🇺🇸 Iowa EMPLOYMENT LAW — 2026 UPDATE

Iowa Employment Law 2026

⚠️Informational only — not legal or tax advice.

Last Updated: January 15, 2026
Last Reviewed: January 15, 2026
Applicable Period: 2026
Jurisdiction: State of Iowa, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter

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Introduction
Employment Law Framework in Iowa
Employee Rights in Iowa
Discrimination Laws in Iowa
Reasonable Accommodations
Employer Obligations in Iowa
Filing Complaints
Remote Work in Iowa
2026 Updates and Recent Changes
Resources
Frequently Asked Questions

Introduction

Iowa employment law governs the relationship between employers and employees throughout the state, establishing rights, responsibilities, and protections for both parties. This comprehensive guide covers the essential aspects of employment law in Iowa for 2026, including wage and hour requirements, discrimination protections, employee rights, employer obligations, and procedures for filing complaints.

Iowa follows federal employment law in many areas while maintaining specific state statutes that provide additional protections or clarify how federal law applies within the state. Understanding both federal and Iowa-specific requirements is essential for maintaining compliant workplaces and protecting employee rights.

What This Guide Covers

This guide provides detailed information on:

Iowa’s at-will employment framework and exceptions
Minimum wage and overtime requirements
Employee rights under state and federal law
Discrimination and harassment protections
Reasonable accommodation requirements
Employer obligations and compliance requirements
Procedures for filing wage claims and discrimination complaints
Remote work considerations under Iowa law
Recent changes and updates for 2026

Employment Law Framework in Iowa

1.1 At-Will Employment Doctrine

Iowa is an at-will employment state, meaning that employment relationships may be terminated by either the employer or employee at any time, for any reason, or for no reason at all, provided the reason is not illegal.

Statutory Basis:

Iowa courts have consistently recognized the at-will employment doctrine as the default rule governing employment relationships in the state. According to Iowa case law and legal principles established by Iowa courts, absent a specific employment contract or other legal exception, employment in Iowa is presumed to be at-will.

Source: Iowa Supreme Court case law establishing at-will employment as default rule Available at: https://www.iowacourts.gov/

What At-Will Employment Means:

For employees:

Your employer may terminate your employment without advance notice (except as required by federal WARN Act or specific contracts)
Your employer does not need to provide a reason for termination
You may leave your job at any time without providing a specific reason
You are not required to give advance notice before resigning (though doing so is professional courtesy)

For employers:

You may terminate an employee’s employment without showing cause
You may change terms and conditions of employment (within legal limits)
You maintain flexibility in managing your workforce
You must still comply with all anti-discrimination laws and other legal protections

1.2 Exceptions to At-Will Employment

While Iowa follows the at-will employment doctrine, several important exceptions limit an employer’s ability to terminate employees:

Exception 1: Discrimination Laws

Employers cannot terminate employees based on protected characteristics under Iowa or federal law.

Source: Iowa Civil Rights Act, Iowa Code Chapter 216 Official text: https://www.legis.iowa.gov/docs/ico/chapter/216.pdf

Federal sources: Title VII (42 U.S.C. § 2000e), ADA (42 U.S.C. § 12101), ADEA (29 U.S.C. § 621) Federal guidance: https://www.eeoc.gov/

Exception 2: Public Policy

Iowa courts recognize a public policy exception preventing termination when it violates a clear public policy. According to Iowa Supreme Court decisions, this includes termination in retaliation for:

Filing a workers’ compensation claim
Serving on jury duty
Reporting illegal activity (whistleblowing)
Exercising statutory rights

Source: Iowa case law on public policy exceptions Available at: https://www.iowacourts.gov/

Exception 3: Employment Contracts

Written or implied employment contracts may modify the at-will relationship. Contracts may specify:

Term of employment
Grounds for termination
Notice requirements
Severance obligations

Collective bargaining agreements negotiated by unions also modify at-will employment by establishing specific termination procedures.

Exception 4: Statutory Protections

Various federal and state statutes provide protection from termination for specific activities:

Family and Medical Leave Act (FMLA) protections
Military service protections under USERRA
Occupational safety complaints
Wage claim filing
Discrimination complaint filing

Source: 29 U.S.C. § 2601 (FMLA), 38 U.S.C. § 4301 (USERRA) DOL guidance: https://www.dol.gov/agencies/whd/fmla

1.3 Labor Law vs. Employment Law

Understanding the distinction between labor law and employment law helps clarify which protections apply in different situations.

Employment Law:

Employment law primarily addresses the individual relationship between an employer and employee. This includes:

Wage and hour requirements
Discrimination and harassment
Workplace safety
Individual employment contracts
Employee benefits
Termination and severance

Most employment law protections apply to all employees regardless of union membership.

Labor Law:

Labor law focuses on collective bargaining and union-management relations. This includes:

Right to organize and form unions
Collective bargaining processes
Union elections and certification
Strikes and labor disputes
Union security agreements
Unfair labor practices

Federal Framework:

The National Labor Relations Act (NLRA) governs labor relations for most private sector employees.

Source: National Labor Relations Act, 29 U.S.C. § 151 et seq. NLRB website: https://www.nlrb.gov/

According to the NLRA, employees have the right to:

Form, join, or assist labor organizations
Bargain collectively through representatives
Engage in concerted activities for mutual aid or protection
Refrain from any or all such activities

1.4 Iowa Right-to-Work Law

Iowa is a right-to-work state, which affects union membership requirements.

Statutory Authority:

According to Iowa Code Chapter 731, right-to-work provisions prohibit union security agreements that require employees to join a union or pay union dues as a condition of employment.

Source: Iowa Code Chapter 731 Official text: https://www.legis.iowa.gov/docs/ico/chapter/731.pdf

What This Means:

For employees:

You cannot be required to join a union to get or keep a job
You cannot be required to pay union dues or fees as a condition of employment
You may choose to join a union and pay dues voluntarily
Unions must represent all employees in a bargaining unit, regardless of membership

For employers:

You cannot require union membership or dues payment as a condition of employment
You must bargain with certified unions representing your employees
You cannot discriminate against employees based on union membership or activity

Union Membership Statistics:

According to U.S. Bureau of Labor Statistics data:

Approximately 6.4% of Iowa employees were union members as of 2024
Union representation remains more common in public sector employment
Private sector union membership in Iowa is below the national average

Source: U.S. Bureau of Labor Statistics Available at: https://www.bls.gov/

1.5 Public Employment Relations Act

For public sector employees in Iowa, the Public Employment Relations Act (PERA) governs collective bargaining.

Statutory Authority:

According to Iowa Code Chapter 20, PERA establishes procedures for public employees to collectively bargain with their employers.

Source: Iowa Code Chapter 20 Official text: https://www.legis.iowa.gov/docs/ico/chapter/20.pdf

Key Provisions:

Defines appropriate bargaining units for public employees
Establishes procedures for representation elections
Lists prohibited practices for employers and employee organizations
Requires periodic financial reporting by employee organizations
Creates the Iowa Public Employment Relations Board (PERB) to administer the Act

Important Changes:

Significant amendments to Iowa’s collective bargaining law were made in 2017, affecting the scope of bargainable subjects and procedures for public sector negotiations.

Source: Iowa Public Employment Relations Board Available at: https://perb.iowa.gov/

Areas Covered by PERA:

The Act applies to employees of:

State government agencies
Counties
Cities and municipal corporations
School districts
Other political subdivisions of the state

Employee Rights in Iowa

2.1 Wage and Hour Rights

Iowa employees are protected by both federal and state wage and hour laws that establish minimum compensation standards and payment requirements.

Minimum Wage Requirements

Iowa Minimum Wage (2026):

Iowa’s minimum wage equals the federal minimum wage.

Current minimum wage: $7.25 per hour
Effective since: July 24, 2009
Statutory authority: Iowa Code § 91D.1

Source: Iowa Code § 91D.1 Official text: https://www.legis.iowa.gov/docs/ico/section/91D.1.pdf

According to Iowa Code § 91D.1, Iowa’s minimum wage rate equals the federal minimum wage rate when the Iowa rate is set below the federal rate. Currently, both the Iowa and federal minimum wage remain at $7.25 per hour.

Federal Minimum Wage:

The federal Fair Labor Standards Act (FLSA) establishes a minimum wage of $7.25 per hour for covered employees.

Source: Fair Labor Standards Act, 29 U.S.C. § 206 Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section206&num=0&edition=prelim DOL guidance: https://www.dol.gov/agencies/whd/minimum-wage

Who Is Covered:

Generally, employers with annual gross sales of at least $300,000 are subject to Iowa minimum wage law. Additionally, the federal FLSA covers most employers engaged in interstate commerce.

Source: Iowa Administrative Code r. 875-215.1 Available at: https://www.legis.iowa.gov/law/administrativeRules

Initial Employment Wage:

Iowa law permits employers to pay an “initial employment wage” of $6.35 per hour for the first 90 calendar days of employment with the same employer.

Source: Iowa Code § 91D.1(1)(a) Official text: https://www.legis.iowa.gov/docs/ico/section/91D.1.pdf

Important limitations:

This wage applies only for first 90 calendar days with the employer
It cannot be used again if employee is rehired by same employer
It is distinct from the federal “training wage” provisions

Tipped Employee Minimum Wage:

For employees who receive more than $30 per month in tips, Iowa allows a lower direct wage with a tip credit.

