Pennsylvania’s proposed cannabis legalization bill, House Bill 1735, could reshape the state’s marijuana market by allowing recreational use for adults 21+, regulating sales, and taxing purchases. It would create a Cannabis Control Board, license growers, retailers, and testing facilities, and offer social equity support plus automatic expungement for some past convictions. But here’s what job seekers and employers need to know: while the bill legalizes cannabis, it does not expand workplace protections. Employers would still be free to enforce drug-free policies, conduct testing, and take action on cannabis use — especially in safety-sensitive or federally regulated roles.
Under Pennsylvania’s existing Act 16, certified medical marijuana patients can’t be penalized solely for their patient status, but employers aren’t required to allow on-site use or impairment. Drug testing is still permitted, and safety-sensitive jobs remain exceptions. HB 1735 keeps these same rules for medical users and adds no protections for recreational users. In practice, that means a positive THC test could still cost someone a job offer or lead to disciplinary action — even if cannabis use happened legally and off the clock.
Some Pennsylvania cities have gone further. Philadelphia bans most pre-employment marijuana testing, except for safety-sensitive, law enforcement, or federally regulated jobs. Pittsburgh has a similar ordinance limiting testing for many roles. Outside these cities, however, cannabis legalization under HB 1735 won’t change an employer’s ability to test or act on results. For companies with multi-city operations, these local differences mean workplace policies may need tailoring by location.
For job seekers, the takeaway is simple: legalization does not equal workplace immunity. Medical cannabis patients retain limited protections, but recreational users remain fully subject to employer policies. Employers, meanwhile, should review and update their drug and safety policies to reflect evolving state and local laws. HB 1735 may open new opportunities for legal cannabis sales, but in the workplace, the same rules — and risks — apply.
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