Will a temp job make you pee in a cup? The honest answer is the frustrating one: sometimes. A staffing agency rarely has one company-wide rule. The client company you're placed with usually decides, and the agency runs the test for it.
Quick answer: Do temp agencies drug test? Often, but not always. Warehouse, manufacturing, healthcare, construction and any DOT-regulated driving placement almost always test. Many office and administrative placements don't. Testing normally happens after a conditional offer, the most common format is a urine panel, and cannabis rules vary by state. Last updated September 2026.
Do temp agencies drug test? It depends on four things
There's no universal answer, and the big agencies say so themselves. What decides it:
- The client employer. Two assignments through the same agency can carry completely different requirements. Manpower's own franchise FAQ says it performs drug testing "to meet each client's specific requirements".
- The industry. Safety-sensitive and regulated fields test far more often (see the table below).
- The specific role. Forklifts, driving and patient care raise the odds. Data entry or reception often carries none.
- Your state. State law increasingly limits cannabis testing, especially before hire.
So the better question isn't "do staffing agencies drug test?" but "does this assignment, at this company, require one?"
Agency by agency: what's actually public
Almost every large staffing firm says the same thing in different words: it tests when the client requires it. The table below sticks to what the agencies publish or what workers report on public Q&A pages. Where a company hasn't said something, it says so.
| Agency | Tests? | Test type commonly reported | Basis |
|---|---|---|---|
| Adecco | Depends on role and client | Urine (instant or lab) or oral swab | Adecco employer page |
| Randstad USA | Depends on client and job | Urine, sometimes lab panels | Worker Q&A; policy not stated on candidate pages |
| Kelly Services | Depends on client | Urine or saliva; 5- or 10-panel reported | Worker Q&A |
| Manpower | Depends on client | Urine at an outside clinic; swab at some branches | Franchise FAQ + worker Q&A |
| Robert Half | Not a standard policy; client-driven | Off-site urine when required | Worker Q&A |
| Express Employment Professionals | Varies by franchise and client | In-office for some jobs, clinic for production, logistics, driving | Worker Q&A |
| PeopleReady | Only if the assignment requires it | Urine or mouth swab, often same day | Worker Q&A |
| Aerotek | Client-dependent; common for industrial work | Urine at a testing facility | Third-party summaries |
| Spherion | When the client requires it | Not publicly stated | Employer FAQ + worker Q&A |
| Labor Finders | Mixed reports; some branches don't | Not publicly stated | Worker Q&A |
A few details behind those rows:
- Adecco says on its employer resources page that drug testing remains necessary for safety-sensitive roles and government requirements, and it promotes "instant urinalysis at a lab or oral swab testing, where legally permissible." Worker answers on Indeed line up with "position-specific."
- Randstad candidates report urine screens on its Indeed Q&A. We couldn't find a candidate-facing Randstad page stating a policy, so treat "depends on the client" as the working assumption.
- Kelly workers describe both urine and saliva screens, and say a new assignment can trigger a fresh test if the new client asks for one. Kelly doesn't publish a panel standard we could find.
- Manpower reports on Indeed describe being sent to an outside facility after the interview; the franchise FAQ above confirms testing is tailored to the client.
- Robert Half is mostly background checks; workers on Indeed describe drug screens only when a client wants one.
- Express is franchised, so it really does differ by office. One worker wrote that food-service and lower-wage jobs are screened in the office, while "higher paying positions in production, logistics, caretaking, or driving anything, they send you to a private clinic".
- PeopleReady workers describe urine or mouth-swab tests depending on the assignment, sometimes the same day.
- Spherion says on its employer FAQ that it can conduct drug screening "upon request." Its Indeed Q&A says job postings usually note when a test is required.
- Labor Finders answers on Indeed are all over the map, which is what you'd expect from a franchise network.
Aerotek's row rests on third-party summaries rather than an Aerotek page, and we found no public candidate policy we could verify for Actalent, so it isn't listed. The pattern is consistent, though: no large agency promises to never test.
