Does In-N-Out Burger Drug Test?

Drug Testing Policy Overview

In-N-Out Burger's approach to drug testing combines company guidance, franchise discretion, and legal compliance. Policies can differ between corporate-owned locations and independent franchisees, and state laws affect how and when testing is applied.

Company History On Drug Testing

Historically, In-N-Out has emphasized safe, reliable staffing and has used pre-employment screening in many markets to support that goal. Public reports and employee accounts indicate the chain has long used conditional-offer drug screens for certain roles, though exact practices have evolved with changing laws and testing technology.

Corporate Versus Franchise Policy

In-N-Out operates a mix of corporate and franchise locations, and while corporate sets overarching guidelines, franchise owners often implement local procedures. That means testing frequency and methods can vary by location; candidates should assume local management may require a drug test unless explicitly told otherwise.

Types Of Tests Used

Fast-food employers typically use a few common testing methods, and In-N-Out locations may choose among them depending on role and local rules. The most common are urine and saliva (oral fluid) tests; hair and blood tests are less common but may be used in limited circumstances.

• Urine tests — common for pre-employment and DOT-required screenings.
• Saliva/mouth swab — faster onsite screening option used by some employers.
• Hair tests — detect longer-term use but are less frequent due to cost.
• Breath tests — used exclusively for alcohol, not drugs.

Legal And State Variations

State and local laws increasingly shape drug testing policies, especially for cannabis. Some jurisdictions limit employers' ability to test for off-duty cannabis use or require impairment-based evaluations rather than metabolite detection. Employers must follow state statutes, so practices that apply in one state may be prohibited in another.

Confidentiality And Recordkeeping

When drug testing occurs, employers are generally required to treat results confidentially and keep records secure. Positive tests usually trigger a defined internal process that balances privacy, safety concerns, and any applicable legal protections for medical treatments.

Does In-N-Out Burger Test For Weed?

Many applicants ask, "Does In-N-Out Burger Test for Weed?" The short answer is that In-N-Out locations can and do test for THC, but practices depend on the specific store, the role, and state law.

THC Testing Practices

Tests that detect THC metabolites—usually urine or hair—will show prior cannabis use rather than current impairment. Because THC can remain detectable for days to weeks, a positive result on a standard screening can occur even if the applicant was not impaired at work.

Legal Considerations By State

States that have legalized recreational or medical marijuana still allow employers to set workplace drug policies in many cases, but some states restrict testing or prohibit adverse action for lawful off-duty cannabis use. Applicants should check local law or ask the hiring manager about state-specific rules.

Medical And Recreational Marijuana Policies

Medical marijuana users may have additional protections in some states, but those protections are not universal and often depend on whether impairment affects job performance or safety. Employers typically evaluate requests for accommodation on a case-by-case basis, balancing medical needs and workplace safety.

Impairment Versus Presence Of Metabolites

Most standard drug tests identify metabolites, not current impairment, so they cannot reliably determine if an employee is high on the job. Progressive employers and some jurisdictions are moving toward impairment-based assessments or newer testing that better reflects recent use, but such tests are not yet standard across the industry.

Does In-N-Out Burger Test New Hires?

Many applicants wonder, "Does In-N-Out Burger Test New Hires?" Conditional offers followed by pre-employment screenings are common in the fast-food sector, and In-N-Out may require tests for new hires depending on location and role.

Preemployment Screening Procedures

If a drug test is required, candidates usually receive a conditional job offer and instructions for where and when to complete the screen. The process typically involves signing consent forms, providing identification, and completing the chosen sample collection (urine or saliva).

Background Checks Versus Drug Tests

Background checks and drug tests are separate processes: background checks focus on criminal history and employment verification, while drug tests check for substance use. Employers may run both as part of the hiring process, but the timing and vendors used can differ.

Timing For New Hire Tests

Pre-employment drug tests are typically scheduled after a conditional offer and before the first day of work. Some locations may request testing during orientation or within the first few days of employment if prior testing wasn't completed.

Consequences For Positive Results

A confirmed positive drug test usually results in rescinding the job offer or termination of employment, depending on company policy and applicable law. In some cases an applicant may be given the option to provide documentation for a lawful medical marijuana prescription or request retesting; outcomes vary by location.

Does In-N-Out Burger Test At Interview?

Applicants often ask, "Does In-N-Out Burger Test at Interview?" It's uncommon for actual drug testing to take place during the interview itself, but hiring managers may discuss testing requirements at that time.

Interview Stage Expectations

During the interview, expect questions about availability, experience, and sometimes drug-testing policies. Employers commonly inform candidates whether a conditional offer will require a drug test rather than administering a test immediately during the interview.

Verbal Versus Written Notices

Most companies provide written notice when a drug test is a condition of employment, though they may mention it verbally during an interview. Always request clarification in writing so you understand the timing, type of test, and any consequences of a positive result.

Onsite Versus Offsite Testing

Testing is typically done offsite at a third-party clinic or mobile testing vendor rather than during the interview. Some employers use onsite rapid oral-fluid tests for convenience, but confirm the method and location before assuming it will occur at the interview.

