Understanding Urine Drug Testing in the Workplace

Urine drug testing is the most common drug testing method used in occupational health.

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A urine drug test, or urine drug screen (UDS), is the most common method of workplace drug screening in Australia.

Many employers prioritise the safety and well-being of their employees by employing this method due to its speed and accuracy in detecting drug traces in urine samples.

A urine drug test aids both employers and employees in preventing hazardous situations that could potentially lead to accidents and fatalities.

What Drugs Does a Urine Drug Test Detect?

Employers in Australia typically request a standard drug screen, which includes screening for cannabis, cocaine, benzodiazepines, amphetamines, and opiates – five of the most abused drugs. This is commonly known as a five-panel drug test.

Pros And Cons Of Urine Drug Testing

While urine drug testing has its advantages, it’s important to note that each method has its own strengths and limitations.

The choice of testing method should be based on factors such as the specific drugs being tested for, the detection window required, the ease of sample collection, and the overall testing goals.

Advantages of a Urine Drug Test

  • Wide Detection Window: Urine testing typically has a longer detection window compared to saliva testing. Drugs and their metabolites can be detected in urine for a more extended period, making it suitable for detecting past drug use.
  • Ability to Detect a Wide Range of Substances: Urine testing can detect a broader range of substances compared to saliva testing, making it a preferred choice for comprehensive drug testing panels. It can detect both drugs and their metabolites.
  • Cost-Effective: Urine drug testing is often more cost-effective than hair testing, which can be more labour-intensive and expensive to process.
  • Immediate Results for On-Site Testing: For on-site testing, urine tests typically provide quicker results compared to sending samples to a laboratory, making them suitable for immediate decision-making.
  • Established and Reliable Method: Urine drug testing is a well-established and widely used method with a long history of reliability and accuracy.

Limitations of a Urine Drug Test

  • Invasiveness: Collecting a urine sample can be considered invasive, as it requires individuals to provide a urine specimen. Some people may find this process uncomfortable or embarrassing.
  • Ability to Cheat or Tamper: Some individuals may attempt to cheat or tamper with their urine samples to produce false-negative results. This can be done through various methods, such as dilution, adulteration with substances like bleach or vinegar, or using synthetic urine.
  • Need for Adequate Toilet Facilities: Urine drug testing necessitates access to suitable and private toilet facilities where individuals can provide urine specimens. In some settings, ensuring the availability of these facilities can be challenging, especially in remote or mobile testing scenarios.

Urine Drug Testing Detection Times in Australia

The detection times for drugs in urine can vary depending on several factors, including the specific drug, the frequency of use, and an individual’s metabolism. In Australia, here are approximate detection times for some commonly tested drugs:

  • Amphetamine Type Substances (methamphetamine, amphetamine, MDMA, MDA): 2 – 4 days
  • Benzodiazepines: 7 days – 3 weeks
  • Cannabis: 3 – 14 days (30 – 40 days with obesity)
  • Cocaine: 3 – 5 days
  • Opiates (heroin, morphine, codeine): 3 days

Urine Drug Testing Procedures in Australia

In most cases, employees in Australia undergo urine drug tests at their workplace under the supervision of qualified Drug and Alcohol Collectors. However, in some instances, employees may be required to visit a testing clinic.

During the test, a Collector will provide the patient with a specimen cup and instructions for proper specimen collection, which involves capturing mid-stream urine. The specimen is then handed over to the Collector for labelling and processing.

The actual drug testing occurs in the laboratory. To ensure the reliability of a urine drug test, lab technicians must maintain a strict chain of custody, meticulously documenting the handling and storage of the urine specimen until disposal. If the initial test results are positive, additional tests are conducted to confirm the outcome. For a definitive result, both tests must match.

Safework Health’s Urine Screening Services

Safework Health has over 100 certified Collectors across Australia who can perform an instant urine drug test on-site at your workplace or at one of our clinics.

We also offer a range of urine drug test kits that conform with Australian and New Zealand Standard AS/NZS 4308:2008.

Contact us today to learn more.