Tipped employee rate: $4.35 per hour (direct wage)
Required total compensation: $7.25 per hour (direct wage + tips)

Source: Iowa Code § 91D.1(1)(c) Official text: https://www.legis.iowa.gov/docs/ico/section/91D.1.pdf

Requirements for tipped employees:

Employee must receive at least $30 per month in tips
Direct wage plus tips must equal at least $7.25 per hour
Employer must ensure total compensation reaches minimum wage
If tips are insufficient, employer must pay the difference

Overtime Requirements

Iowa does not have state-specific overtime laws. Instead, the federal Fair Labor Standards Act (FLSA) overtime provisions apply.

Federal Overtime Standard:

According to the FLSA, covered non-exempt employees must be paid overtime at a rate of not less than one and one-half times their regular rate of pay for all hours worked over 40 in a workweek.

Source: Fair Labor Standards Act, 29 U.S.C. § 207 Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section207&num=0&edition=prelim DOL guidance: https://www.dol.gov/agencies/whd/overtime

Key Principles:

Workweek Definition: A workweek is a fixed and regularly recurring period of 168 hours (seven consecutive 24-hour periods). It may begin on any day and at any hour. Each workweek stands alone; averaging hours over two or more weeks is not permitted.

Hours Worked: “Hours worked” includes all time the employer requires the employee to be on duty, as well as work the employer knows or has reason to know the employee is performing.

Overtime Rate Calculation: For most employees, overtime is calculated at 1.5 times the regular rate of pay. The “regular rate” includes hourly rate plus certain bonuses, commissions, and shift differentials.

Source: 29 C.F.R. Part 778 Available at: https://www.ecfr.gov/

Exempt vs. Non-Exempt Employees:

Not all employees are entitled to overtime pay. The FLSA establishes exemptions for certain categories of employees who meet specific salary and duties tests.

Common Exemptions:

Executive Exemption:

Must manage an enterprise or department
Must supervise at least two full-time employees
Must have authority over hiring, firing, or promotion decisions
Must receive salary of at least $684 per week ($35,568 annually)

Administrative Exemption:

Must perform office or non-manual work
Work must be directly related to management or business operations
Must exercise discretion and independent judgment on significant matters
Must receive salary of at least $684 per week ($35,568 annually)

Professional Exemption:

Work must require advanced knowledge in a field of science or learning
Knowledge must be acquired through prolonged specialized instruction
Must exercise discretion and judgment
Must receive salary of at least $684 per week ($35,568 annually)

Source: 29 C.F.R. Part 541 Available at: https://www.ecfr.gov/ DOL guidance: https://www.dol.gov/agencies/whd/fact-sheets/17a-overtime

Important: Job titles alone do not determine exempt status. Employers must evaluate actual job duties and compensation to determine if exemptions apply.

Compensatory Time (Public Sector Only)

Iowa law permits public sector employers to provide compensatory time off instead of overtime pay under specific conditions.

Requirements for Compensatory Time:

According to federal regulations and Iowa practice:

There must be an agreement or understanding before overtime work that compensatory time will be provided instead of overtime pay
Compensatory time must be provided at rate of 1.5 hours off for each overtime hour worked
Accrual limits apply: 480 hours for public safety/emergency response workers, 240 hours for other employees

Source: Fair Labor Standards Act, 29 U.S.C. § 207(o) Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section207&num=0&edition=prelim

Private Sector Restriction:

Private sector employers cannot substitute compensatory time for overtime pay. Private sector non-exempt employees must receive monetary compensation for all overtime hours.

Meal and Rest Break Requirements

Iowa Law for Minors:

Iowa requires meal breaks only for employees under age 16.

According to Iowa law, employees under 16 years of age who work five or more consecutive hours must be provided a meal period of at least 30 minutes.

Source: Iowa law regarding youth employment Iowa Workforce Development: https://www.iowaworkforcedevelopment.gov/

No State Requirement for Adults:

Iowa does not have a state law requiring meal or rest breaks for employees 16 years of age and older.

Federal Standard:

The federal Fair Labor Standards Act does not require meal or rest breaks for adult employees. However, when employers choose to provide breaks, federal law applies specific rules:

According to U.S. Department of Labor guidance:

Short breaks (typically 5 to 20 minutes) are considered compensable work time and must be paid
Meal periods (typically 30 minutes or more) do not have to be paid if the employee is completely relieved from duty

Source: U.S. Department of Labor, Wage and Hour Division Available at: https://www.dol.gov/general/topic/workhours/breaks

Nursing Mothers:

Federal law requires employers to provide reasonable break time for nursing mothers to express breast milk for one year after the child’s birth.

Source: Fair Labor Standards Act, 29 U.S.C. § 207(r) Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-section207&num=0&edition=prelim DOL guidance: https://www.dol.gov/agencies/whd/pump-at-work

Requirements:

Reasonable break time must be provided as needed
A private space (not a bathroom) must be provided
Space must be shielded from view and free from intrusion
Employers with fewer than 50 employees may be exempt if compliance would impose undue hardship

Final Paycheck Requirements

Iowa law establishes specific timeframes for payment of final wages when employment ends.

Timeframes for Final Payment:

According to Iowa Code § 91A.3:

For termination by employer: Wages must be paid at the time of discharge or as soon as the employee would normally have been paid, but no later than the next regular payday that is at least seven days following termination.

For voluntary resignation: If an employee quits without giving at least one pay period’s notice, wages must be paid no later than the next regular payday that is at least seven days following the last day of work. If the employee provides at least one pay period’s notice, payment is due on the last day of work.

Source: Iowa Code § 91A.3 Official text: https://www.legis.iowa.gov/docs/ico/section/91A.3.pdf

Payment Method:

If an employee is absent from the normal place of employment on the regular payday, the employer must pay wages due upon the employee’s demand made within the first seven days following the regular payday.

Source: Iowa Code § 91A.4 Official text: https://www.legis.iowa.gov/docs/ico/section/91A.4.pdf

Permissible Wage Deductions

Iowa law strictly limits what employers may deduct from employee wages.

Prohibited Deductions:

According to Iowa Code § 91A.5, employers cannot deduct from wages unless:

Required by federal or state law (taxes, court orders, etc.)
Authorized in writing by the employee for specific purposes
To cover shortage, breakage, or loss of equipment where employee is clearly responsible

Source: Iowa Code § 91A.5 Official text: https://www.legis.iowa.gov/docs/ico/section/91A.5.pdf

Uniform and Equipment Deductions:

The employer may require employees to purchase uniforms. However, deducting the purchase price from paychecks is not allowed if the uniform identifies the business through a logo or company colors. Deductions may be allowed if the uniform is generic clothing (such as white blouse or black pants).

Source: Iowa Department of Inspections, Appeals, and Licensing guidance Available at: https://dial.iowa.gov/

Paystub and Recordkeeping Requirements

Statement of Earnings Required:

According to Iowa Code § 91A.6, employers must provide each employee with a statement showing:

Hours employee worked
Wages employee earned
Deductions from wages
Net wages paid

Source: Iowa Code § 91A.6 Official text: https://www.legis.iowa.gov/docs/ico/section/91A.6.pdf

Frequency:

Statements must be provided each time wages are paid.

Exemption:

Employees exempt from overtime under the Fair Labor Standards Act do not require hour statements unless the employer has a policy of paying overtime, bonuses, or payments based on hours worked to exempt employees.

Recordkeeping:

Employers must maintain accurate records of:

Employee information (name, address, date of birth for minors, occupation)
Hours worked each workday and workweek
Wages paid each pay period
Pay rate
Deductions from wages

Federal law requires these records be retained for at least three years.

Source: Fair Labor Standards Act recordkeeping requirements, 29 C.F.R. Part 516 Available at: https://www.ecfr.gov/

2.2 Paid Sick Leave

No State Mandate:

Iowa does not have a state law requiring employers to provide paid sick leave to employees.

Search Verification:

Iowa Legislature website searched: https://www.legis.iowa.gov/
Search terms: “paid sick leave”, “paid leave”, “sick time”
Date: January 15, 2026
Result: No Iowa state statute requiring paid sick leave identified

Federal Law:

No federal law requires private sector employers to provide paid sick leave for general illnesses.

Source: U.S. Department of Labor Available at: https://www.dol.gov/general/topic/workhours/sickleave

Employer Policies:

Employers may voluntarily offer paid sick leave as part of employee benefits packages. When employers provide paid sick leave, they must comply with their own established policies and any employment contracts.

Family and Medical Leave:

While not paid leave, the federal Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job-protected leave for specified family and medical reasons.

Source: Family and Medical Leave Act, 29 U.S.C. § 2601 Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-chapter28 DOL guidance: https://www.dol.gov/agencies/whd/fmla

FMLA Coverage:

Applies to employers with 50 or more employees
Employee must have worked for employer for at least 12 months
Employee must have worked at least 1,250 hours in the 12 months before leave
Employee must work at location where employer has at least 50 employees within 75 miles

2.3 Employee Rights Summary

Core Employee Rights in Iowa:

Right	Source	Key Details
Minimum Wage	Iowa Code § 91D.1, FLSA	$7.25/hour (state and federal)
Overtime Pay	FLSA, 29 U.S.C. § 207	1.5x regular rate after 40 hours/week (non-exempt)
Timely Wage Payment	Iowa Code § 91A.3	Final pay within specified timeframes
Paystub	Iowa Code § 91A.6	Statement of earnings each pay period
Freedom from Discrimination	Iowa Code Ch. 216, Title VII	Protected classes under state and federal law
Workers' Compensation	Iowa Code Ch. 85	Coverage for work-related injuries
Safe Workplace	Federal OSHA	Protection from recognized hazards
FMLA Leave	29 U.S.C. § 2601	Unpaid protected leave (if eligible)
Military Leave	USERRA, 38 U.S.C. § 4301	Reemployment rights after military service

Important: This table provides a high-level summary. Each right has specific requirements, limitations, and exceptions detailed in the respective statutes and throughout this guide.

