Is Your State Next? What Ohio’s New SUPR Program Means for Employers Nationwide

Disclaimer: This information is provided for educational purposes only. Reader retains full responsibility for the use of the information contained herein.

Ohio has officially modernized its voluntary drug-free workplace initiative. The state’s new Substance Use Prevention and Recovery Program (SUPR) replaces the long-standing Drug-Free Safety Program (DFSP) and expands opportunities for employers to receive incentives while supporting safer, recovery-friendly workplaces.

While Ohio does not mandate drug or alcohol testing, employers who voluntarily participate in SUPR may qualify for premium rebates, reimbursements, and other benefits—provided they meet program requirements.

Key Dates to Know

• July 1, 2025: Private employers can no longer enroll in the old DFSP.
• January 1, 2026: Public employers can no longer enroll in the old DFSP.

Employers currently enrolled in DFSP may remain covered as long as they stay compliant while the transition to SUPR continues.

What Is SUPR?

SUPR is a streamlined update to DFSP designed to make participation more accessible and flexible. Unlike the old program, which offered only two compliance levels, SUPR introduces four compliance tiers, allowing more employers to participate at a level that fits their workforce and risk profile.

SUPR Compliance Levels and Benefits

Advanced Level

• 7% year-end bonus
• Highest testing and training requirements

Basic Level

• 4% year-end bonus
• Moderate testing and training requirements

Comparable Level (New)

• Placement on the Public Improvement Contractor Directory

Reimbursement-Only Level (New)

• Funding support to help manage substance use issues

Employers at any level may qualify for reimbursement of certain substance-use-related costs.

Drug and Alcohol Testing Requirements

Testing requirements vary by compliance level, but all SUPR participants must implement structured testing practices.

Policy and Training Requirements

• All SUPR participants must maintain a written substance-use policy that meets the program’s broad requirements. Employers retain flexibility in how policies are written, as long as required topics are addressed.
• In addition, employee and supervisor training is mandatory at all levels, with stricter content and instructor requirements for Basic and Advanced compliance tiers.

Federal Testing Model Requirement

• SUPR requires employers to follow the federal drug testing model, particularly for specimen collection and laboratory analysis.
• While not every procedure is spelled out in detail, employers who deviate significantly from federal standards may not be approved for the program.

Support and Recovery Resources

• Basic Level: Employers must provide a list of local assistance resources for employees who request help or test positive.
• Advanced Level: Employers must establish a working relationship with an employee assistance professional before referring employees.

SUPR also outlines guidance on testing-related costs and whether they are the responsibility of the employer or the employee.

What Employers Should Do Now

Although a SUPR application is available on the Ohio Bureau of Workers’ Compensation (BWC) website, the program is not yet fully live. Employers interested in participating should begin preparing policies, training, and testing protocols now and submit an application to be considered once SUPR is officially launched.

Employers in Any State Should Take Notice Of and Prepare For Workplace Drug Testing Trends

From these changes, there are 6 key points that non-Ohio employers can learn from and proactively prepare for based on Ohio’s shift from DFSP to SUPR:

1. States Are Moving Toward “Recovery-Forward” Programs

SUPR is a strong signal of a broader trend: states are reframing drug-free workplace programs to balance safety with recovery and retention.

What to watch for elsewhere:

• Incentives tied to second-chance or recovery-friendly policies
• Required return-to-duty and follow-up testing instead of automatic termination
• Formal connections to employee assistance or treatment resources

Even if your state hasn’t updated its program yet, Ohio’s model may be a preview of what’s coming.

2. Incentives Are Being Expanded Beyond One-Size-Fits-All

Ohio moved from two compliance levels to four, lowering the barrier to entry for employers of different sizes and risk profiles.

Why this matters nationally:

• Other states may follow suit by offering tiered incentives instead of all-or-nothing programs
• Smaller or lower-risk employers may soon qualify for benefits that were previously out of reach

Employers operating in multiple states should be prepared for varying incentive structures across jurisdictions.

3. The Federal Drug Testing Model Is Becoming the Default

SUPR explicitly requires testing practices that align with the federal testing model, even though Ohio is not a federally regulated testing program.

This reinforces a growing reality:

• States increasingly expect federal-style collection, laboratory, and MRO processes
• Employers using informal or non-standard testing methods may struggle to qualify for future state programs
• Standardizing your testing program around federal best practices can reduce compliance risk across state lines.

4. Written Policies and Training Are No Longer Optional “Nice-to-Haves”

SUPR places heavy emphasis on:

• Detailed written substance-use policies
• Mandatory employee and supervisor training
• Who is qualified to conduct that training

Employers outside Ohio should expect:

• Greater scrutiny of policy language
• More specific training content requirements
• Documentation to support compliance and incentives

If your policy hasn’t been reviewed recently, this is a good time to get it done.

5. Reimbursement and Bonuses May Come With Strings Attached

Ohio’s reimbursement opportunities are attractive—but they come with clear compliance expectations.

National takeaway:

• States are more willing to pay employers—but only if programs are documented, auditable, and defensible
• Informal or loosely enforced programs may not survive future incentive audits

6. Multi-State Employers Should Prepare for Program Fragmentation

SUPR highlights how quickly state programs can diverge.

For employers operating in multiple states:

• A single national policy will likely need state-specific addenda
• Testing rates, random testing thresholds, and resource referral requirements may vary
• HR and safety teams should track changes proactively, not reactively

Bottom Line

Even if you don’t operate in Ohio, SUPR is a blueprint worth watching. It reflects where state-level drug and alcohol testing programs are heading: more flexibility, more recovery support, tighter standards, and clearer incentives.

Contact your CleaStar representative today to ensure your workplace remains safe, compliant, and drug-free—without unnecessary risk or guesswork.

Copyright © 2010-2026 ClearStar – No portion of this article may be reproduced, retransmitted, posted on a website, or used in any manner without the written consent of ClearStar. When permission is granted to reproduce this article in any way, full attribution to the author and copyright holder is required.

Current Consulting Group - Expert Drug Testing Industry Consultants

With 25 years in the industry, Current Consulting Group is uniquely qualified to meet its dual mission, which is to help employers comply with all applicable drug testing laws and regulations and to help employee screening providers increase revenue, improve profitability, and effectively promote their brand.

At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.