The High Stakes: Is Your Workplace Complying with Industrial Manslaughter Laws?

Explore the impact of industrial manslaughter laws on workplace drug and alcohol management.

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In recent years, there has been a growing recognition of the importance of workplace safety and the need to hold individuals and companies accountable for their actions.

This has led to the introduction of industrial manslaughter laws in various parts of Australia, including South Australia. These laws aim to ensure that those who are reckless or grossly negligent in breaching work health and safety duties and causing the death of another person face severe consequences.

Under the new laws in South Australia, individuals can face up to 20 years’ imprisonment, while companies can be fined up to $18 million if they are found guilty of industrial manslaughter.

New Laws Spotlight Workplace Drug and Alcohol Management

With the introduction of the new laws, there is increased attention on the management of drugs and alcohol in the workplace.

Employers must have comprehensive plans in place to manage these substances effectively. This includes implementing drug and alcohol policies and procedures, providing education and training on the dangers of substance abuse, and conducting regular drug and alcohol testing.

The Importance of Drug and Alcohol Policies and Procedures

One of the key aspects of managing drugs and alcohol in the workplace is having robust policies and procedures in place. These policies should outline the expectations and responsibilities of both the employer and employees regarding substance abuse. They should clearly state the consequences of violating the policy and provide guidelines for reporting any concerns related to drug or alcohol use.

By having clear policies and procedures, employers can establish a safe and healthy work environment. It ensures that all employees are aware of the rules regarding drugs and alcohol and understand the potential risks associated with their use.

Providing Education and Training on the Dangers of Substance Abuse

Education and training play a crucial role in creating awareness about the dangers of drug and alcohol abuse in the workplace. Employers should provide comprehensive training programs that highlight the potential risks, the impact on job performance and safety, and the legal implications of substance abuse.

Through education and training, employees gain a better understanding of the consequences of their actions and are more likely to make informed decisions regarding drug and alcohol use. It also helps to reduce stigma and encourages individuals to seek help if they are struggling with addiction.

The Role of Drug and Alcohol Testing

One of the most effective ways to ensure workplace safety and compliance with drug and alcohol policies is through regular testing. Drug and alcohol testing can help identify individuals who may be under the influence while on the job, reducing the risk of accidents, injuries, or fatalities.

There are various methods of drug and alcohol testing, including urine, oral fluid, hair and breathalyser tests. Each method has its advantages and limitations, and employers should choose the most appropriate method based on their specific needs and requirements.

By implementing regular drug and alcohol testing, employers send a strong message that the use of drugs and alcohol in the workplace is unacceptable. It acts as a deterrent and helps maintain a safe and productive work environment for all employees.

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Ask us how we can help your workplace comply with industrial manslaughter laws and ensure a safe and productive work environment.

View Questions and Answers – Medicinal Cannabis in the Workplace Webinar

View the Q&A from our Medicinal Cannabis in the Workplace webinar.

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During our Medicinal Cannabis in the Workplace webinar held on 9 August 2023, numerous questions were asked, some of which we did not have time to answer during the session. Below are all the questions asked, along with our responses.

Should you have any additional questions, please don’t hesitate to reach out to us at info@swhealth.com.au.

Webinar Q&A

With regards to pre-employment testing. If someone has declared they’re taking medicinal cannabis, are we able to notify to determine cbd:thc ratio?

The laboratory does not currently determine the level of CBD present in a sample. This could be relevant for oral fluid where detection is more closely aligned with impairment. While we have nothing to announce at this stage, we are constantly working to improve our service offerings to clients.

We have a Zero Tolerance policy which was previously provided to us by Safework Health.  Should this be updated/replaced by a Zero Harm policy and can Safework help with a template for this?

Your drug and alcohol policy should be tailored to your requirements. There are some industries where a zero-tolerance approach is correct, for example where public safety is involved or where there is a high risk of catastrophic failure in the event of an accident or incident. Your policy can be reviewed in light of your requirements.

Could it be considered discrimination not to employ people with a medicinal cannabis prescription?