Discrimination Laws in Iowa

3.1 Overview of Employment Discrimination Protections

Iowa employees are protected from discrimination by both state and federal law. These laws prohibit employers from making employment decisions based on certain protected characteristics that are unrelated to job performance.

What Is Discrimination:

Discrimination in employment occurs when an employer treats an applicant or employee differently because of a protected characteristic. According to legal principles, employment discrimination becomes illegal when a person’s protected characteristic is a motivating factor in an adverse employment decision.

Protected Employment Decisions:

Discrimination laws cover all aspects of the employment relationship, including:

Hiring and recruitment
Promotion and advancement
Compensation and benefits
Training opportunities
Job assignments
Disciplinary actions
Termination
Terms and conditions of employment

3.2 Protected Classes Under Iowa and Federal Law

Iowa Civil Rights Act Protected Classes

The Iowa Civil Rights Act prohibits employment discrimination based on specific protected characteristics.

Statutory Authority:

According to Iowa Code § 216.6(1)(a), it is an unfair or discriminatory practice for any person to refuse to hire, accept, register, classify, or refer for employment, to discharge any employee, or to otherwise discriminate in employment against any applicant or employee because of certain protected characteristics.

Source: Iowa Code § 216.6 Official text: https://www.legis.iowa.gov/docs/ico/section/216.6.pdf

Protected Classes Under Iowa Law (Employment):

Age: Protects individuals 18 years and older from age discrimination in employment
Race: Protects against discrimination based on race or characteristics associated with race
Creed: Protects religious and deeply held moral or ethical beliefs
Color: Protects against discrimination based on skin color
Sex: Protects against discrimination based on sex, including pregnancy
Sexual Orientation: Protects individuals regardless of sexual orientation
National Origin: Protects against discrimination based on country of origin or ethnicity
Religion: Protects religious beliefs and practices
Disability: Protects individuals with physical or mental disabilities
Pregnancy: Explicitly protected under sex discrimination provisions

Source: Iowa Code § 216.6 and § 216.2 (definitions) Official text: https://www.legis.iowa.gov/docs/ico/chapter/216.pdf

Important 2025 Change – Gender Identity:

Effective July 1, 2025, gender identity is no longer a protected basis under Iowa Code Chapter 216.

According to Iowa Office of Civil Rights guidance, civil rights complaints alleging illegal discrimination based on gender identity that were received prior to July 1, 2025, will be processed and investigated pursuant to Iowa Code Chapter 216. New complaints filed after July 1, 2025, must follow the 300-day filing deadline, meaning individuals who believe they were discriminated against based on gender identity may have until April 27, 2026, to file complaints regarding conduct that occurred prior to July 1, 2025.

Source: Iowa Office of Civil Rights Available at: https://icrc.iowa.gov/your-rights/protected-classes

Note on Gender Identity Federal Protection:

Despite the Iowa law change, federal law may still provide protection. The U.S. Supreme Court held in Bostock v. Clayton County (2020) that discrimination based on transgender status constitutes discrimination “because of sex” under Title VII of the Civil Rights Act of 1964. This federal protection applies to employers with 15 or more employees.

Employer Coverage Under Iowa Law:

The Iowa Civil Rights Act applies to employers who regularly employ at least four employees. Family members working for the employer are not counted toward this threshold.

Source: Iowa Code § 216.6(2)(a) Official text: https://www.legis.iowa.gov/docs/ico/section/216.6.pdf

According to Iowa Code § 216.6(2)(a): “This subsection does not apply to any of the following: Any employer who regularly employs less than four individuals. For purposes of this subsection, individuals who are members of the employer’s family shall not be counted as employees.”

Federal Protected Classes

Federal law provides additional protections that apply in Iowa. Multiple federal statutes prohibit employment discrimination.

Title VII of the Civil Rights Act of 1964:

Title VII prohibits employment discrimination based on:

Race
Color
Religion
Sex (including pregnancy, sexual orientation, and gender identity)
National origin

Coverage: Employers with 15 or more employees

Source: Title VII of the Civil Rights Act, 42 U.S.C. § 2000e-2 Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section2000e-2&num=0&edition=prelim EEOC guidance: https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964

Age Discrimination in Employment Act (ADEA):

The ADEA protects individuals 40 years of age and older from age discrimination.

Coverage: Employers with 20 or more employees

Source: Age Discrimination in Employment Act, 29 U.S.C. § 621 et seq. Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title29-chapter14 EEOC guidance: https://www.eeoc.gov/age-discrimination

Important Distinction: Iowa law protects individuals 18 and older from age discrimination, while federal ADEA protection begins at age 40. For employees aged 18-39, only Iowa law protection applies (for employers with 4+ employees).

Americans with Disabilities Act (ADA):

The ADA prohibits discrimination against qualified individuals with disabilities.

Coverage: Employers with 15 or more employees

Source: Americans with Disabilities Act, 42 U.S.C. § 12101 et seq. Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-chapter126 EEOC guidance: https://www.eeoc.gov/laws/guidance/

Genetic Information Nondiscrimination Act (GINA):

GINA prohibits discrimination based on genetic information, including family medical history.

Coverage: Employers with 15 or more employees

Source: Genetic Information Nondiscrimination Act, 42 U.S.C. § 2000ff Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-chapter21F EEOC guidance: https://www.eeoc.gov/genetic-information-discrimination

Iowa law also prohibits discrimination based on genetic testing.

Source: Iowa Code § 729.6 Official text: https://www.legis.iowa.gov/docs/ico/section/729.6.pdf

Immigration and Nationality Act:

The INA prohibits discrimination based on citizenship status and national origin for employers with 4 to 14 employees (employers with 15+ are covered by Title VII).

Source: Immigration and Nationality Act, 8 U.S.C. § 1324b Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title8-section1324b&num=0&edition=prelim

Pregnancy Discrimination Act:

An amendment to Title VII, the PDA prohibits discrimination based on pregnancy, childbirth, or related medical conditions.

Source: Pregnancy Discrimination Act (amending Title VII), 42 U.S.C. § 2000e(k) EEOC guidance: https://www.eeoc.gov/pregnancy-discrimination

3.3 Types of Prohibited Discrimination

Employment discrimination can take several forms, all prohibited under Iowa and federal law.

Disparate Treatment

Disparate treatment occurs when an employer treats an individual less favorably because of a protected characteristic. This is intentional discrimination, though intent may be inferred from circumstances rather than requiring explicit statements.

Examples:

Refusing to hire qualified applicants of a particular race
Paying employees differently based on sex for the same work
Denying promotion opportunities to older workers because of age
Terminating employees due to their religious beliefs

Disparate Impact

Disparate impact discrimination occurs when an employment policy or practice appears neutral but has a disproportionately adverse effect on members of a protected class and is not job-related or consistent with business necessity.

Example: A height requirement that disproportionately excludes women and is not necessary for safe or efficient job performance.

Legal Standard:

According to federal law, a facially neutral employment practice may be challenged if it has a disparate impact on a protected class and the employer cannot demonstrate that the practice is job-related and consistent with business necessity.

Source: Title VII, 42 U.S.C. § 2000e-2(k) EEOC guidance: https://www.eeoc.gov/laws/guidance/

Harassment

Harassment based on a protected characteristic is a form of discrimination. Harassment becomes unlawful when:

Enduring the offensive conduct becomes a condition of continued employment, or
The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive

Source: EEOC guidance on harassment Available at: https://www.eeoc.gov/harassment

Retaliation

Retaliation occurs when an employer takes adverse action against an employee for engaging in protected activity, such as:

Filing a discrimination charge
Participating in a discrimination investigation or lawsuit
Opposing discriminatory practices
Requesting reasonable accommodation

Statutory Protection:

According to Iowa Code § 216.11(2), it is an unfair or discriminatory practice for any person to discharge, expel, or otherwise discriminate against any person because that person has lawfully opposed any discriminatory practice or has filed a complaint, testified, or assisted in any proceeding under the Iowa Civil Rights Act.

Source: Iowa Code § 216.11 Official text: https://www.legis.iowa.gov/docs/ico/section/216.11.pdf

Federal law provides similar retaliation protection.

Source: Title VII, 42 U.S.C. § 2000e-3 EEOC guidance: https://www.eeoc.gov/retaliation

Critical Note: Retaliation protection exists even if the underlying discrimination complaint is later determined to lack merit, as long as the complaint was made in good faith.

3.4 Sexual Harassment

Sexual harassment is a form of sex discrimination prohibited under both Iowa and federal law.

