Does Five Below Drug Test?

Does Five Below Test For Weed?

Many job seekers ask, "Does Five Below test for weed?" The answer isn't universally the same at every location — testing practices depend on company policy, the role, and state laws. Below are factors that typically influence whether marijuana screening occurs.

Typical Company Stance On Marijuana

Retail chains like Five Below often aim to balance workplace safety with hiring needs. In many cases, they focus testing on roles where impairment would create safety or security risks rather than blanket testing for all entry-level positions. Still, individual store policies and district or corporate directives can lead to different approaches across locations.

Impact Of State Legalization On Testing

State laws that legalize recreational or medical marijuana can limit employer actions, but they don’t automatically prohibit drug testing. Some states restrict an employer's ability to refuse hire based solely on lawful off-duty marijuana use, while others allow testing and adverse action. Employers must follow the specific rules where the job is located.

Medical Marijuana And Accommodation Considerations

Employees with a medical marijuana authorization may seek accommodation, but employers are not always required to permit on-the-job use. Accommodation depends on state protections, the essential functions of the role, and workplace safety concerns. If you rely on prescribed medication, disclose it to HR and provide documentation when requested.

Detection Windows And Common Test Types

Understanding how long marijuana stays detectable helps set expectations. Different tests detect cannabis for different timeframes and with different sensitivity.

• Urine tests: commonly used and detect THC metabolites for several days to weeks, depending on usage patterns.
• Oral swabs: detect more recent use, typically within hours to a few days.
• Hair tests: detect use over a longer period, often up to 90 days, but are less commonly used for retail hiring.

Does Five Below Test At Orientation?

Many applicants wonder, "Does Five Below test at orientation?" Orientation is primarily for paperwork and training, but the presence of testing varies by location and hiring process. Below are signs and expectations related to orientation-day testing.

When Orientation Includes Paperwork Versus Testing

Most Five Below orientations focus on completing I-9s, tax forms, and basic training modules. In many cases, drug testing—if required—is arranged before orientation or scheduled separately after a conditional offer is accepted. However, some districts may coordinate a testing vendor to collect samples on the orientation day.

Signals That Testing May Occur At Orientation

If the employer requests a photo ID for collection, mentions a drug-screening vendor, or provides a testing consent form with orientation materials, testing may occur that day. Also, if your onboarding packet includes a conditional offer contingent on a negative test, plan for possible screening. When in doubt, ask the HR contact listed on your paperwork.

How Testing Is Communicated Before Orientation

Companies typically communicate testing requirements in the conditional offer letter, email from HR, or in pre-orientation instructions. Expect clear language about timelines, where testing will occur, and what will happen if results are positive. Keep copies of any communications so you can reference timing and requirements.

What To Bring And Expect During Orientation

If testing is scheduled at orientation, bring a government-issued photo ID, any requested forms, and documentation for legal prescriptions. You’ll likely be escorted to the testing area or given instructions to visit a specified clinic. Testing procedures and chain-of-custody steps are generally handled by the vendor, not store staff.

Does Five Below Test New Hires?

Many retailers perform preemployment screenings for new hires, and Five Below may do so depending on role and location. This section explains common prehire practices and how they interact with onboarding.

Preemployment Screening Practices

Preemployment screening can include drug tests, background checks, and verification of eligibility to work. For some positions, Five Below or its vendor may require a negative drug test before the first scheduled shift. Policies differ by district and corporate guidelines, so a conditional offer often spells out next steps.

Background Checks Versus Drug Tests

Background checks and drug tests serve different purposes: background checks verify criminal history and employment record, while drug tests screen for substance use. Employers may perform one, both, or neither depending on role requirements and local regulations. Typically, background checks run early in the process and drug screens are tied to the conditional offer.

Onboarding Steps If Testing Is Required

If testing is required, you’ll usually receive instructions for when and where to test and how quickly the test must be completed. After sample collection, results are returned to HR or the hiring vendor; clearance is often required before final scheduling. Maintain communication with HR if you experience delays completing the test.

Conditional Offers And Contingencies

Employers commonly issue conditional offers contingent on passing a drug test and completing other onboarding steps. The conditional offer should explain the consequences of a positive result and any appeal or confirmatory testing options. Keep documentation of the offer and follow the stated deadlines closely.

Does Five Below Test At Interview?

Applicants often ask, "Does Five Below test at interview?" Drug testing typically occurs after a conditional offer rather than during the interview. The interview stage is more commonly used to discuss policies and job expectations.

How Often Tests Are Performed During Interview Stage

Testing during the interview itself is uncommon across retail hiring. Employers usually avoid on-the-spot testing at interviews and reserve screening for after the interview when they are ready to extend an offer. If immediate testing is necessary, it will be communicated ahead of time.

How Employers Typically Raise Testing During Interviews

Interviewers may mention that employment is contingent on a background check or drug screen, or they may review the company drug-free workplace policy. This conversation sets expectations but does not usually trigger an immediate collection. If you’re unsure, ask the hiring manager when testing would occur in the process.

What To Say If Asked About Drug Testing At Interview

If asked directly, answer honestly about your willingness to comply with testing requirements and disclose legally prescribed medications if relevant. You can also ask clarifying questions about timing, the type of test, and any accommodations for medical prescriptions. Clear, professional communication helps avoid surprises later.

Alternatives Employers Use Instead Of Immediate Testing

Employers sometimes use background checks, reference checks, or a conditional hiring agreement instead of immediate tests. Some rely on reasonable suspicion or post-incident testing policies to address impairment concerns after hire. These alternatives can vary by location and company policy.

What Positions Does Five Below Drug Test For?

Job-specific needs influence whether Five Below drug tests candidates. Generally, roles involving safety, security, or management responsibility are more likely to be screened.