Yes, it is possible that it may be considered discrimination if the deciding factor in the decision was their medicinal cannabis prescription.

Any feedback on how the insurers (motor vehicles) are viewing potential changes to road use and (potential) impairment?

Currently, the presence of THC in blood can be used as evidence for prosecution purposes and may also affect vehicle and personal injury insurance claims. We would suggest contacting your insurer to determine their policy on medicinal cannabis in relation to their insurance products.

Is there a way to determine if the medication is being misused? i.e. a level above which the result must be misused? Are you able to test and differentiate between prescribed dosage and use against misuse of cannabis?

There are methods of determining if the result of a confirmed drug test are in-line with levels expected. The determination can be complex and will require additional information on the donor and their age/sex/height/weight. Dosage and frequency of use and time since last dose. Urine THC levels can be used as a rule-out assay – i.e., this level is or is not consistent with the stated dosage.

So, since THC accumulates with use, and doing a series of tests would allow you to determine if the THC is being used in therapeutic values, would employers be required to do a series of tests before making a determination about whether an employee is using their medication appropriately and legally?

The testing regime is up to the employer, and how their policy handles medications. It may be beneficial to monitor an employee who has recently started taking medicinal cannabis to establish a baseline response. Interpretation of results should be performed by someone with appropriate training and experience.

If a GP provides a letter and the worker then misuses the medication, and isn’t being regularly tested as the GP has provided confirmation of the prescribed meds and then is involved in an incident and found to be affected by the medication, where does liability sit – with the worker, the employer or the GP?

A fiduciary duty of care implies all these agents share some responsibility for the worker’s designation as being ‘fit-for-work’. There is an expectation however, that the reviewing Medical Officer’s opinion will be paramount – so if the GP says the worker is fit, the primary responsibility would lie with the MO. Note that if the worker abuses the prescribed dosage (i.e., takes excess) and shows clear evidence of impairment, then the workplace must assume primary responsibility for not intervening and instituting some for a review/Testing On Suspicion/Testing for Cause.

What if there is no option in terms of other duties and the employee is taking THC?

In such a case, it is important that the worker’s prescribed THC regimen is reviewed by a doctor – ideally an OHS physician or at least the worker’s prescribing MO certifying that the worker is fit for work. Medicinal THC should ideally only be taken >8 hrs before working – especially when dealing with safety-critical areas. CBD has no significant impairing effects apart from occasional tiredness within < 2 hrs of use. Workers taking THC should also be careful not to take benzodiazepines  < 10 hrs prior to working, as THC enhances the sedative effect.

Is there going to be clear guidance on CBD in safety critical roles and workplaces?

CBD, unlike THC, is NOT associated with impairment, apart from (i) transient drowsiness experienced by a minority of workers only within the first 2 hours after use; and (ii) possible worsening of low blood pressure (hypotension) in people with pre-existing low blood pressure. Essentially – CBD is safe.

Could we just get a letter from their doctor to state if they can continue doing their normal duties – similar to a suitable duties/restricted duties plan?

A letter from the prescribing Doctor declaring they are fit for work is a good first start, however depending on their role/responsibilities there may still be an issue if a non-negative result is returned for THC.

What is stopping someone who is a regular user to go online and get a medical subscription for work purposes?

Medicinal cannabis should only be prescribed where no other valid form of treatment is available. There is anecdotal evidence that people have moved from illicit/black-market cannabis to medicinal cannabis prescriptions.

When asked about medicinal cannabis use, now being “legal” and how we treat this in the workplace, I equate it with alcohol – its legal, but we don’t allow people to come to work under the influence. Is this is a fair analogy, or would you recommend something else?

Yes, this is a fair analogy, as a society we have determined that a 0.05 BAC is an acceptable risk to health and safety. At some point an equivalent level will likely be set for THC. It is worth noting that even at 0.05 BAC there is a level of impairment present.

Are we saying there shouldn’t be a concern of impairment or safety risks if someone has been prescribed CBD through TGA and has a prescription and is taking the prescribed medication? If it is not through the TGA and just a prescription from a local GP or online, would this be different?

