The Complete Guide to Saliva Drug Testing

Employers often include a drug test program in their organization to recruit qualified personnel and maintain a safe and efficient workplace. These programs are required by law in some industries, but employers may choose to conduct them to prevent on-the-job substance use. These tests can be performed using samples from saliva, urine, hair, or blood. 

Saliva drug testing, which involves swabbing the inside of the mouth, is one of the most common testing methods because it's quick, cost-effective, and non-invasive. Find out everything you need to know about saliva drug testing, from how it works to the laws that apply.

The Fundamentals of Mouth Swab Drug Tests

Implementing a drug testing program yields numerous benefits, including reducing company liability and identifying individuals who may require assistance. Drug screenings come in various forms, from urine to blood testing. While urine testing is the most common method used for employment, saliva drug testing is increasing in popularity and becoming the go-to for many employers.

What Is a Saliva Drug Test?

Saliva drug tests, also referred to as oral drug tests or mouth swab drug tests, are screenings that detect certain illicit substances in an individual’s saliva. They do so by detecting drug metabolites at a psychoactive level, or substances the body produces when processing a drug.

These screenings are quick and cost-effective, and are less invasive than alternative sample collection methods. Because the test subject is always in sight, they carry a lower risk of tampering compared to collecting urine samples.

How Do Saliva Drug Tests Work?

Saliva samples are collected by swabbing the inside of the cheek using a cotton swab or absorbent pad, typically under the observation of an administrator to prevent tampering. Because other substances may affect saliva samples, the test subject is generally asked not to eat, drink, or smoke for at least 10 minutes before the screening.

Saliva drug tests may be conducted on-site, such as at the workplace or scene of an accident, or at a state-certified laboratory. Saliva samples can yield results on-site within minutes or be sent to a laboratory for analysis. Laboratory analysis can detect lower levels of substances for more detailed results.

Certified laboratory tests allow candidates to schedule a convenient testing time and clinic location. Lab testing typically takes longer than on-site instant testing, with results expected in two to ten business days, but this is always recommended as many donors could have a prescription drug needing MRO, Medical Review Officer, verification.  Positive results require further analysis, which prolongs the process but protects the rights of the donor and highly considered favorable best practice of testing.

What Shows up on a Saliva Drug Test?

The substances that a saliva drug test detects depend on the type of test administered. 5-panel tests, the most common type, detect amphetamines, cocaine, opiates, PCP, and THC. 10-panel tests detect the same five, plus barbiturates, benzodiazepines, methadone, methaqualone, and propoxyphene. Employers may also order custom drug tests to screen for specific substances.

How Accurate Is Saliva Drug Testing?

Although a saliva drug test is typically less accurate looking at the window of detection versus the window of impairment than a blood or urine test, when performed correctly, it has an accuracy of over 97%. However, the accuracy of a saliva drug test depends on a wide range of factors, including the type of test, the type of drug, and potential sources of contamination.

• Type of Test: On-site tests with instant results are typically less accurate than laboratory tests. Lab tests can produce more detailed results and have higher sensitivity to substances, resulting in greater accuracy and precision. Most employers conduct lab-confirmation tests if the on-site test yields a positive result.
• Type of Drug: Different substances have varying detection windows. Some substances are only detected in the saliva within a day, while others can be detected for up to two days. Saliva drug tests are best at showing recent substance use. For a more extensive view of substance use, employers may opt for urine or hair samples.
• Potential Sources of Contamination: Contaminants can greatly influence the results of a screening. Proper mouth swab collection procedures must be followed to prevent contamination from outside sources. Test subjects are advised not to eat, drink, or smoke at least 10 minutes before a screening to avoid affecting results.

Like with any drug test, a false positive is possible but very rare. If a screening yields a non-negative result, a second, more sensitive confirmation screening will be conducted at a lab involving a Medical Review Officer (MRO). The MRO may contact the test taker to determine potential causes of the result.

Saliva Drug Testing Detection Period

The detection period for saliva drug testing differs from that of other screening methods. Saliva and urine testing are useful for detecting recent substance use, while hair testing is better suited for examining long-term use. Ensure you use the appropriate testing method for your goals.

How Far Back Can Saliva Drug Tests Go?

Every substance has a specific detection window, but saliva screenings are typically limited to 48 hours. Detection periods can also be affected by dosage, frequency of use, and the test subject’s metabolism. Due to their short detection window, saliva drug tests are best suited for testing recent substance use.

Saliva samples are useful when employers need to assess if an employee was under the influence, such as in the event of a workplace accident. For an examination of long-term substance use, employers may opt for hair samples, as substances can be detected in hair for up to 90 days.