Definition Under Federal Law:

According to Equal Employment Opportunity Commission guidance, sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

Submission to such conduct is made explicitly or implicitly a term or condition of employment
Submission to or rejection of such conduct is used as the basis for employment decisions
Such conduct has the purpose or effect of unreasonably interfering with work performance or creating an intimidating, hostile, or offensive work environment

Source: EEOC Sexual Harassment Guidance Available at: https://www.eeoc.gov/sexual-harassment

Two Types of Sexual Harassment

Quid Pro Quo Harassment:

Occurs when submission to sexual conduct is made a condition of employment benefits. This typically involves someone in a supervisory position with authority to make employment decisions.

Examples:

Supervisor conditioning a promotion on sexual favors
Manager threatening termination for refusing sexual advances
Supervisor offering job benefits in exchange for dates or sexual activity

Hostile Work Environment:

Occurs when unwelcome sexual conduct creates an intimidating, hostile, or offensive work environment that interferes with an employee’s ability to perform their job.

Examples:

Pervasive sexual comments or jokes
Displaying sexually explicit materials in the workplace
Unwanted touching or physical contact
Making sexual gestures or sounds
Persistent unwanted requests for dates

Legal Standard:

The conduct must be severe or pervasive enough that a reasonable person would find the environment hostile or abusive. A single incident of severe harassment may be sufficient, while less severe conduct must be pervasive and ongoing.

Employer Liability for Sexual Harassment

Supervisor Harassment:

Employers are generally liable for harassment by supervisors. If the harassment results in a tangible employment action (termination, demotion, failure to promote), the employer is strictly liable. If no tangible action occurred, the employer may avoid liability by proving:

It exercised reasonable care to prevent and promptly correct harassment (such as having an effective anti-harassment policy), and
The employee unreasonably failed to use available complaint procedures

Co-Worker Harassment:

Employers are liable for co-worker harassment if the employer knew or should have known about the harassment and failed to take prompt, appropriate corrective action.

Source: EEOC Enforcement Guidance on Vicarious Employer Liability Available at: https://www.eeoc.gov/laws/guidance/

Sexual Harassment Training Requirements

Iowa Does Not Mandate Training:

Iowa does not have a state law requiring employers to provide sexual harassment prevention training.

Search Verification:

Iowa Legislature website searched: https://www.legis.iowa.gov/
Search terms: “sexual harassment training”, “harassment prevention”
Date: January 15, 2026
Result: No Iowa state statute requiring harassment training identified

Employer Best Practice:

Despite the lack of legal requirement, providing regular anti-harassment training is considered an important part of an employer’s effort to prevent and address harassment and may help establish an affirmative defense to harassment claims.

Federal Guidance:

The EEOC recommends that employers:

Establish and clearly communicate a strong anti-harassment policy
Provide harassment prevention training to all employees and managers
Respond promptly and appropriately to harassment complaints
Create a culture where harassment is not tolerated

Source: EEOC guidance on harassment prevention Available at: https://www.eeoc.gov/laws/guidance/

3.5 Enforcement and Remedies

Filing Deadlines

Iowa Civil Rights Act:

Complaints under Iowa law must be filed with the Iowa Office of Civil Rights within 300 days of the alleged discriminatory act.

Source: Iowa Code § 216.15(9) Official text: https://www.legis.iowa.gov/docs/ico/section/216.15.pdf

According to Iowa Office of Civil Rights: “A complaint must be filed with the IOCR within 300 days of the alleged discriminatory practice.”

Source: Iowa Office of Civil Rights Available at: https://icrc.iowa.gov/file-complaint

Federal Law:

For federal discrimination claims filed with the EEOC, the deadline is:

180 days from the discriminatory act in states without a state fair employment practices agency, or
300 days in states with such an agency (Iowa qualifies)

Source: Title VII, 42 U.S.C. § 2000e-5(e) EEOC guidance: https://www.eeoc.gov/how-file-charge-employment-discrimination

Critical: These deadlines are strictly enforced. Missing the deadline generally means losing the right to pursue the claim, regardless of merit.

Available Remedies

Remedies available in successful discrimination cases may include:

Back Pay and Front Pay:

Compensation for lost wages from termination or other adverse action
Future lost earnings if reinstatement is not feasible

Compensatory Damages:

Compensation for emotional distress
Out-of-pocket expenses related to discrimination

Punitive Damages:

Available in cases of intentional discrimination with malice or reckless indifference
Subject to statutory caps under federal law based on employer size

Injunctive Relief:

Reinstatement to former position
Promotion to position employee would have obtained
Policy changes to prevent future discrimination

Attorney’s Fees:

Prevailing parties may recover attorney’s fees and costs

Source: Remedies under Title VII, 42 U.S.C. § 2000e-5(g) Source: Remedies under ADA, 42 U.S.C. § 12117(a)

Reasonable Accommodations

4.1 Disability Accommodation Requirements

Both federal and Iowa law require employers to provide reasonable accommodations to qualified individuals with disabilities unless doing so would impose an undue hardship on the employer.

Americans with Disabilities Act (ADA):

The ADA requires covered employers (15+ employees) to provide reasonable accommodations to qualified employees and applicants with disabilities.

Source: Americans with Disabilities Act, 42 U.S.C. § 12112(b)(5)(A) Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-section12112&num=0&edition=prelim EEOC guidance: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada

Iowa Civil Rights Act:

Iowa law similarly requires employers (4+ employees) to provide reasonable accommodations for disabilities.

Source: Iowa Code § 216.6 Official text: https://www.legis.iowa.gov/docs/ico/section/216.6.pdf

What Is a Disability?

ADA Definition:

Under the ADA, an individual has a disability if they:

Have a physical or mental impairment that substantially limits one or more major life activities, or
Have a record of such an impairment, or
Are regarded as having such an impairment

Source: 42 U.S.C. § 12102 EEOC regulations: 29 C.F.R. § 1630.2(g)

Major Life Activities:

Major life activities include, but are not limited to:

Caring for oneself
Performing manual tasks
Seeing, hearing, eating, sleeping, walking, standing, lifting, bending
Speaking, breathing, learning, reading, concentrating, thinking, communicating, working
Operation of major bodily functions (immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, reproductive functions)

What Is a Qualified Individual?

A qualified individual with a disability is someone who:

Satisfies the requisite skill, experience, education, and other job-related requirements of the position, and
Can perform the essential functions of the position with or without reasonable accommodation

Source: 42 U.S.C. § 12111(8)

Essential Functions:

Essential functions are the fundamental job duties of the position. Factors considered include:

Whether the position exists to perform that function
The number of other employees available to perform the function
The degree of expertise or skill required to perform the function
Written job descriptions prepared before advertising or interviewing
Amount of time spent performing the function
Consequences of not requiring performance of the function

4.2 Types of Reasonable Accommodations

Reasonable accommodations may include a wide range of modifications or adjustments to the work environment or how and when work is performed.

Common Accommodations:

Workplace Modifications:

Making facilities accessible (ramps, accessible restrooms, designated parking)
Acquiring or modifying equipment or devices
Adjusting or modifying workstations
Providing assistive technology

Schedule Modifications:

Providing flexible scheduling
Allowing modified work hours
Providing periodic breaks or altered break schedules
Allowing part-time or modified work schedules

Job Restructuring:

Reallocating or redistributing marginal job functions
Altering how essential functions are performed
Modifying policies and procedures

Leave:

Providing leave for treatment, recuperation, or training
Extending leave beyond what employer policy provides
Allowing unpaid leave after paid leave is exhausted

Telework:

Allowing remote work as accommodation (when feasible)
Providing equipment for home office
Modifying attendance policies

Communication Accommodations:

Providing interpreters or readers
Modifying methods of communication
Providing materials in accessible formats

Reassignment:

Transferring to a vacant position for which the individual is qualified (as accommodation of last resort when no other accommodation allows performance of current position)

Source: EEOC guidance on reasonable accommodation Available at: https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada

4.3 The Interactive Process

When an accommodation request is made, employers and employees should engage in an informal, interactive process to identify effective accommodations.

Five Steps of the Interactive Process:

Step 1: Recognize the Accommodation Request

An accommodation request does not need to be in writing or use the words “reasonable accommodation.” Employees may simply explain that they need an adjustment or change at work due to a medical condition.

Step 2: Gather Information

The employer may ask the employee to provide reasonable documentation about their disability and functional limitations. This may include:

Medical documentation from a healthcare provider
Information about how the disability limits the employee
Information about what accommodation is needed

Limitations: Employers cannot ask for complete medical records or information unrelated to the accommodation request.

Step 3: Explore Accommodation Options

Both parties should work together to identify possible accommodations. Employers should:

Consider the employee’s accommodation preference
Explore alternative accommodations if the requested accommodation would impose undue hardship
Consult accommodation resources (such as Job Accommodation Network)

Step 4: Choose an Accommodation

The employer has the right to choose among effective accommodations. The employer is not required to provide the employee’s preferred accommodation if another effective accommodation is available.

Step 5: Implement and Monitor

Once chosen, the accommodation should be implemented promptly. Both parties should monitor whether the accommodation is effective and be willing to try another approach if needed.

Source: EEOC guidance on the reasonable accommodation process Available at: https://www.eeoc.gov/laws/guidance/

Important: The interactive process is an ongoing obligation. As employee needs or job duties change, the process may need to be repeated.

4.4 Undue Hardship Defense

An employer is not required to provide an accommodation that would impose an undue hardship on the operation of the business.

