The short answer

A background check does not automatically include a drug test. An employer may request a drug screen as a separate part of hiring, sometimes at the same time as a background check. Requirements depend on the role, employer, applicable law and any industry-specific rules.

Read your offer and screening instructions, then ask the recruiter or screening provider whether a drug test is required and what steps apply. A record-based screening report and a specimen-based test are different processes, even when one provider coordinates both.

Background check vs. drug screening

An employment background check may involve selected searches or verifications, such as employment history, education or criminal records. A drug test involves a separate collection and testing process. Neither the term “background check” nor the name of a screening company tells you by itself whether a test has been ordered. Our guide to what an employment background check shows describes common screening components.

A candidate may receive one email or portal for several steps. Look for a separate collection appointment, instructions or authorization, and ask the provider if the request is unclear. Do not assume that completing one step completes the other.

What should you ask before a pre-employment drug test?

  • Is a drug test required for this position, and is it separate from the background report?
  • Which organization is handling the appointment and results, and how can I verify its contact details?
  • What are the appointment instructions and what should I do if I need to reschedule?
  • Who should I contact about an error or a question concerning the testing process?
  • Does a federal, state or industry-specific program apply to this role?

Use the provider’s official instructions and contact the designated testing professional with medical or medication questions. Do not send a list of medications or medical records to an unverified email address or upload them to a general hiring portal unless the authorized recipient instructs you to do so.

What happens if you have a question about a test result?

Ask the designated testing provider or medical review contact what process applies to your test and how to raise a concern. The steps are not identical for every employer or testing program. A report-status label alone does not explain a laboratory result or determine the hiring decision.

For example, the US Department of Transportation describes a medical review process for its regulated drug-testing program. Those procedures are specific to DOT-regulated testing and should not be assumed to apply to every private-sector test. For health-related questions, speak with the appropriate qualified testing professional or your clinician.

If you find inaccurate information in a background report from a reporting company, the correction process is separate from asking a testing provider about a laboratory result. See background-check errors. For an employment decision based on a report from a background reporting company, the FTC describes applicable candidate rights. Do not assume every test result is a consumer report or that all testing disputes follow the same procedure.

Frequently asked questions

Do all jobs require a drug test?

No. Employers and roles differ. Ask about the requirements for the position rather than assuming a test is required or waived.

If the background check is complete, is the drug test also complete?

Not necessarily. The employer may track these as different steps, even if one provider administers both. Ask which items remain outstanding.

Will a previous drug test appear on every background check?

Do not assume either that it always appears or that it can never be disclosed. What information is available or requested depends on the process and applicable rules; some regulated roles have distinct reporting requirements. Ask the employer or relevant program about your situation.

Your next step

Check the instructions for the specific position and ask which screening and testing steps are required. Use the designated provider for scheduling, testing and result questions, and use verified channels for sensitive information.