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Marijuana Considerations & Laws In Missouri

Medical Marijuana Law:

Recreational Marijuana Law:

No Broad Laws Legalizing Marijuana*:

*In these states, marijuana is either totally illegal, or there may be laws decriminalizing possession, or use of marijuana, or, the state may have a CBD law legalizing THC at a level constituting marijuana-derived CBD.


Employers have so many questions! Learn More About Workplace Considerations for Marijuana Use.

What are the impacting issues of marijuana use? Review Our Checklist of Impacting Issues to Research.


Read more employment specific information on:

Employer Concerns

  • Employers may refuse to hire an applicant or discipline, up to including termination, an employee who is under the influence of medical marijuana at work.
  • Consuming medical marijuana in a public space, while operating a vehicle, or performing any task where doing so under the influence would constitute negligence is strictly prohibited.
  • There are unemployment and workers’ compensation laws with drug testing specific requirements. Although not required, if an employer complies, he or she will have greater latitude to deny claims. For example,
    • Employees must receive at least a 60-day notice before implementing a drug testing policy.

Testing

  • There are unemployment and workers’ compensation laws with drug testing specific requirements. Although not required, if an employer complies, he or she will have greater latitude to deny claims.

Hiring/Termination

  • Employers may refuse to hire an applicant or discipline, up to including termination, an employee who is under the influence of medical marijuana at work.

Discipline

  • Employers may refuse to hire an applicant or discipline, up to including termination, an employee who is under the influence of medical marijuana at work.

Use/Possession

  • Consumption is illegal in spaces open to the general public.
  • Property owners may designate space and specifically limit methodology for qualifying patients to consume.

Other Impacting Laws (e.g. drug testing, workers’ compensation, unemployment)

  • There are unemployment and workers’ compensation laws with drug testing specific requirements. Although not required, if an employer complies, he or she will have greater latitude to deny claims.
  • Missouri has the Missouri Hemp Extract Registration Program that issues registration cards to persons with intractable epilepsy to access CBD.

Miscellaneous


Sources (e.g. Bill Number, Authority)

  • Missouri Constitution Art. XVI – Medical marijuana law
  • For medical marijuana inquiries – [email protected]
  • Missouri Rev. Stat. 288.045 – Unemployment related
  • Missouri Rev. Stat. 287.120 – Workers’ compensation related

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DISCLAIMER: This resource is designed to provide accurate information regarding the subject matter covered. It is provided with the understanding that those involved in the resource are not engaged in rendering legal counsel. If legal advice is required, the services of a competent professional should be sought.

CAUTION: Where there are quotation marks, the language is directly from published law. This information is only a summary of some issues and it will benefit the reader to review the information in context (go to the law) and in relation to other laws (e.g. workers compensation, unemployment law).

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