When testing happens, and who pays
Most agencies test after a conditional offer, not before you interview. The offer is contingent on a clean result, which is also the stage where the law lets an employer ask about medications.
Some branches hand you a cup in the office (or a mouth swab), others give you a window of a few days to visit a clinic. A worker at a Greensboro, NC warehouse described it plainly: ["the staffing company use[s] clinical urine test"](https://www.indeed.com/cmp/Menlo-Ww-Logistics/faq/what-type-of-drug-test-do-the-use-if-going-through-a-staffing-agency), while another in Harrisburg, PA said some use urine and some use a swab.
Who pays? Normally not you. Workers on Express's Indeed Q&A say the test is free to the job seeker, and staffing firms build screening costs into the bill rate they charge the client. If a recruiter ever asks you to pay for your own pre-employment test, treat it as a red flag and ask for the requirement in writing.
What's on the panel
| Panel | What it covers | Typical use |
|---|---|---|
| 5-panel urine | THC, cocaine, opiates, amphetamines, PCP | Most common standard screen |
| 10-panel urine | The 5 above plus benzodiazepines, barbiturates, methadone, etc. | Healthcare and some industrial clients |
| Oral swab | Recent use of the main drug classes | Instant, observed, hard to tamper with |
| Hair | Longer history of use | Less common; some logistics and government contractors |
How long drugs stay detectable
Detection windows vary with dose, frequency and metabolism, so treat these as ranges. The American Academy of Family Physicians' guide to urine drug tests puts marijuana at about 2 days after a single use, roughly 2 weeks at three uses a week, and 2 to 4 weeks with daily use. It lists amphetamines at 2 to 3 days, heroin and morphine around 3 days, and cocaine metabolites at 2 to 4 days. Oral-fluid tests generally look back hours to a couple of days, while hair tests can reach back roughly three months, according to a LegalClarity detection-time overview.
Which industries almost always test
| Industry or role | Testing likelihood | Why |
|---|---|---|
| DOT-regulated driving (CDL) | Mandatory | 49 CFR Part 40 requires it |
| Government contracts | Very high | Federal contract and funding rules |
| Healthcare and clinical | High | Patient safety, facility policy |
| Warehouse and logistics | High | Forklifts, heavy equipment |
| Manufacturing and construction | High | Machinery, injury risk |
| Retail and hospitality | Low to moderate | Varies by employer |
| Office and administrative | Low | Rarely safety-sensitive |
If warehouse or driving work is your plan, browse current openings on JobSnag's logistics jobs page; for clinical temp work, see nursing jobs and allied health jobs.
DOT jobs: no state exception
If your assignment needs a commercial driver's license or another DOT safety-sensitive role, the answer is a flat yes. Under 49 CFR Part 40, transportation employers must run pre-employment, random, reasonable-suspicion and post-accident tests, and staffing agencies placing drivers are bound the same way. The DOT's employee handbook confirms a positive result or a refusal to test disqualifies you from safety-sensitive duty. The DOT has also said state legalization hasn't changed Part 40, and a state medical marijuana card is not a valid explanation for a positive.
Do temp jobs test for weed? State rules in 2026
Marijuana is still the most commonly detected substance: Quest Diagnostics' Drug Testing Index found it led all workplace positives in 2024, with overall positivity at 4.4%. Whether your agency can act on that result depends on where the job is.
