Medical Cannabis at Work: Why Employers Need a Policy

Introducing The Medical Cannabis Employer Handbook

Thousands of people in the UK are legally prescribed cannabis-based medicines for chronic health conditions, and employment remains the single biggest reason they seek legal support, new data from Releaf’s legal helpline shows.

 

For many patients, obtaining a medical cannabis prescription is only the beginning of the challenges they have to navigate. Releaf Protect is a free support service which aims to help them understand and respond to common legal issues that can arise in connection with medical cannabis treatment in the UK.

 

Challenges with returning to work, disclosing treatment, requesting reasonable adjustments or responding to employer concerns are frequently reported by patients, accounting for almost one in three calls to the helpline. 

 

As medical cannabis access continues to expand, patients frequently find themselves navigating questions that many workplace policies are not equipped to answer.

 

In a new series the Medical Cannabis Employer Handbook, is designed to help employers understand their responsibilities, reduce legal risk and create workplaces that support employees using prescribed cannabis-based medicines. 

What the data shows 

Data collected through Releaf Protect shows the service provided 114 legal support sessions between January and April 2026, to approximately 70 individual patients.

 

Employment issues were found to account for a third (29%) of all calls. At least nine separate employment cases were related to discrimination, with unfair dismissal, termination of employment, and sickness and sick pay, all raised. 

 

Calls to the helpline about workplace-related issues also lasted longer than the average call (over 16 minutes), with many requiring multiple conversations, highlighting the complexity of these matters. 

 

While the sample size is small and only represents a proportion of patients receiving care from Releaf Cannabis Clinic, the findings are reflective of the wider landscape. 

Why are patients concerned?

Previous research into medical cannabis patients’ experiences of stigma shows that many worry about the reactions of landlords, employers, friends and family, fuelled by the confusion around its legality. 

 

Workspace concerns are often a result of a lack of understanding and awareness around medical cannabis prescriptions. Many existing organisational policies were written before CBPMs were rescheduled in 2018 and employers have received little, if any, guidance from official bodies, despite the growing patient numbers. It is especially complex for patients and employers working in safety critical areas, and those which are required to undergo regular drug testing. 

 

Patients who are prescribed these medicines have conditions such as chronic pain, neurological disorders, mental health or sleep conditions that have not responded to conventional treatments. By the time they receive a prescription, many have already experienced disruption to their careers, finances and wellbeing, as a result of their health.

 

Understandably, patients worry about whether colleagues or managers will understand that their medication has been legally prescribed by a specialist clinician. Others may fear that the stigma of cannabis, even when used medicinally, could affect their career.

 

What employers need to know 

The prevalence of discrimination-related enquiries to Releaf Protect reflects a landscape that is still adapting to a relatively new area of medicine, and indicates how easily uncertainty can develop into a serious legal dispute.

 

One of the most common misunderstandings is treating prescribed medical cannabis in the same way as recreational use. Patients receiving cannabis-based medicines have undergone specialist clinical assessment, within a regulated legal framework.

 

But many organisations have comprehensive drug and alcohol policies that make no reference to prescribed cannabis medicines, leaving managers relying on personal judgement rather than evidence-based guidance when questions arise.

 

Employers have responsibilities to protect the health and safety of employees and the general public in the workplace. However, these exist alongside duties under the Equality Act and employment law.

 

A prescription doesn’t negate the need to consider job roles, safety-critical tasks, or occupational health advice, but nor should it automatically trigger disciplinary procedures or differential treatment.

 

What protections already exist for patients?

Existing employment law already provides a framework for approaching many of these situations.

 

Although medical cannabis itself is not a protected characteristic, many of the underlying health conditions for which cannabis-based medicines are prescribed may amount to disabilities under the Equality Act 2010.

 

Where this is the case, employers may have a duty to consider reasonable adjustments and make decisions based on the individual’s circumstances rather than assumptions about their treatment.

 

Reasonable adjustments will vary depending on the role and the individual, but they should be considered through the same approach used for any other long-term health condition or prescribed medication.

 

Decisions should be informed by clinical evidence, occupational requirements and open dialogue rather than stigma or outdated perceptions of cannabis.

Why it matters 

Although employment-related issues were the most common reported to Releaf Protect, they were not the only challenge patients experienced.

 

Encounters with the criminal justice system accounted for almost a quarter of legal support sessions, while driving-related matters formed the third largest category, and insurance enquiries were also a significant area of concern.

 

Understanding the wider picture is important for employers to help them respond appropriately to patients who may be navigating additional uncertainties while managing complex long-term health conditions.

 

The Medical Cannabis Employer Handbook is designed to help employers navigate these situations with greater confidence and empathy. Over the coming weeks, we’ll explore legal responsibilities, practical considerations for HR teams and managers, common misconceptions, and the steps organisations can take to create fair, lawful and evidenced-based workplace policies.