Definition of Undue Hardship:

According to the ADA, undue hardship means significant difficulty or expense when considered in light of factors such as:

Nature and cost of the accommodation
Overall financial resources of the facility making the accommodation
Number of persons employed at the facility
Effect of accommodation on facility operations
Overall financial resources of the covered entity
Overall size of the business with respect to number of employees and facilities
Type of operation, including composition, structure, and functions of the workforce
Geographic separateness and administrative or fiscal relationship of the facility

Source: 42 U.S.C. § 12111(10) EEOC regulations: 29 C.F.R. § 1630.2(p)

Burden of Proof:

The employer has the burden of proving undue hardship. This requires more than showing the accommodation would be inconvenient or expensive. The employer must demonstrate specific, significant difficulty or expense.

Factors NOT Constituting Undue Hardship:

Coworker resentment or morale concerns
Customer preference
Minor inconvenience to other employees
Speculative or potential future costs
Reasonable costs, even if substantial

4.5 Religious Accommodations

Employers must reasonably accommodate employees’ sincerely held religious beliefs, observances, and practices unless doing so would impose an undue hardship on the business.

Statutory Requirement:

According to Title VII, employers must accommodate religious beliefs unless the accommodation would require more than a de minimis cost or burden on the employer’s business.

Source: Title VII, 42 U.S.C. § 2000e(j) EEOC guidance: https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religious-accommodation

Note: The standard for religious undue hardship (more than de minimis cost) is less demanding on employers than the ADA’s undue hardship standard (significant difficulty or expense).

Common Religious Accommodations:

Schedule changes for religious observances or Sabbath
Voluntary shift substitutions or swaps
Flexible scheduling
Modifications to workplace policies, practices, or procedures
Modifications to dress or grooming standards for religious attire or grooming practices

Limitations:

Employers need not accommodate religious practices that:

Would require other employees to take on hazardous or burdensome work
Violate the seniority system in a collective bargaining agreement
Diminish efficiency in other jobs
Impose more than de minimis cost on the employer

4.6 Pregnancy Accommodations

Pregnant employees are entitled to the same treatment as other employees who are similar in their ability or inability to work.

Pregnancy Discrimination Act:

Under the PDA, employers must treat pregnancy, childbirth, and related medical conditions the same as other temporary disabilities in all aspects of employment.

Source: Pregnancy Discrimination Act, 42 U.S.C. § 2000e(k) EEOC guidance: https://www.eeoc.gov/laws/guidance/pregnancy-discrimination

Pregnant Workers Fairness Act (PWFA):

Effective June 27, 2023, the PWFA requires covered employers (15+ employees) to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation would impose an undue hardship.

Source: Pregnant Workers Fairness Act, 42 U.S.C. § 2000gg Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title42-chapter21G EEOC regulations: https://www.eeoc.gov/laws/guidance/what-you-should-know-pregnant-workers-fairness-act

Common Pregnancy Accommodations:

Frequent bathroom breaks
Providing water and permission to drink
Additional breaks to rest
Seating or ability to sit down
Modified work schedules
Temporary reassignment to light duty or modified tasks
Leave or time off for medical appointments
Parking close to the workplace entrance

Iowa Law:

Iowa’s Civil Rights Act also prohibits discrimination on the basis of pregnancy and requires reasonable accommodation.

Source: Iowa Code § 216.6 and § 216.2(14) Official text: https://www.legis.iowa.gov/docs/ico/section/216.6.pdf

4.7 How to Request Accommodation

For Employees:

Making the Request:

Accommodation requests can be made orally or in writing, though written requests provide documentation
Use plain language; formal terms like “reasonable accommodation” are not necessary
Explain what limitation you are experiencing and what adjustment might help
Be prepared to provide medical documentation if requested

Providing Medical Documentation:

If the employer requests documentation, obtain information from your healthcare provider
Documentation should explain the nature of the disability and functional limitations
It should suggest possible accommodations or explain why a specific accommodation is needed
You do not need to provide complete medical records or diagnosis details beyond what is necessary

Working Collaboratively:

Participate in good faith in the interactive process
Be open to alternative accommodations if your preferred option is not feasible
Provide timely responses to employer inquiries
Let your employer know if an accommodation is not working as expected

For Employers:

Responding to Requests:

Recognize and acknowledge accommodation requests promptly
Request only information necessary to understand the disability and accommodation need
Engage in the interactive process in good faith
Provide written confirmation of accommodations granted

Evaluating Requests:

Consider the employee’s preference but evaluate all possible effective accommodations
Consult accommodation resources (Job Accommodation Network: https://askjan.org/)
Document the interactive process and decisions made
Choose an effective accommodation that does not impose undue hardship

Implementing Accommodations:

Implement chosen accommodation promptly
Monitor effectiveness and be willing to modify if needed
Train supervisors and relevant staff on the accommodation
Keep accommodation information confidential (separate from personnel file)

Employer Obligations in Iowa

5.1 Required Workplace Postings

Iowa employers must display various federal and state labor law posters in locations where employees can readily observe them. These postings inform employees of their rights under employment laws.

State-Required Posters

Iowa Minimum Wage Poster

Required for: All employers covered by Iowa minimum wage law

Source: Iowa Code § 91D.1 Poster download: https://workforce.iowa.gov/employers/resources/posters

Iowa Unemployment Insurance Poster

Required for: All employers subject to unemployment insurance requirements

Source: Iowa Employment Security Law Poster download: https://workforce.iowa.gov/employers/resources/posters

Iowa Safety and Health Protection Poster

Required for: All employers

Note: Poster must be at least 8.5″ x 14″ as required by law

Source: Iowa Occupational Safety and Health Act (IOSHA) Poster download: https://workforce.iowa.gov/employers/resources/posters

Iowa Civil Rights Act – Discrimination Poster

Required for: All employers covered by Iowa Civil Rights Act (4+ employees)

Source: Iowa Code Chapter 216 Poster download: https://icrc.iowa.gov/

Iowa Smokefree Air Act Poster

Required for: All employers

Source: Iowa Smokefree Air Act Poster download: https://workforce.iowa.gov/employers/resources/posters

Federal Required Posters

Employee Polygraph Protection Act (EPPA)

Required for: All private employers

Source: 29 U.S.C. § 2001 Poster download: https://www.dol.gov/agencies/whd/posters

Equal Employment Opportunity (EEO) Poster

Required for: All employers with 15 or more employees

Source: Title VII, ADEA, ADA, GINA Poster download: https://www.eeoc.gov/poster

Fair Labor Standards Act (FLSA) Poster

Required for: All employers covered by FLSA

Source: Fair Labor Standards Act, 29 U.S.C. § 201 Poster download: https://www.dol.gov/agencies/whd/posters

Family and Medical Leave Act (FMLA) Poster

Required for: Employers with 50 or more employees

Source: Family and Medical Leave Act, 29 U.S.C. § 2601 Poster download: https://www.dol.gov/agencies/whd/posters

Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster

Required for: All employers

Source: 38 U.S.C. § 4301 Poster download: https://www.dol.gov/agencies/vets/programs/userra/poster

Job Safety and Health Protection (OSHA) Poster

Required for: All employers

Source: Occupational Safety and Health Act, 29 U.S.C. § 651 Poster download: https://www.osha.gov/publications/osha3165

National Labor Relations Act (NLRA) Poster

Required for: Federal contractors and subcontractors

Source: National Labor Relations Act, 29 U.S.C. § 151 Poster download: https://www.nlrb.gov/resources/nlrb-poster

Posting Requirements

Display Location:

Posters must be displayed in conspicuous places where employees and job applicants can readily see them. Typical locations include:

Employee break rooms
Common areas
Near time clocks
HR offices
Main entrances to workplaces

Accessibility:

Posters must be:

Displayed at eye level when possible
Unobstructed and visible
In good condition (not faded, torn, or defaced)
In languages employees speak if required by law

Updates:

Employers are responsible for ensuring posters remain current. Labor law posters should be replaced when:

Laws change
Agencies issue revised posters
Contact information changes
Minimum wage rates change

Penalties for Non-Compliance:

Failure to display required posters may result in:

Fines from state or federal agencies
Penalties during workplace inspections
Adverse findings in discrimination or wage claims
Increased liability in employment disputes

Source: U.S. Department of Labor Poster Compliance Guidance Available at: https://www.dol.gov/general/topics/posters

5.2 New Hire Reporting Requirements

Iowa employers must report newly hired and rehired employees to the Iowa Centralized Employee Registry.

Statutory Authority:

According to Iowa Code Chapter 252G, employers must report information about new hires to assist with child support enforcement and prevent unemployment insurance fraud.

Source: Iowa Code Chapter 252G Official text: https://www.legis.iowa.gov/docs/ico/chapter/252G.pdf

Who Must Report:

All employers doing business in Iowa, including:

Private sector employers
State government agencies
Local government entities
Nonprofit organizations

Who Must Be Reported:

Newly hired employees
Rehired employees (those returning to work after being separated for more than 60 days)
Independent contractors (when applicable)

Reporting Timeline:

According to Iowa law, employers must report new hires within 15 days of the hire date.

Source: Iowa Code § 252G.3 Official text: https://www.legis.iowa.gov/docs/ico/section/252G.3.pdf

According to Iowa Workforce Development: “Iowa employers must report new hires within 15 days of the hire date or when the employee first provides services for wages.”