All medicinal cannabis prescriptions in Australia are provided through the TGA’s Special Access Scheme (SAS) and must be filled by a Pharmacist. Consultations can be held online, but the prescription must be filled in person. When taken as prescribed, CBD should not have a concern of impairment. It is worth noting that there is a window of around 2 hours post use where CBD can cause sleepiness. This should be taken into consideration by the prescribing doctor.

What would you determine as a safety critical role assessment?

This would depend on the employer’s Drug & Alcohol Monitoring Policy – it would be their decision as to what activities constitute a high-safety risk, and what level of risk they deem acceptable (i.e., zero-use/tolerance vs harm reduction). Safety-risk assessments would include a review of the worker’s current medications and health status (any possible complicating medical conditions).

Are mining companies moving towards Zero Harm re THC in this regard?

Yes – there is a general tendency to move towards ‘zero harm’ policies over simple ‘zero tolerance’. This means the focus is set on impairment rather than detection of an episode of prior use (w.r.t. THC – not amphetamine/meth where any detectable amount is consistent with being affected).

Is there a code of practice being developed to govern the changes in industry? There is certainly greater Fair Work issues at play other than just operating impaired.

Not currently, but industry policy groups, Health & Safety Forums and relevant industry OHS committees are seeking advice about addressing the issue. Most employer groups are seeking consultation from drug testing agencies about the issue and are incorporating provisions to their Drug & Alcohol Management Policies to ensure that medicinal cannabis use can be managed within the framework of handling prescription medication whilst maintaining workplace safety. The various State and Commonwealth legislatures are reviewing the legal situation, so the current situation may change.

Would it be acceptable that there is a requirement to declare use of medicinal cannabis to a health professional at a remote operational site?

It is important to maintain privacy for the employee, however trained medical professionals should be authorised to receive this information and provide advice in relation to an employee’s fitness for duty.

On prescribed cannabis, are they labelled the category they fit into? 1, 2, 3 etc?

Medicinal cannabis products are not directly labelled with the category, but this can be determined from the stated level of THC and/or CBD. Please contact Safework Health if you would like help with determining the category.

Just to confirm, if someone provides a negative result on an oral fluid test then we can be comfortable that they are not impaired?

Yes, if an on-site oral fluid test is negative there is no reason to suspect impairment by THC.

Is it possible to determine through a set level of THC/CBD would impact cognitive function in a worker? Or level of impairment?

There have been numerous studies attempting to correlate a level of THC with impairment. To the best of our knowledge there is no consensus on what level of THC constitutes impairment across all people. Additional studies will be required to do this.

How does the TCH Free CBD prescription vs Traces of THC in CBD Prescriptions?

Category 1 (>98% CBD) should have levels of THC well below that detectable by either oral fluid or urine screens. The allowable limits are set to cover manufacturers of medicinal cannabis products, since complete removal of THC cannot be guaranteed. If/when medicinal cannabis preparations receive TGA approval, the requirements around other components will likely tighten.

And are people under any obligation to disclose they have a prescription?

This depends on the specific work contract involved. If the contract includes a provision to inform the appropriate supervisor if they’re taking prescribed medications which might potentially lead to impairment, then they would have to do so. However, there is no general legislated obligation to disclose.

Impairment seems an irrelevant argument. The line in the sand is the level set by the Standard isn’t it?

Employers have an overriding fiduciary duty of care to maintain a safe workplace and minimise the risk of injury and death among their workers, regardless of the provisions of the Standard – so amending their DAMPs is advisable.

If we were to rely on a Dr letter stating “fit for normal duties”, surely this would need to from an Occupational Physician who understands industry work roles and what they entail?

Ideally, yes – or by any accredited Toxicological authority. However, it may not be practical (limited availability) and a thorough review by a competent GP (with appropriate toxicological advice) would be sufficient in the majority of cases.

How does THC Free CBD vs THC traces compare in use and legality especially in Health Professionals?

