The FDA recently announced plans to restrict products containing 7-hydroxymitragynine (7-OH) — a powerful opioid compound often found in certain kratom-based products. While the DEA still has to complete its review before officially scheduling it, the FDA’s message is loud and clear: 7-OH is dangerous, and it’s showing up in more consumer products than people realize.
From an HR perspective, this news raises a big question: How do we keep our workplaces safe when a new drug can’t even be detected on a standard drug test?
When Testing Falls Short
Here’s the challenge — 7-OH isn’t part of the typical drug testing panels used by most employers. That means someone could technically be impaired, yet their test comes back clean. For HR and safety leaders, that creates a serious gap between policy and practice.
That’s why this is a good time to take a step back and remember: drug testing is just one tool in your compliance toolbox. The real key is recognizing behavior and acting consistently.
Spotting the Signs — and Responding the Right Way
Even if a drug can’t be detected, impairment can almost always be observed. Supervisors and managers are often the first line of defense, but only if they know what to look for. Common signs of impairment can include:
When something doesn’t look right, documentation matters more than diagnosis. Focus on what’s observable — not on playing doctor or guessing the substance.
That’s exactly why our Reasonable Suspicion Training exists. It gives leaders the confidence to handle these situations professionally, fairly, and consistently — even when the science hasn’t caught up yet. The training walks through real-world examples, documentation best practices, and how to approach sensitive conversations without crossing legal lines.
If it’s been a while since your team completed this training, this might be the perfect time for a refresher.
Policy Check: Are You Covered?
If your drug and alcohol policy only lists specific substances, it might be time for an update. We recommend adding language that covers “any illegal, controlled, or impairing substances, including those regulated in the future.” That gives your policy flexibility as new drugs (like 7-OH) enter the picture.
The People Playbook includes fully editable Drug Policy Templates and documentation forms — already designed with this type of flexibility in mind. They can be customized for your state, industry, and company culture, so you’re not scrambling every time a new substance hits the headlines.
The truth is, compliance doesn’t have to be cold. It’s really about caring — for your people, your workplace, and their safety. While we can’t control what substances appear on the market next, we can control how we prepare our leaders to respond with consistency, compassion, and confidence. Together, we can stay compliant and keep our workplaces safe — even when the next challenge is something we can’t yet test for.