Source: Iowa Workforce Development Available at: https://workforce.iowa.gov/employers/unemployment-insurance/reporting-hires

Required Information:

Employers must provide:

Employee’s name
Employee’s address
Employee’s Social Security number
Employee’s date of birth
Employee’s start date
Employer’s name
Employer’s address
Employer’s Federal Employer Identification Number (FEIN)
Whether health insurance is available to the employee

Reporting Methods:

Employers may report through:

Online submission at Iowa’s Centralized Employee Registry website
Mail (using Form 44-019a)
Fax
Electronic file upload (with prior approval)

Online Reporting:

Website: https://secureapp.dhs.state.ia.us/epay/

Mailing Address:

Centralized Employee Registry
P.O. Box 10322
Des Moines, IA 50306-0322

Contact Information:

Phone: 877-274-2580
Email: csrue@dhs.state.ia.us
Hours: Monday-Friday, 8:00 AM – 4:30 PM Central Time

Source: Iowa Department of Human Services Available at: https://secureapp.dhs.state.ia.us/epay/

Multistate Employers:

Employers with employees in multiple states may designate one state for reporting all new hires if they report electronically, after notifying the U.S. Department of Health and Human Services.

Penalties:

Employers who fail to report new hires may be subject to penalties under federal and state law.

5.3 Form I-9 and Employment Eligibility Verification

All U.S. employers must verify the identity and employment authorization of all employees hired after November 6, 1986.

Federal Requirement:

According to federal law, employers must complete Form I-9, Employment Eligibility Verification, for each employee.

Source: Immigration and Nationality Act, 8 U.S.C. § 1324a Official text: https://uscode.house.gov/view.xhtml?req=granuleid:USC-prelim-title8-section1324a&num=0&edition=prelim Form I-9: https://www.uscis.gov/i-9

Timeline:

Employees must complete Section 1 of Form I-9 no later than the first day of employment
Employers must complete Section 2 within three business days of the employee’s first day of employment

Document Requirements:

Employees must present documents establishing:

Identity, and
Employment authorization

Acceptable documents are listed on Form I-9 (List A documents establish both identity and employment authorization; List B establishes identity only; List C establishes employment authorization only).

Retention Requirements:

Employers must retain Form I-9 for:

Three years after the date of hire, or
One year after the date employment ends, whichever is later

E-Verify:

E-Verify is an optional federal program (mandatory for federal contractors and some states) that electronically verifies employment eligibility.

Iowa does not mandate E-Verify for private employers, though federal contractors must use the system.

Source: U.S. Citizenship and Immigration Services Available at: https://www.e-verify.gov/

5.4 Recordkeeping Requirements

Employers must maintain various employment records as required by federal and state law.

Wage and Hour Records

Federal Requirements:

According to the Fair Labor Standards Act, employers must maintain records for each non-exempt employee containing:

Employee’s full name and Social Security number
Address, including zip code
Birth date if employee is under 19
Sex and occupation
Time and day of week when employee’s workweek begins
Hours worked each day and total hours worked each workweek
Basis of wage payment (e.g., “$9 per hour,” “$440 per week”)
Regular hourly pay rate
Total daily or weekly straight-time earnings
Total overtime earnings for the workweek
All additions to or deductions from wages
Total wages paid each pay period
Date of payment and pay period covered

Source: Fair Labor Standards Act recordkeeping requirements, 29 C.F.R. Part 516 Available at: https://www.ecfr.gov/current/title-29/subtitle-B/chapter-V/subchapter-A/part-516

Retention Period:

Payroll records must be retained for at least three years.

Iowa Requirements:

According to Iowa Code § 91A.6, employers must provide employees with a statement of earnings showing hours worked, wages earned, and deductions.

Source: Iowa Code § 91A.6 Official text: https://www.legis.iowa.gov/docs/ico/section/91A.6.pdf

Employment Eligibility Records

Form I-9 records must be retained for three years after hire or one year after employment ends, whichever is later.

Source: 8 C.F.R. § 274a.2(b)(2) Available at: https://www.ecfr.gov/

Tax Records

Employers must maintain:

W-4 forms (federal and state)
W-2 forms
Quarterly tax returns
Annual tax returns

Retention: Generally four years from the date the tax becomes due or is paid, whichever is later.

Source: IRS recordkeeping requirements Available at: https://www.irs.gov/businesses/small-businesses-self-employed/employment-taxes

Personnel Records

Iowa does not have a specific statute requiring employers to maintain personnel files, but best practices include retaining:

Employment applications
Job descriptions
Performance evaluations
Disciplinary records
Training records
Benefit enrollment forms
Leave requests and approvals

Retention: Recommended three to seven years depending on record type.

Workers’ Compensation Records

Records related to workplace injuries and workers’ compensation claims should be maintained.

Retention: Recommended five years or as required by insurance carrier.

Source: Iowa Division of Workers’ Compensation Available at: https://dial.iowa.gov/hearings/workers-comp

Access to Personnel Records

Iowa does not have a law specifically granting employees the right to inspect their personnel files. However, employers who maintain such files should establish reasonable policies for employee access.

5.5 Workers’ Compensation Insurance

Most Iowa employers must provide workers’ compensation insurance coverage for employees.

Statutory Requirement:

According to Iowa Code Chapter 85, employers must secure workers’ compensation insurance or obtain approval to self-insure.

Source: Iowa Code Chapter 85 Official text: https://www.legis.iowa.gov/docs/ico/chapter/85.pdf

Who Must Provide Coverage:

Almost all employers with employees in Iowa must carry workers’ compensation insurance. This includes:

Private employers
Public employers
Nonprofit organizations

Exemptions:

Limited exemptions exist for:

Independent contractors (if properly classified)
Certain agricultural employees if employer’s cash payroll is less than $2,500 in the preceding calendar year
Certain family members of the employer
Domestic and casual employees earning less than $1,500 annually from the employer
Certain corporate officers who elect to be excluded
Sole proprietors, partners, and LLC members (unless they elect coverage)

Source: Iowa Code § 85.1 Official text: https://www.legis.iowa.gov/docs/ico/section/85.1.pdf

According to Iowa Division of Workers’ Compensation: “Iowa workers’ compensation law covers employees in most employment relationships. This requires most employers to carry workers’ comp insurance.”

Source: Iowa Department of Inspections, Appeals, and Licensing Available at: https://dial.iowa.gov/hearings/workers-comp/compliance

Obtaining Coverage:

Employers can obtain workers’ compensation insurance through:

Private insurance carriers licensed in Iowa
Becoming self-insured (requires approval from Iowa Insurance Commissioner)

Penalties for Non-Compliance:

According to Iowa law, willfully and knowingly failing to carry required workers’ compensation insurance is a Class D felony, punishable by up to five years imprisonment and fines between $750 and $7,500.

Source: Iowa Code § 87.11 Official text: https://www.legis.iowa.gov/docs/ico/section/87.11.pdf

Additionally, employers without coverage:

Lose the exclusive remedy protection of workers’ compensation law
May be sued directly by injured employees under tort law for full damages
Face civil penalties

Verification:

Iowa contracts with the National Council on Compensation Insurance (NCCI) to verify employer coverage.

Contact Information:

Iowa Division of Workers’ Compensation
Iowa Department of Inspections, Appeals, and Licensing
Lucas State Office Building
321 East 12th Street
Des Moines, IA 50319

Phone: 515-725-5600
Website: https://dial.iowa.gov/hearings/workers-comp

5.6 Unemployment Insurance

Employers must register with Iowa Workforce Development and pay unemployment insurance taxes.

Registration Requirement:

According to Iowa Employment Security Law, every employer that currently has or previously had one or more employees in Iowa must register with Iowa Workforce Development.

Source: Iowa Code Chapter 96 Official text: https://www.legis.iowa.gov/docs/ico/chapter/96.pdf

Covered Employers:

Generally, employers are covered if they:

Pay wages of $1,500 or more in any calendar quarter, or
Employ one or more individuals for some portion of a day in each of 20 different weeks in a calendar year

Tax Rate:

Unemployment insurance taxes are paid by employers (not employees). Tax rates vary based on employer’s experience rating.

New Employer Rate: Typically 1% of taxable wages for the first two years (subject to periodic adjustments)

Reporting Requirements:

Employers must:

File quarterly wage reports
Pay unemployment insurance taxes quarterly
Respond promptly to unemployment claims
Maintain required employment records

Contact Information:

Iowa Workforce Development
1000 East Grand Avenue
Des Moines, IA 50319

Employer Services: 866-239-0843
Website: https://workforce.iowa.gov/

Filing Complaints

6.1 When to File a Complaint

Employees should consider filing a complaint when they believe their employer has violated employment laws. Common situations include:

Wage and Hour Violations:

Failure to pay minimum wage
Failure to pay earned wages
Failure to pay overtime
Illegal deductions from wages
Late payment of final wages

Discrimination:

Adverse employment action based on protected characteristic
Harassment based on protected characteristic
Retaliation for opposing discrimination
Failure to provide reasonable accommodation

Workplace Safety:

Unsafe working conditions
Failure to provide required safety equipment
Retaliation for reporting safety concerns

Other Violations:

Violations of FMLA rights
Violations of military leave rights
Workers’ compensation retaliation

6.2 Iowa Division of Labor (Wage Claims)

For wage and hour violations under Iowa law, employees may file a wage claim with the Iowa Department of Inspections, Appeals, and Licensing (DIAL).