There are no restrictions placed on CBD use – it is not associated with impairment. This requires that the THC content of the medication be < 2%.

What is the rigor on checks / balances by TGA on the providers of CBD?

Currently the TGA does not assess the validity of the purity/content claims for the overwhelming majority of medicinal cannabis preparations and relies on the manufacturer purity claims. For this reason it is advisable that workers be encouraged to use only reputable brand preparations – e.g. Cannatrek etc.

What’s the age limit for using?

The lower age limit – save in exceptional cases such as reducing nausea from chemotherapy for cancer – is 18 yrs. There is no upper limit for medicinal cannabis prescription.

Watch The Webinar

Did you miss the webinar? Don’t worry, you can watch a replay of the webinar on our Webinars and Events page.

WATCH: Medicinal Cannabis in the Workplace Webinar

Watch this webinar to learn how to manage medicinal cannabis and its impact on the workplace.

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Watch this webinar to learn how to navigate the dynamic realm of medicinal cannabis and its impact on the workplace.

With the legalisation of medicinal cannabis and shifting attitudes towards its use, it’s crucial for businesses to stay informed and adapt their policies accordingly.

Watch this interactive webinar to gain valuable insights and practical strategies to effectively manage medicinal cannabis-related challenges in your workplace.

Nathan Brown, National Chief Scientist at Safework Health, delves into:

  • What medicinal cannabis is, prescription rates, and potential impacts
  • Real-world case studies showcasing how Australian businesses have begun managing medicinal cannabis
  • Best practices for implementing policies and ensuring workplace safety

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If you’re interested in learning more about how to manage medicinal cannabis in your workplace, please email info@swhealth.com.au or call 1300 795 227.

Don’t Miss Our Upcoming Webinars!

Check out our Webinars and Events page to find out more information about our upcoming webinars.

You can also keep in touch with what is happening at Safework Health through our LinkedIn page.

Introducing Safework Health’s New Certified Urine Health Surveillance Service

Helping businesses monitor their workers’ exposure to hazardous chemicals.

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We are excited to introduce our new NATA accredited health surveillance testing service, which helps businesses monitor their workers’ exposure to hazardous chemicals.

This cutting-edge service is designed to help businesses detect workers’ exposure to isocyanates and phenols, enabling them to ensure the safety and well-being of their employees while complying with occupational health and safety regulations.

Key Features

Key features of our biological monitoring service include:

  • Rapid Turnaround Time: Time is of the essence in health surveillance schemes. With our commitment to a 5-day turnaround for results, businesses can promptly implement corrective measures, mitigating potential exposures and safeguarding their workers’ health effectively.
  • Nationwide Accessibility: We service every state and territory in Australia, ensuring businesses across the country have access to reliable health monitoring solutions. Whether operating in urban centres or remote locations, businesses can now protect their workers’ health regardless of their geographic location.
  • NATA Accreditation: Our Brisbane laboratory is at the forefront of excellence in health surveillance. Our chemical testing laboratory is one of the first commercial laboratories in Australia to be awarded NATA accreditation for determining isocyanate and phenol exposure in the workplace. This certification provides assurance that we adhere to the highest standards of quality and accuracy.
  • Efficient Testing Method: We use urine testing to assess the level of exposure to hazardous chemicals. Urine testing is a cost-effective and fast way to monitor workers’ health. This approach makes it feasible for businesses of all sizes to implement health monitoring programs.

What Are Isocyanates?

Isocyanates are widely used chemicals in occupational settings for:

  • spray painting / coating
  • manufacturing of polyurethane-based foams, synthetic rubbers and plastics
  • automotive industry (repair, manufacturing, finishing)
  • coal mining industry.

They can cause health issues like allergic dermatitis, conjunctivitis, and asthma due to skin and respiratory tract sensitisation.

What Are Phenols?

Phenol serves as a versatile disinfectant, reagent in chemical analysis, and is used in the production of artificial resins, organic compounds, and dyes.