| State | What the law says for job applicants | Key exceptions |
|---|---|---|
| California (AB 2188) | No discrimination for off-duty use; bans reliance on tests for non-psychoactive metabolites | Building and construction trades; federal clearance jobs |
| New York | Employers generally can't test for cannabis | Federally or state-required testing; federal contracts or funding |
| New Jersey | Can't act on metabolites alone; impairment evidence required | Safety-sensitive roles; reasonable suspicion |
| Nevada | Can't refuse to hire over a positive pre-employment test | Firefighters, EMTs, jobs with mandated driving tests, safety-sensitive roles |
| Washington (SB 5123) | No reliance on tests for non-psychoactive metabolites | First responders, airline and aerospace, designated safety roles |
| Minnesota | No cannabis testing of applicants unless required | Safety-sensitive, CDL, federally funded jobs |
The details, in order: California's Civil Rights Department FAQ covers AB 2188 (effective January 1, 2024). New York's Labor Law 201-d guidance bars most cannabis tests. In New Jersey, employers can't take action solely on metabolites, and a May 2026 Appellate Division ruling held applicants can sue over a hiring denial based solely on a positive cannabis test. Nevada's NRS 613.132 took effect in 2020. Washington's law still lets employers use oral-swab THC tests, and Minnesota's statute bars most applicant cannabis testing.
Two cautions. First, this is a sample, not every state, and the law changes fast. Second, federal rescheduling news doesn't change much here. In late 2025 the administration directed cannabis moved to Schedule III, but employment lawyers note that wouldn't override employer drug-free-workplace policies or DOT rules, and DOT testing is unchanged.
Why the gap between "legal" and "tested"? Standard urine tests find THC metabolites that can linger for weeks, long after any impairment, so a positive shows use, not impairment at work. That is exactly the logic behind the newer state laws.
Prescriptions, failing and refusing
Prescription meds. You're not required to disclose medications before an offer, but the ADA lets an employer ask about them after a conditional offer. Positive results typically go to a medical review officer, an independent physician who can verify a valid prescription before the employer hears anything. The EEOC has gone after an employer that pulled an offer over ADHD medication. For DOT jobs, note that a state medical marijuana recommendation doesn't count.
If you fail. The offer is usually withdrawn. Some agencies allow a retest or reapplication after a waiting period, but you can't count on it, and a failed test for one client can follow you inside that agency's system.
If you refuse. Refusing is generally treated as a failure. In DOT roles it's a formal violation reported to the FMCSA Clearinghouse.
Before you go. Ask the recruiter three things: does this assignment require a screen, what does the panel cover, and do I have a window to get it done? A good branch will tell you straight, and asking doesn't hurt you.
The takeaway
Drug testing through a staffing agency is less a yes-or-no rule than a map. It runs from near-certain (CDL, healthcare, warehouse) to rare (plenty of office placements), with your state deciding how far cannabis can count against you. Ask early, know your rights, and don't let the possibility stop you from temp work altogether. For flexible work beyond temping, see our guide to per diem jobs, and browse current openings across fields.
Line Cook — Houston, TX
Frequently asked questions
Do temp agencies drug test?
Often, but not always. Most large staffing agencies say testing depends on the client company and the job. Warehouse, manufacturing, healthcare and DOT-regulated driving placements usually test, while many office and administrative placements do not.
Do staffing agencies drug test for weed?
They can. Marijuana is the most commonly detected substance in workplace tests. But states such as California, New York, New Jersey, Nevada, Washington and Minnesota restrict cannabis testing or limit action on a positive result for many jobs, with exceptions for safety-sensitive and federally regulated roles.
When does a temp agency drug test happen?
Usually after you receive a conditional offer or assignment, not before the interview. The offer depends on a clean result. Some branches test on the spot, while others send you to a clinic within a few days.
Who pays for a temp agency drug test?
Usually not you. Staffing firms generally build screening costs into the rate they charge the client company, and workers commonly report the test is free to the job seeker. If you are asked to pay, ask for the requirement in writing.
How long does weed stay in your system for a temp job drug test?
In urine, about 2 days after a single use, roughly 2 weeks for use a few times a week, and 2 to 4 weeks for daily use, according to the American Academy of Family Physicians. Hair tests can look back about three months, and oral swabs only hours to a couple of days.
What happens if you fail or refuse a temp agency drug test?
The offer is usually withdrawn, and refusing is generally treated the same as failing. A positive for a valid prescription can often be cleared by a medical review officer, but a state medical marijuana card does not clear a positive in DOT-regulated jobs.