Jurisdiction:

DIAL handles wage claims for:

Unpaid wages (up to $6,500)
Final paycheck disputes
Illegal wage deductions
Statement of earnings violations

Note: Overtime claims are handled by the federal Department of Labor, not DIAL.

Filing a Wage Claim:

Eligibility:

You must be owed wages of $6,500 or less
The wages must be covered by Iowa wage payment law

How to File:

Wage claims can be submitted:

Online
By mail
By fax

Forms: Wage claim forms are available in English and Spanish

Download forms: https://dial.iowa.gov/i-need/claims/how-do-i-wage-claim

Processing:

After receiving a wage claim:

DIAL notifies the employer
The employer has opportunity to respond
DIAL investigates the claim
DIAL may issue a determination requiring payment
Either party may appeal the determination

Contact Information:

Iowa Department of Inspections, Appeals, and Licensing
Labor Services Division
1000 East Grand Avenue
Des Moines, IA 50319

Phone: 515-725-5619
Website: https://dial.iowa.gov/

Important: Iowa Code establishes specific deadlines for filing wage claims. Consult with DIAL or an attorney regarding applicable deadlines.

Source: Iowa Code Chapter 91A Official text: https://www.legis.iowa.gov/docs/ico/chapter/91A.pdf

6.3 Iowa Office of Civil Rights (Discrimination Claims)

For discrimination claims under the Iowa Civil Rights Act, employees may file a complaint with the Iowa Office of Civil Rights (formerly Iowa Civil Rights Commission).

Jurisdiction:

The Iowa Office of Civil Rights investigates discrimination complaints in:

Employment
Housing
Public accommodations
Credit
Education

Filing Deadline:

According to Iowa law, discrimination complaints must be filed within 300 days of the alleged discriminatory act.

Source: Iowa Code § 216.15(9) Official text: https://www.legis.iowa.gov/docs/ico/section/216.15.pdf

According to Iowa Office of Civil Rights: “A complaint must be filed with the IOCR within 300 days of the alleged discriminatory practice.”

Source: Iowa Office of Civil Rights Available at: https://icrc.iowa.gov/file-complaint

How to File:

Complaints can be filed:

Online through the IOCR website
By phone (intake interview scheduled)
By mail (request complaint form)

Online filing: https://icrc.iowa.gov/file-complaint

What to Include:

When filing, provide:

Your contact information
Employer’s name and contact information
Description of discriminatory act
Protected characteristic involved (race, sex, age, etc.)
Dates of discriminatory conduct
Names of witnesses if applicable

Process:

After filing:

Intake: IOCR reviews complaint for jurisdiction
Investigation: IOCR investigates allegations, gathering evidence from both parties
Determination: IOCR issues finding (probable cause or no probable cause)
Resolution: Cases may be resolved through conciliation, settlement, or hearing

Dual Filing:

Complaints filed with IOCR are often “dual-filed” with the federal Equal Employment Opportunity Commission (EEOC), preserving both state and federal rights.

Right to Sue Letter:

After 60 days, complainants may request a “Right to Sue” letter, allowing them to file a lawsuit in court. Requesting this letter ends the IOCR’s investigation.

Contact Information:

Iowa Office of Civil Rights
Grimes State Office Building
400 East 14th Street
Des Moines, IA 50319-0201

Phone: 515-281-4121
Toll-free: 800-457-4416
TTY: 515-242-5964
Email: iocr@iowa.gov
Website: https://icrc.iowa.gov/

Hours: Monday-Friday, 8:00 AM – 4:30 PM Central Time

6.4 Equal Employment Opportunity Commission (EEOC) – Federal Discrimination Claims

For federal discrimination claims (Title VII, ADA, ADEA, GINA), employees may file a charge with the EEOC.

Jurisdiction:

The EEOC enforces federal employment discrimination laws including:

Title VII of the Civil Rights Act (race, color, religion, sex, national origin)
Americans with Disabilities Act (disability)
Age Discrimination in Employment Act (age 40+)
Genetic Information Nondiscrimination Act (genetic information)
Equal Pay Act (sex-based wage discrimination)

Filing Deadline:

Charges must generally be filed within 300 days of the discriminatory act in states like Iowa that have a state fair employment practices agency.

Source: Title VII, 42 U.S.C. § 2000e-5(e) EEOC guidance: https://www.eeoc.gov/filing-charge-discrimination

How to File:

Online: Through EEOC Public Portal at https://publicportal.eeoc.gov/
By phone: Call 1-800-669-4000 to schedule an interview
In person: Visit EEOC field office (see below)

What to Include:

The charge should include:

Your contact information
Employer’s name, address, and phone number
Number of employees
Description of discriminatory act
Date(s) of discrimination
Reason for discrimination (protected characteristic)

Process:

After filing:

Intake: EEOC determines jurisdiction
Mediation: Voluntary mediation may be offered
Investigation: EEOC investigates the charge
Determination: EEOC issues determination (cause/no cause/unable to determine)
Conciliation: If cause found, EEOC attempts conciliation
Litigation: EEOC may file lawsuit or issue Right to Sue letter

Right to Sue Letter:

After 180 days, charging party may request Right to Sue letter. Lawsuit must be filed within 90 days of receiving this letter.

EEOC Office Covering Iowa:

Milwaukee District Office
Reuss Federal Plaza
310 West Wisconsin Avenue, Suite 800
Milwaukee, WI 53203

Phone: 1-800-669-4000
TTY: 1-800-669-6820
Website: https://www.eeoc.gov/

6.5 Occupational Safety and Health Administration (OSHA)

For workplace safety concerns, employees may file a complaint with OSHA.

Jurisdiction:

OSHA enforces workplace safety and health standards. Iowa is a state-plan state, meaning Iowa OSHA has jurisdiction over most private sector and state/local government workplaces.

Filing a Safety Complaint:

Employees may file complaints about:

Unsafe working conditions
Lack of required safety equipment
Violations of OSHA standards
Imminent danger situations

How to File:

Online: https://www.osha.gov/workers/file-complaint
By phone: 1-800-321-6742
By mail or fax: Use OSHA complaint form

Confidentiality:

Employees may request that their name not be revealed to the employer.

Retaliation Protection:

It is illegal for employers to retaliate against employees for filing safety complaints or participating in OSHA inspections.

Source: Occupational Safety and Health Act, 29 U.S.C. § 660(c) OSHA guidance: https://www.osha.gov/workers/file-complaint

Iowa OSHA Contact:

Iowa OSHA
Iowa Division of Labor
1000 East Grand Avenue
Des Moines, IA 50319

Phone: 515-725-5600
Website: https://www.osha.gov/stateplans/ia

6.6 U.S. Department of Labor (Federal Wage and Hour Claims)

For violations of federal wage and hour laws, employees may file a complaint with the U.S. Department of Labor Wage and Hour Division.

Jurisdiction:

The Wage and Hour Division enforces:

Fair Labor Standards Act (minimum wage, overtime, child labor)
Family and Medical Leave Act
Davis-Bacon Act (prevailing wages on federal contracts)
Service Contract Act
Other federal wage laws

Filing a Complaint:

How to File:

Online: https://www.dol.gov/agencies/whd/contact/complaints
By phone: 515-284-4625 (Des Moines office) or 1-866-487-9243 (national)
In person: Visit local Wage and Hour office

Confidentiality:

WHD keeps complainant information confidential to the extent possible by law.

Investigation:

After receiving a complaint:

WHD investigates employer compliance
WHD reviews records and interviews employees
If violations found, WHD works with employer to achieve compliance
WHD may assess back wages owed

No Retaliation:

It is illegal for employers to retaliate against employees for filing complaints or cooperating with investigations.

Source: Fair Labor Standards Act, 29 U.S.C. § 215(a)(3) DOL guidance: https://www.dol.gov/agencies/whd/contact/complaints

Des Moines Wage and Hour Office:

U.S. Department of Labor
Wage and Hour Division
210 Walnut Street, Room 643
Des Moines, IA 50309

Phone: 515-284-4625
Website: https://www.dol.gov/agencies/whd

6.7 Private Lawsuit

In some circumstances, employees may file a lawsuit directly in court rather than (or in addition to) filing an administrative complaint.

When Private Lawsuits Are Available:

After receiving a Right to Sue letter from EEOC or Iowa Office of Civil Rights
For certain wage and hour claims under FLSA
For breach of employment contract
For common law claims (e.g., wrongful termination in violation of public policy)

Statute of Limitations:

Various statutes of limitations apply depending on the type of claim:

EEOC Right to Sue: 90 days from receipt of letter
FLSA wage claims: Generally 2 years (3 years for willful violations)
Iowa discrimination claims: Generally 2 years
Contract claims: Generally 10 years in Iowa
Tort claims: Generally 2 years in Iowa

Legal Representation:

Given the complexity of employment law and strict procedural requirements, employees pursuing lawsuits should consult with an employment attorney.

Iowa State Bar Association Lawyer Referral:

Phone: 515-243-3179
Website: https://www.iowabar.org/

Legal Aid:

Iowa Legal Aid provides free legal services to eligible low-income Iowans.