Long-term exposure to phenol can lead to various health issues, including vertigo, digestive difficulties, skin eruptions, nervous problems, headaches, and potential damage to the liver or kidneys.

Importance of Health Monitoring for Workers

Employees who work with hazardous chemicals are exposed to potential health risks that may not be immediately evident.

Regular health monitoring is crucially important to detect any potential adverse effects on workers’ health and to ensure their overall well-being is safeguarded.

By adopting a comprehensive health monitoring for exposure to hazardous chemicals scheme, businesses can effectively monitor the health of their workers, enabling them to identify potential exposures early and take preventive measures.

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For more information on this ground-breaking new health surveillance testing service, please call us on 1300 795 227 or email us at info@swhealth.com.au

Announcing Our NATA Accreditation for Oxycodone and Fentanyl Urine Testing

One of the few labs in Australia able to provide oxycodone and fentanyl urine testing.

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Safework Health is excited to announce that we are now one of the few laboratories in Australia able to provide oxycodone and fentanyl in urine testing.

Accredited by NATA, our national network of laboratories can detect the drugs in urine for around 52 hours after use, which increases the chance of detection during routine workplace drug testing.

Changes to Australian Standards for urine drug testing

In Australia, oxycodone and fentanyl are not part of a routine workplace drug test. Employees are only tested for the drug if it is stated in the company’s drug and alcohol policy.

However, changes to the Australian and New Zealand Standards will see oxycodone and fentanyl covered as optional drugs in the upcoming AS/NZS 4308:2008 (urine).

Safework Health is ready to test for these drugs with our NATA accredited urine drug testing service.

Oxycodone and Fentanyl Use in Australia – A Growing Concern

Oxycodone and fentanyl are powerful and highly addictive opioids commonly used for pain management. Their misuse has become a pressing concern globally, including in Australia, due to the associated health risks and potential for devastating consequences.

Opioids are the most common drugs involved in accidental fatal overdoses in Australia. Data from Australia’s Annual Overdose Report shows that in 2021, 765 of the total 1,675 deaths involved opioids, making up 46% of deaths.

Recent analysis of the National Mortality Database shows that in 2020 there were 1091 drug-induced deaths, with opiate-based analgesics making up 59% of the deaths. Simply put, three out of five drug-induced deaths occurred due to misuse of prescription opioids including oxycodone and fentanyl.

Furthermore, data from the 2019 National Drug Strategy Household Survey showed that the use of non-medical oxycodone, fentanyl and other prescription painkillers / opioids increased from the previous survey.

What are fentanyl and oxycodone used for?

Fentanyl and oxycodone are both powerful opioid medications used to manage severe pain.


Fentanyl is an extremely potent synthetic opioid that is used primarily to manage severe pain, such as pain associated with surgery, cancer, or other medical procedures. It can be administered through various routes, including intravenous (IV), transdermal patches, lozenges, and nasal sprays. Fentanyl patches, for example, are commonly used for chronic pain management in patients who are already opioid-tolerant.


Oxycodone is another opioid medication that is used to treat moderate to severe pain. It can be found in various formulations, such as immediate-release and extended-release tablets or capsules. Oxycodone is often prescribed for pain that is not effectively managed by other pain medications or for post-surgical pain. It’s worth noting that oxycodone is sometimes combined with other medications, such as acetaminophen, to enhance its pain-relieving effects.

Safework Health – A NATA Accredited Organisation

NATA is Australia’s leading national accreditation body. NATA accredits organisations to perform testing and inspection activities for their products and services.

Safework Health has been a NATA accredited organisation for many years. Our accreditation provides assurance to our clients that our laboratories meet high standards for quality and reliability.

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Safework Health is a trusted provider of drug and alcohol testing services. We offer fast turnaround times, flexible testing options, and national coverage.

Contact us today for a confidential discussion about your workplace drug screening needs.

Exciting News! Port Hedland Clinic Now Offers Pre-Employment Medicals

Pre employment medicals are now available at our Port Hedland clinic.

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Safework Health is thrilled to announce the introduction of pre-employment medicals at our Port Hedland clinic.