Safety Sensitive And High Responsibility Roles

Positions that could affect employee or customer safety—such as roles that involve operating forklifts, stocking heavy items in backrooms, or handling hazardous tasks—are more likely to require screening. Five Below may prioritize testing for those jobs to reduce risk and meet insurance or legal obligations.

Management Versus Entry Level Positions

Management roles sometimes require broader vetting, including drug tests, because of increased responsibility for loss prevention and staff supervision. Entry-level floor positions and cashier roles are less consistently tested, though local policies can change that. Always check the specific job posting and conditional offer for clarity.

Seasonal And Backroom Staffing Considerations

Seasonal hires or backroom employees who handle receiving, inventory, or overnight shifts can be subject to testing for theft-prevention and safety reasons. During peak seasons, companies may adopt stricter screening to protect assets and maintain uninterrupted operations. These requirements can be temporary or role-specific.

Regional Variations In Position Requirements

Because state laws and corporate directives vary, some regions may test more positions than others. In states with stricter employer rights to test, more roles could be subject to screening. When applying, ask the local HR representative which positions require testing in that region.

When And Why Five Below Tests Employees

Understanding the timing and motives behind testing helps applicants and employees prepare. Retail employers commonly use testing for preemployment screening, safety, and incident response.

Preemployment Versus Random Versus Postincident Testing

Common testing triggers include preemployment screening, random testing in specific programs, and postincident testing following accidents or observed impairment. Retail chains typically emphasize prehire and postincident tests rather than frequent random testing, but policies differ by company and region.

Legal And Safety Motivations For Testing

Employers test to protect customers and staff, comply with insurance requirements, and maintain workplace productivity. Legal obligations—such as state regulations or contractual requirements with vendors—can also drive testing policies. Safety-sensitive tasks and loss-prevention concerns are major motivators.

Company Policy Interaction With State Laws

Company drug-testing policy must operate within the constraints of state and local law, which affects what can be tested for and when. In some states, off-duty marijuana use is protected, limiting an employer’s ability to discipline or refuse hire solely for cannabis use. Employers often consult legal counsel to align policies with local rules.

Triggers That Prompt A Test After Hire

Triggers for posthire testing typically include workplace accidents, credible reports of impairment, observable signs of substance use, or involvement in theft or misconduct. Employers usually document the reason for testing to support reasonable-suspicion or postincident procedures. Knowing these triggers can help employees avoid situations that might lead to testing.

How To Prepare For A Five Below Drug Test

Preparation reduces stress and helps ensure accurate results. The steps below cover what to do before a scheduled test, how to handle prescriptions, and options if a test returns positive.

Steps To Take Before Any Scheduled Test

Follow the test instructions precisely and arrive on time with required identification. Avoid consuming alcohol or non-prescribed substances before the test and stay hydrated without over-consuming fluids right before urine collection. If the test is at a clinic, bring any paperwork provided by HR and keep copies of communications.

• Confirm the test location, time, and required ID.
• Follow fasting or hydration instructions only if specified.
• Ask HR about the type of test so you know what to expect.

Handling Prescription Medications And Documentation

If you take prescription medication that could affect results, bring the prescription bottle or a physician’s note to the collection site or HR. Inform the Medical Review Officer (MRO) or testing administrator if they contact you; they handle prescription verification during the review process. Proper documentation can prevent false positives from impacting your hire status.

What To Do If You Receive A Positive Result

If a test is positive, the lab typically notifies an MRO who contacts you to verify prescriptions and medical explanations. You may request a confirmatory test on a split sample within a specified timeframe. Follow the employer’s appeal or dispute process promptly and provide any requested medical documentation.

Rights And Resources For Contesting Results

Applicants and employees have rights to confirmatory testing and to receive information about the testing vendor’s procedures. Check your conditional offer, employee handbook, and local employment laws for timelines and appeal steps. Consider consulting an employment attorney or state labor agency if you believe testing procedures were not followed or results were mishandled.

FAQ

Does Five Below Test for Weed?

Five Below’s approach to marijuana screening varies by location, role, and state law, so there isn’t a single nationwide rule. Some stores or districts may test for cannabis when a role is safety-sensitive or when required by corporate policy, while others may not screen routinely. Check the conditional offer or ask the local HR contact to understand the policy where you’re applying.

Does Five Below Test at Orientation?

Orientation is typically focused on paperwork and training, but testing can sometimes occur that day if a vendor is scheduled or a consent form is included in onboarding materials. Employers often notify candidates in advance if testing will be performed at orientation, so look for instructions or contact information in your pre-orientation communications. When in doubt, ask the HR representative listed on your paperwork.

Does Five Below Test New Hires?

Five Below may require drug screening for new hires depending on the position, district policy, and applicable laws; preemployment screening is common for certain roles. Conditional offers usually spell out any testing requirements and timelines, and results are typically required before final scheduling. Follow the employer’s instructions and keep HR informed if you need accommodations or have prescription medications to document.

Does Five Below Test at Interview?

On-the-spot testing during interviews is uncommon; drug screening is more frequently tied to a conditional offer made after the interview. Interviewers may inform you that employment is contingent on a background check or drug test, and you should ask about timing and the type of test if it isn’t clear. If asked directly, respond honestly about your ability to comply and disclose any legally prescribed medications as needed.

What Positions Does Five Below Drug Test For?

Roles that are safety-sensitive, involve heavy equipment, backroom inventory, overnight shifts, or management responsibilities are more likely to be subject to drug testing. Entry-level floor and cashier positions are less consistently tested, though local policies can change that, especially during peak seasons. Always review the job posting and ask local HR which positions require screening in your area.