Smoking and Vaping Policy template
Tobacco, e-cigarette, and cannabis vaping restrictions in compliance with federal, state, and local indoor-air laws.
- Federal Pro-Children Act 1994 / Smoke-Free Federal Property orders
- state and local clean indoor air acts (varies; many require 25 ft setback from entrances)
- ADA (nicotine addiction is not a covered disability)
- state off-duty conduct protections
What the policy covers
- 1. SMOKE-FREE AND VAPE-FREE PREMISESSmoking, vaping (e-cigarettes, vape pens, JUUL-type devices), and cannabis use in any form are prohibited:
- 2. DESIGNATED AREASWhere designated outdoor smoking areas are provided, they are clearly marked with extinguishing receptacles.
- 3. CANNABISEven in states with legalized recreational or medical cannabis, on-duty use, on-premises use, and impairment at work are prohibited.
- 4. BREAKSSmoking / vaping breaks are not additional to scheduled breaks.
- 5. VISITORSVisitors are expected to comply on company property; site supervisors will direct non-compliant visitors to designated areas or off-property.
- 6. CESSATION SUPPORTGroup health plans cover tobacco-cessation counseling and FDA-approved cessation medications at no cost as a preventive service under the ACA.
- 7. CONSEQUENCESViolations are addressed through progressive discipline.
Who needs it
Any employer whose people can get hurt, handle personal data or spend company money. Inspectors, insurers and regulators ask to see these first.
Questions people ask
Is a smoking and vaping policy a legal requirement?
It rests on Federal Pro-Children Act 1994 / Smoke-Free Federal Property orders and state and local clean indoor air acts (varies; many require 25 ft setback from entrances) and ADA (nicotine addiction is not a covered disability) and state off-duty conduct protections. Some policies must be written down once a business reaches a certain size or does certain work; others are simply how a tribunal, an inspector or an auditor expects to see that you have thought about it. A clear, dated, signed policy is the evidence either way. Guidance, not legal advice.
Can I change it to suit how we work?
Yes. Inside Work-Lynx it is a starting point: put your company name in, adjust the arrangements to what you actually do, set the review date and publish it. Staff read and acknowledge it on their phones, and you can see who has not.
Is it up to date?
Last reviewed April 2026. The pack is updated when the law moves, and every policy carries a review date so it does not quietly go stale.
How do I get it?
It is preloaded in Work-Lynx with the other 28 policies for the US. Work-Lynx is $3 plus $1.25 per employee, 14 days free, no card, and what you see on the pricing page is the bill.
Who is it for?
Any employer whose people can get hurt, handle personal data or spend company money. Inspectors, insurers and regulators ask to see these first.
All 29 US policies, $3 a month
This policy and 28 others are already in Work-Lynx, alongside GPS clock-in, schedules, timesheets, PTO and an employment-question advisor. $3 base plus $1.25 per employee a month. 14 days free, no card, no sales call.
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