This expansion of services is a testament to our commitment to the Pilbara region and Western Australia, where Safework Health was founded.

Since 2012, Safework Health has been serving the Port Hedland community, and with the addition of pre-employment medicals, we aim to provide even greater value and support to our clients and staff in the region.

Clinic Facilities and Team

At our contemporary clinic, we take pride in offering six spacious consulting rooms alongside a generously sized reception area.

Our dynamic and expanding team consists of an Occupational Health Assessor, an Occupational Health Nurse, and a Supervisor.

Visit Us

Nestled within Port Hedland Boulevard, our clinic offers a prime location, ensuring convenience for our patients. Ample free parking is available just outside the clinic.


150 Anderson Street, Shop 5
Port Hedland WA 6721

Opening Hours

Monday – Friday
8.00 am – 4.00 pm

Make a Booking

T: 1300 795 227
E: porthedland@swhealth.com.au

Our Services

We offer a comprehensive range of occupational medicals, including:

  • Standard Pre-Employment Medical
  • Health Surveillance
  • Confined Space Medicals
  • Mining and Rail Medicals
  • Driver Medicals
  • Aviation Medicals
  • Vocational Rehabilitation
  • Health and Wellness Checks
  • Independent Medicals
  • Fitness for Duty

Additionally, we provide various individual services to cater to specific needs, including:

  • Audiometry
  • Spirometry
  • Instant Drug and Alcohol Testing
    • Saliva Drug Test
    • Urine Drug Test
    • Breath Alcohol Test
  • Laboratory Urine Drug Test
  • Cholesterol / Glucose Fingerprick Test
  • Functional Capacity Assessment
  • ECG
  • Chest X-rays

Book Now

Contact us today to make a booking.

Join Our Medicinal Cannabis in the Workplace Webinar

Register for our webinar for strategies to manage workplace challenges related to medicinal cannabis.

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Learn how to navigate the ever-evolving landscape of medicinal cannabis and its impact on the workplace.

With the legalisation of medicinal cannabis and shifting attitudes towards its use, it’s crucial for businesses to stay informed and adapt their policies accordingly.

Join our upcoming webinar to gain valuable insights and practical strategies to effectively manage medicinal cannabis-related challenges in your workplace.

Date: Wednesday, 9 August 2023
Time: 11:00 AM AEST
Cost: Free

Why should you attend?

  • Expert Insights: Our speaker will share his in-depth knowledge and experience, shedding light on the legal, regulatory and HR implications of cannabis in the workplace.  During this interactive session, he will delve into what medicinal cannabis is, prescription rates in Australia, potential impacts, and the importance of having a robust drug and alcohol policy.
  • Case Studies: Learn from real-world examples as our speaker presents compelling case studies showcasing how Australian businesses have begun managing medicinal cannabis in their workplaces. Gain insights into best practices, policies, and strategies employed to ensure a safe and compliant work environment.
  • Interactive Discussion: Engage in a live Q&A session with our speaker and fellow attendees. Share your thoughts, ask burning questions, and gain multiple perspectives from professionals across various industries.

Meet Our Webinar Speaker

Nathan Brown
National Chief Scientist at Safework Health

Alp Bekensir Selected To Become NATA Technical Assessor

Alp Bekensir, Chief Scientist, has been selected to become a NATA Technical Assessor.

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Congratulations to Alp Bekensir, our Chief Scientist in Brisbane, on being appointed a NATA Technical Assessor for ISO 17025.

Alp Bekensir has 15 years of experience in analytical chemistry and drugs of abuse focusing on mass spectroscopy applications in Australia and overseas.

Alp is an expert in his field and an accomplished author and speaker. He has written internationally recognised articles and presented at conferences and seminars across Australia.

NATA is Australia’s leading national accreditation body. NATA accredits organisations to perform testing and inspection activities for their products and services.

Safework Health has been a NATA accredited organisation for many years. Our accreditation provides assurance to our clients that our laboratories meet high standards for quality and reliability.

Connect with Alp on LinkedIn.


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