Drug-Free Workplace programs, like any policy involving upfront costs and investments in employee benefits, are often subject to cost analysis review in addition to program evaluation. The costs of alcohol and drug abuse both in the workplace and in society at large, though complex to compute, are periodically estimated and the numbers are always alarmingly large. Employers, unions, and employees generally expect that sound Drug-Free Workplace programs will yield a return on the investment and a reduction of costs of many types:

• Administrative losses, e.g., absenteeism, tardiness, overtime pay, sick leave abuse, health insurance claims, disability payments, and costs associated with accidents
• Hidden losses, e.g., diverted supervisory and managerial time, friction among workers, material waste, equipment damage, poor decisions, damage to public image, and costs associated with turnover and premature death
• Losses with legal implications, e.g., Workers' Compensation, drug trafficking on the job, disciplinary actions, grievances, threat to public safety, and worksite security
• Costs of health and mental health care services.