Saliva Drug Test Laws Employers Need to Know

Federal drug testing regulations influence the workplace policies of federal employees, contractors, and grantees. Some states prohibit or regulate drug testing, so employers must be aware of the laws governing how and when screenings may be conducted and how to use results to make decisions. In most cases, federal law supersedes state law.

Being familiar with the applicable laws is crucial for setting up a company's drug testing policy. Employers may choose to partner with a consumer reporting agency (CRA) for a reliable way to set up a compliant program. Employers should always consult legal counsel before implementing changes to their background check program.

Title VII of the Civil Rights Act

Title VII of the Civil Rights Act of 1964 prohibits workplace discrimination based on race, sex, national origin, color, or religion. Employers cannot single out individuals for drug testing based on their protected characteristics.

Americans with Disabilities Act

The Americans with Disabilities Act (ADA) prohibits workplace discrimination based on an individual’s disability. These protections extend to those who have recovered or are in the process of recovering from substance abuse. Employers are prohibited from terminating or refusing employment or promotion because the individual is in a rehabilitation program or has a history of substance abuse.

Family and Medical Leave Act

The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 workweeks of unpaid leave for their own serious health conditions or those of an immediate family member. Under the FMLA, covered employees must provide eligible employees with unpaid leave to treat a drug or alcohol addiction through a rehabilitation program or care for a close family member undergoing treatment.

Drug-Free Workplace Act

The Drug-Free Workplace Act requires covered federal contractors and grantees to implement a formal drug-free workplace policy. Employers receiving federal contracts worth $100,000 or more and companies receiving federal grants must do the following:

• Publish and distribute a statement restricting the use, possession, distribution, or manufacture of controlled substances and highlighting the consequences for violations.
• Establish a drug-free awareness program.
• Notify employees of their requirement to report a drug conviction within five days of its occurrence if the violation occurred in the workplace.
• Notify the Grant Officer of any drug conviction within 10 days of its occurrence.
• Take action against an employee with a drug conviction within 30 days of the occurrence by either terminating their employment or requiring them to undergo a rehabilitation program.

National Labor Relations Act

The National Labor Relations Act (NRLA) requires employers to negotiate with unionized workers in a formal collective bargaining process to establish and implement a drug testing program.

Omnibus Transportation Employee Testing Act

The Omnibus Transportation Employee Testing Act of 1991 requires drug testing for safety-sensitive positions across various industries within the Department of Transportation, including aviation, rail, maritime, and trucking.

Fair Credit Reporting Act

The Fair Credit Reporting Act limits the information that consumer reporting agencies (CRAs) can provide for employment background checks. Employers partnering with a CRA for drug testing must comply with FCRA guidelines.

According to the FCRA, employers must notify candidates of their intention to conduct a pre-employment background check, which may include drug testing, and receive written consent from the candidate to do so. Should the employer decide to refuse employment based on background check results, they must complete the adverse action steps and provide the candidate with their FCRA rights.

Frequently Asked Questions

How Effective Are Mouth Swab Drug Tests?

Mouth swab drug tests are highly effective when performed correctly. However, effectiveness can be influenced by several factors, including the type of substance, the kind of test, and the presence of contaminants. Test subjects should refrain from eating, drinking, or smoking at least 10 minutes before a test to avoid contamination.

What Will Throw off a Saliva Drug Test?

A saliva drug test can be affected by eating or drinking right before sample collection. Certain mouthwashes, prescription medications, and over-the-counter medications may also influence results. These substances can cause false positives and may require further testing for confirmation. Test subjects should disclose any medications to the administrator.

Why Do Employers Use Saliva Drug Tests?

Employers use saliva drug tests because they are quick, convenient, and cost-effective compared to alternative sample collection methods. On-site tests can yield results in minutes and give a highly accurate detection of recent substance use. They are also non-invasive and tamper-resistant, unlike blood and urine tests, respectively. 

Compliance-Focused Testing Programs Protect Employers

A comprehensive drug testing program is ideal for hiring suitable candidates and maintaining a safe work environment. Saliva drug tests are one of many types of substance screenings. While each test type has its advantages, mouth swab tests are ideal for the pre-employment process, as they are non-invasive, cost-effective, and tamper-resistant.

Establish a thorough and efficient screening program today with ScoutLogic. ScoutLogic offers several panel options to meet your needs. An MRO verifies lab results to uphold accuracy, and we follow up with clients to reduce turnaround times. Contact us today to learn more about our employment drug testing services.