fully Legal
| Yes
| Yes
| |
| MISSISSIPPI | Mixed
| Yes
| No
| |
| MISSOURI | Fully Legal
| Yes
| Yes
| |
| MONTANA | Fully Legal
| Yes
| Yes
| |
| NEBRASKA | No
| N/A
| N/A
| |
| NEVADA | Fully Legal
| Yes
| Yes
| |
| NEW HAMPSHIRE | Mixed
| Yes
| No
| |
| NEW JERSEY | Fully Legal
| Yes
| Yes
| |
| NEW MEXICO | Fully Legal
| Yes
| Yes
| |
| NEW YORK | Fully Legal
| Yes
| Yes
| |
| NORTH CAROLINA | No
| N/A
| N/A
| |
| NORTH DAKOTA | Mixed
| Yes
| No
| |
| OHIO | Mixed
| Yes
| No
| |
| OKLAHOMA | Mixed
| Yes
| No
| |
| OREGON | Fully Legal
| Yes
| Yes
| |
| PENNSYLVANIA | Mixed
| Yes
| No
| |
| RHODE ISLAND | Fully Legal
| Yes
| Yes
| |
| SOUTH CAROLINA | No
| N/A
| N/A
| |
| SOUTH DAKOTA | Mixed
| Yes
| No
| |
| TENNESSEE | No
| N/A
| N/A
| |
| TEXAS | No
| N/A
| N/A
| |
| UTAH | Mixed
| Yes
| No
| |
| VERMONT | Fully Legal
| Yes
| Yes
| |
| VIRGINIA | Fully Legal
| Yes
| Yes
| |
| WASHINGTON | Fully Legal
| Yes
| Yes
| |
| WASHINGTON, D.C. | Fully Legal
| Yes
| Yes
| |
| WEST VIRGINIA | Mixed
| Yes
| No
| |
| WISCONSIN | No
| N/A
| N/A
| |
| WYOMING | No
| N/A
| N/A
|
*Please note: Accurate prepared these materials for informational purposes only. These materials are not intended to be comprehensive, and are not a substitute for, and should not be construed as, legal advice. Accurate does not warrant any statements in these materials. Employers should direct questions involving their organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply, to their own legal counsel.