How To Respond If Asked About Drug Use

If asked directly about past or current drug use, answer honestly and concisely while focusing on your qualifications and readiness to meet job requirements. If you use medical cannabis, disclose it only if required and be prepared to provide documentation if asked for an accommodation.

Does In-N-Out Burger Test At Orientation?

Another common question is, "Does In-N-Out Burger Test at Orientation?" Orientation can be a point where an employer completes outstanding onboarding requirements, and that may include a drug test if it has not yet been done.

Orientation Checklist And Policies

Orientation typically covers company policies, training, paperwork, and any remaining pre-employment steps. If a drug test is required after hiring but before active duty, orientation is a logical time to schedule or confirm that test completion.

Timing Of Any Tests During Orientation

If testing occurs during orientation, it will usually happen on Day 1 or within the first week and follow the same conditional-offer process. Candidates will be told in advance if a test is required so they can prepare accordingly.

Paperwork And Consent Requirements

Consent forms and identification are standard parts of any drug-testing process during orientation. Employers must obtain written authorization before collecting samples and must inform candidates about privacy protections and the consequences of positive results.

What To Expect If Selected For Testing

If selected for testing during orientation, expect clear instructions on where to go, what to bring, and how long results may take. A confirmed positive result typically triggers the employer's established follow-up process, which may include retesting or rescinding the offer.

What Positions Does In-N-Out Burger Drug Test For?

Many people ask, "What positions does In-N-Out Burger drug test for?" Drug testing tends to focus on roles with safety or regulatory implications, but practices differ by location and company policy.

Frontline Crew Positions

Entry-level crew roles are sometimes subject to pre-employment drug screening, particularly in locations with stricter local policies or where management prefers uniform screening. However, some stores hire crew members without testing, so it's location-dependent.

Management And Supervisor Roles

Supervisory and management positions may be more likely to require testing because these roles carry greater responsibility for safety and compliance. Corporate-level hiring typically includes more formal screening procedures than individual store hires.

Safety Sensitive Roles Such As Driving

Positions that involve driving, operating heavy equipment, or other safety-sensitive duties are the most likely to be tested. For example, delivery drivers or employees required to operate company vehicles often face DOT or company-mandated screenings.

Seasonal And Temporary Hires

Seasonal and temporary workers may be tested depending on the same factors as permanent hires—location, role, and local policies. Some stores skip testing for short-term hires, while others apply the same standards to all employees.

Differences For Corporate Positions

Corporate and regional office positions usually follow formal human-resources procedures that include background checks and standardized drug-testing policies. If you're applying for a corporate role, expect clearer, written guidance on testing than you might at a single restaurant location.

FAQ

Does In-N-Out Burger Test for Weed?

In-N-Out locations can and do test for THC, but whether they test depends on the specific store, the role, and state law. Standard urine or hair screens detect THC metabolites and therefore show prior cannabis use rather than current impairment. Because metabolites can remain detectable for days or weeks, a positive result may occur even if an applicant was not impaired at work.

Does In-N-Out Burger Test at Orientation?

Orientation is a common time for employers to complete outstanding onboarding steps, and some In-N-Out locations may schedule a required drug test during orientation if it wasn’t done earlier. Candidates are typically notified in advance and must sign consent and provide identification before testing. The process and timing can vary by location and legal requirements.

Does In-N-Out Burger Test New Hires?

Pre-employment drug screening after a conditional offer is common in the fast-food sector, and In-N-Out may require tests for new hires depending on the location and role. Tests are usually scheduled after a conditional offer and before starting work, with written consent required. Franchise locations and corporate-owned stores may follow different practices based on local policies and laws.

Does In-N-Out Burger Test at Interview?

It’s uncommon for an actual drug test to be administered during the interview; instead, hiring managers typically inform candidates whether a conditional offer will require testing. Employers usually provide written notice about testing requirements and the timing rather than performing the screen on the spot. Testing is most often scheduled at an offsite clinic or a later onboarding step.

What Positions Does In-N-Out Burger Drug Test For?

Drug testing is most likely for safety-sensitive roles such as driving or operating equipment, and management or corporate positions often involve more formal screening. Entry-level crew hires may be tested in some locations but not others, depending on store policy and local law. Seasonal and temporary hires can face the same considerations depending on the role and location.

What types of drug tests does In-N-Out use?

Common methods used in the industry and by some In-N-Out locations include urine and saliva (oral fluid) tests, with hair or blood tests less frequently employed. Breath tests are used only for alcohol, not for drugs. The chosen method often depends on the role, vendor availability, and state regulations.

How are positive drug test results handled?

Employers generally handle results confidentially and follow a defined internal process that balances safety concerns and legal protections. A confirmed positive test can lead to rescinding a job offer or termination, though outcomes vary by location and applicable law. In some cases, applicants may be allowed to provide documentation for lawful medical use or request retesting, depending on company policy and state rules.