Common challenges

Deep into the Weed: Understanding the Basics of Recreational Cannabis

October 11, 2018

The official date for legalization of recreational cannabis across Canada is October 17, 2018. That date is coming swiftly, and employers are busy preparing their policies and conducting risk assessments.

With all of this preparation, you might feel as if you have become a cannabis expert—or you may feel overwhelmed by all the information that is out there. There are definitely many considerations when assessing the risks of cannabis use in the workplace, as well as the types of accommodations that may be needed if legalization results in more accommodation requests. To truly understand how recreational cannabis use may affect your business, let’s start with the basics.

Throughout your preparation and research, you may have asked yourself some difficult questions and are still unclear of the answers. Does that sound like you? Explore answers to some of the most-asked questions by downloading our Guide to Understanding Cannabis for Employers. For those feeling bogged down by information overload, wondering where to start in understanding cannabis, or for those just starting to look, this guide provides answers to some basic questions, which will hopefully clarify the information around recreational use and help you in getting prepared for October 17, 2018.

Download Now

While HRdownloads uses reasonable efforts to maintain this site/blog and its Services in an up-to-date fashion, it does not warrant the completeness, timeliness or accuracy of any information contained on this site/blog or any of its Services, whether in English or French, and may make changes thereto at any time in its sole discretion without notice. All information and Services provided by HRdownloads are provided to members and/or users “as is”, “with all faults,” “as available” and at the sole risk of members and/or users. Our human resources information and recommendations are based on seasoned, best practice field experience and should not be construed as legal advice.