AS/NZS 4308:2023 Australian and New Zealand Standard for Urine Drug Test

Introduction

Australian and New Zealand employers are increasingly using Urine Drug Testing (UDT) as a method to assess impairment risks within their workplace. UDT is commonly applied throughout all types of workplaces with high levels of occupational health and safety risks – such as mining, transportation, and healthcare- to allow for fairness and legitimacy in the assessment of employee fitness to work.
The joint organization Standards Australia and Standards New Zealand has developed a new Standard entitled “AS/NZS 4308:2023.” The Standard outlines procedures for administering all aspects of workplace drug testing, including: specimen collection, sample storage/handling, onsite screening, and sending samples to a laboratory for definitive analysis.

What is AS/NZS 4308:2023?

AS/NZS 4308:2023 is the standard for Urine-Based Workplace Drug Testing in Australia and New Zealand. This standard was developed in collaboration with several organisations, including laboratories, collection agencies, regulatory authorities, and industry associations. AS/NZS 4308:2023 replaced AS/NZS 4308:2008, the previous standard that had been used in the industry for over 15 years.
This Standard establishes correct practices for urine specimen collection, the storage and treatment of these specimens during transportation, onsite screening of collected specimens and transporting specimens to an accredited laboratory for verification. AS/NZS 4308:2023 provides the basis for determining if results of drug tests may be accepted as evidence in a disciplinary action, court proceeding or workers’ compensation claim.

Scope of AS/NZS 4308:2023

AS/NZS 4308:2023 will apply to all types of urine-based drug tests conducted in relation to workplace screening, pre-employment testing, post-incident testing, and random/cause-based test programs. This includes laboratory confirmation of positive results obtained from initial on-site screening.

Three core stages cover the scope of the standard:
·       Specimen collection — ensuring a valid urine specimen is collected with proper privacy, hygiene, and chain of custody procedures.
·       On-site Screening — using an approved immunoassay device to screen for the presence of drugs at designated cut-off levels.
·       Laboratory Confirmation — forwarding any specimens which have tested positive to an approved laboratory for definitive testing.

At each stage, there are specific requirements. Failure to meet these requirements may negate the validity of the result.

Key Requirements of the Standard

The standard outlines the obligations of employers, employees, collectors and laboratories involved in the drug testing process from when the donor supplies a specimen until a confirmed result is provided. For any organization undertaking a drug & alcohol testing program, the three key operational elements are those outlined below.

Specimen Collection and Chain of Custody

Collection must follow strict procedures to ensure the sample is valid and untampered. AS/NZS 4308:2023 places importance on informed consent prior to collecting a specimen. Collectors must explain the process clearly before it begins and provide access to written consent information.

A chain of custody is a documented record tracking the movement of a specimen from collection to final result. Each step where a specimen is transferred or stored must also be documented. If the chain of custody documentation fails to occur, the result could be challenged and/or overturned. Documentation protects both the employer and the employee.

Onsite Screening

On-site screening relies upon immunoassay devices—typically cups or strips—to determine if a sample has exceeded the cut-off threshold for specific drug classes. Results will indicate either negative or non-negative test results. While a non-negative test result does not confirm drug use or impairment, it means the specimen requires laboratory analysis before any conclusion can be drawn or any action taken.
Onsite devices must be validated for compliance with AS/NZS 4308:2023 cut-off thresholds for producing valid results. Devices from 2008 may not meet the new standards and therefore may not be valid for production of results.

Laboratory Confirmation Testing

When an on-site screen returns a non-negative result, the specimen goes to an accredited laboratory for confirmation using gas chromatography-mass spectrometry (GC-MS) — a highly accurate method that identifies specific drug metabolites and their concentrations.

Confirmation applies to its own separate cut-off thresholds, generally lower than screening thresholds. According to the AS/NZS 4308:2023 standard, disputed confirmation testing results must be provided to both the donor and the original laboratory performing the testing. This provides employees with a better opportunity to dispute the results obtained from the testing.

What Changed in AS/NZS 4308:2023

The 2023 revision introduced significant updates:

·       Cocaine detection: Screening threshold reduced from 300 µg/L to 150 µg/L; confirmatory threshold from 150 µg/L to 100 µg/L — narrowing the gap between the two to reduce inconsistent results.
·       Benzodiazepines: Confirmatory threshold reduced from 200 µg/L to 100 µg/L, improving alignment between onsite and lab results.
·       Terminology: “non-negative” has been changed to “not-negative.” This should help reduce confusion with preliminary test results.
·       Informed consent: Donors must be better informed about their rights, including how to dispute a result.
·       Disputed results: Reports will now be sent to both the donor who had tested positive and the laboratory that did the test.
·       Transition period: Both versions of the standard will be valid until November 2026, giving laboratories, agencies, and device manufacturers time to update.

No changes were made to THC (cannabis) thresholds — those cut-off levels remain the same as the 2008 standard.

How AS/NZS 4308:2023 Affects Your Testing Program

Employers’ primary response to the introduction of AS/NZS 4308:2023 will likely be a higher rate of “not-negative” results. Reducing the screening level for cocaine from 300 µg/L to 150 µg/L will increase the number of samples referred. Therefore, employers with a high risk of drug use (such as transport and construction) need to account for increased testing turnaround times and possible associated laboratory fees.

Another operational change is the potential impact of on-site device compatibility. Urine test cups and strips validated using the previous 2008 cut-off value may not validate under the new standard. As many testing providers have already commenced the process of changing validated devices capable of measuring the updated cut-off values, employers need to check if their present equipment can comply with the new standards.

Getting Ready for the November 2026 Deadline

Although a three-year transitional phase runs until November 2026, during which both standards apply, many large testing providers have already made the switch. To keep your program current:

1.      Confirm that your testing provider and laboratory have transitioned to AS/NZS 4308:2023. Results reported after the transition date must identify which standard was applied.
2.      Verify that on-site testing devices are validated for the 2023 cut-off levels. Several manufacturers have released updated cups operating across the full accepted temperature range (32–38°C) with reduced cocaine detection thresholds.
3.      Brief all collectors and relevant staff on the updated informed consent declaration, now located on the chain-of-custody form.
4.      Update internal program documents to reflect the terms “Not-Negative” and the 2023 standard’s disputed result process.

Conclusion

AS/NZS 4308:2023 establishes the best practice for workplace urine drug testing in Australia and New Zealand. Improvements in the detectability of drugs, as well as employee protection, will all contribute to fewer disputes regarding test outcomes. It is important to remember that compliance with this standard is not simply a matter of ticking boxes; rather, it is ensuring your business makes fair employment decisions that can withstand legal scrutiny.

This information serves as a guide only. Please seek your own independent advice when forming decisions.