Phone: 800-532-1275
Website: https://www.iowalegalaid.org/

6.8 Tips for Filing Complaints

Document Everything:

Keep copies of relevant documents (paystubs, performance reviews, emails, text messages)
Write down dates, times, locations, and witnesses to incidents
Save copies of policies or handbooks

Act Promptly:

Do not wait too long to file – deadlines are strictly enforced
Missing a deadline may mean losing the right to pursue your claim
Some deadlines are very short (e.g., 90 days for EEOC Right to Sue)

Follow Internal Procedures:

Consider reporting issues to HR or management first (required for some claims)
Follow company complaint procedures when available
Document all internal complaints and responses

Understand Your Options:

Different agencies handle different types of claims
Some claims must go through specific agencies before filing a lawsuit
You may have multiple options for certain claims

Seek Legal Advice:

Consider consulting an attorney, especially for complex claims
Many employment attorneys offer free initial consultations
Legal aid may be available for those who qualify

Avoid Retaliation:

Know your rights – retaliation is illegal
Document any adverse actions after filing a complaint
Report retaliation to the appropriate agency

Be Patient:

Administrative processes take time
Investigations may take months or longer
Stay engaged with the process and respond to agency requests promptly

Remote Work in Iowa

7.1 Remote Work and Iowa Employment Law

Remote work arrangements are increasingly common, but Iowa does not have specific state statutes governing remote work for private sector employees. Remote employees remain subject to applicable federal and Iowa employment laws.

General Principles:

When employees work remotely in Iowa, the following employment laws generally apply:

Wage and Hour Laws:

Minimum wage requirements apply to remote workers
Overtime rules apply (non-exempt remote workers must be paid overtime)
Employers must track hours worked by non-exempt remote employees
Final paycheck requirements apply when employment ends

Discrimination Laws:

Remote workers are protected by Iowa Civil Rights Act and federal anti-discrimination laws
Discrimination and harassment protections apply regardless of work location
Reasonable accommodation requirements apply to remote workers with disabilities

Workers’ Compensation:

Work-related injuries occurring during remote work may be covered by workers’ compensation
Determining coverage depends on whether injury “arises out of and in the course of employment”

Unemployment Insurance:

Remote workers are covered by unemployment insurance
Location where work is performed typically determines which state’s unemployment law applies

7.2 No State Right to Request Remote Work

Iowa does not have a law granting employees the right to request remote work arrangements.

Search Verification:

Iowa Legislature website searched: https://www.legis.iowa.gov/
Search terms: “remote work”, “telework”, “right to request flexible working”
Date: January 15, 2026
Result: No Iowa statute granting right to request remote work identified

Employer Discretion:

Whether to offer remote work is generally at employer’s discretion, except when:

Remote work is offered as a reasonable accommodation for a disability
Remote work is negotiated in a collective bargaining agreement
Remote work is part of an employment contract

7.3 Remote Work as Reasonable Accommodation

Under the Americans with Disabilities Act and Iowa Civil Rights Act, remote work may be a reasonable accommodation for employees with disabilities.

When Remote Work May Be Required:

According to EEOC guidance, if an employee with a disability requests to work from home as a reasonable accommodation, the employer must consider the request through the interactive process.

Source: EEOC guidance on reasonable accommodation and COVID-19 Available at: https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws

Factors to consider:

Whether remote work would enable the employee to perform essential job functions
Whether the employee has successfully worked remotely in the past
Whether other employees in similar positions work remotely
Whether the employer has provided remote work to other employees

Undue Hardship:

Employers may deny remote work accommodation if it would impose an undue hardship (significant difficulty or expense).

7.4 Return-to-Office Mandates

Employers generally have the right to require employees to return to the workplace, with certain limitations.

General Rule:

Absent a contract or collective bargaining agreement to the contrary, employers may change work locations and require employees to work on-site.

Exceptions:

Reasonable Accommodation: If an employee needs continued remote work as a reasonable accommodation for a disability, the employer must engage in the interactive process. Unilaterally ending remote work arrangements may violate the ADA if remote work is a required accommodation.

Retaliation Protection: Employers cannot require return to office in retaliation for protected activity (e.g., filing a discrimination complaint, requesting accommodation).

Contractual Obligations: If employment contracts or collective bargaining agreements guarantee remote work, employers must honor those terms.

7.5 Interstate Remote Work Issues

When Iowa employers hire remote workers in other states, or when employees relocate while working remotely, complex legal issues arise.

Which State’s Laws Apply:

Generally:

Wage and hour laws of the state where work is performed apply
Workers’ compensation laws of the state where work is performed typically apply
Unemployment insurance follows the state where services are localized or base of operations

Employer Registration:

Employers may need to:

Register as an employer in states where remote workers are located
Obtain workers’ compensation coverage in those states
Comply with wage payment and notice requirements of those states
Withhold income taxes for those states

Complexity:

Interstate remote work creates significant compliance challenges. Employers with out-of-state remote workers should consult with legal counsel regarding multi-state compliance.

7.6 For Comprehensive Remote Work Information

For detailed information on remote work laws and return-to-office mandates in Iowa, see RemoteLaws.com’s dedicated resources:

Remote Work Laws – Iowa:

Return-to-Office Mandates – Iowa:

These dedicated guides provide in-depth analysis of remote work considerations, employer obligations, and employee rights specific to remote work arrangements.

2026 Updates and Recent Changes

8.1 Significant Changes Effective in 2026

Gender Identity Protection Removed (Effective July 1, 2025):

The most significant recent change affecting Iowa employment law occurred on July 1, 2025, when gender identity was removed as a protected class under the Iowa Civil Rights Act.

Legislative Background:

Senate File 418, passed by the Iowa Legislature and signed into law in 2025, modified Iowa Code Chapter 216 to eliminate gender identity as a protected characteristic in state civil rights law.

Source: Iowa Office of Civil Rights guidance Available at: https://icrc.iowa.gov/your-rights/protected-classes

Impact:

As of July 1, 2025:

Gender identity is no longer a protected class under Iowa state law
Complaints alleging gender identity discrimination filed before July 1, 2025, will still be investigated under Iowa Code Chapter 216
New complaints filed after July 1, 2025, must be filed within 300 days of the alleged discriminatory conduct
Individuals who believe they were discriminated against based on gender identity have until April 27, 2026, to file complaints regarding conduct that occurred before July 1, 2025

Federal Protection Remains:

Despite the Iowa law change, federal law continues to protect against discrimination based on gender identity and transgender status. According to the U.S. Supreme Court in Bostock v. Clayton County (2020), discrimination based on transgender status is discrimination “because of sex” under Title VII of the Civil Rights Act of 1964.

Source: Bostock v. Clayton County, 140 S. Ct. 1731 (2020) EEOC guidance: https://www.eeoc.gov/laws/guidance/

Employer Considerations:

Employers with 15 or more employees remain covered by federal Title VII protections against gender identity discrimination. Employers with fewer than 15 employees may have different obligations depending on whether municipal ordinances provide additional protections.

No Changes to Minimum Wage:

Iowa’s minimum wage remains at $7.25 per hour (equal to federal minimum wage) as of January 1, 2026. No increases are scheduled under current state law.

Source: Iowa Code § 91D.1 U.S. Department of Labor: https://www.dol.gov/agencies/whd/minimum-wage/state

8.2 Federal Changes Affecting Iowa Employers

PUMP for Nursing Mothers Act (Effective April 28, 2023):

The Providing Urgent Maternal Protections (PUMP) for Nursing Mothers Act expanded FLSA protections for nursing mothers to include most employees (previously limited to non-exempt employees).

Source: Fair Labor Standards Act, 29 U.S.C. § 207(r) DOL guidance: https://www.dol.gov/agencies/whd/pump-at-work

Pregnant Workers Fairness Act (Effective June 27, 2023):

The PWFA requires covered employers to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions.

Source: Pregnant Workers Fairness Act, 42 U.S.C. § 2000gg EEOC regulations: https://www.eeoc.gov/laws/guidance/what-you-should-know-pregnant-workers-fairness-act

8.3 Pending Legislation and Proposed Changes

Status as of January 2026:

No major employment law changes are pending in the Iowa Legislature as of the publication date of this guide. However, employment laws can change at any time through legislative action, court decisions, or regulatory changes.

Monitoring Changes:

Employers and employees should monitor:

Iowa Legislature website for proposed bills: https://www.legis.iowa.gov/
Iowa Workforce Development for administrative changes: https://workforce.iowa.gov/
Iowa Office of Civil Rights for guidance updates: https://icrc.iowa.gov/
U.S. Department of Labor for federal changes: https://www.dol.gov/
EEOC for federal guidance updates: https://www.eeoc.gov/

8.4 How to Stay Updated

Official Government Sources:

Iowa Legislature: Track proposed and enacted legislation affecting employment. Website: https://www.legis.iowa.gov/

Iowa Workforce Development: Updates on unemployment insurance, workforce programs, and labor market information. Website: https://workforce.iowa.gov/

Iowa Office of Civil Rights: Guidance on discrimination law and updates to protected classes. Website: https://icrc.iowa.gov/

Iowa Department of Inspections, Appeals, and Licensing: Information on wage claims, workers’ compensation, and labor standards. Website: https://dial.iowa.gov/

U.S. Department of Labor: Federal employment law updates, guidance, and regulations. Website: https://www.dol.gov/

Equal Employment Opportunity Commission: Federal anti-discrimination law guidance and updates. Website: https://www.eeoc.gov/

Professional Resources:

Iowa State Bar Association: https://www.iowabar.org/

Document Review Schedule:

This guide is reviewed quarterly during 2026 to incorporate significant legislative or regulatory changes. Beginning in 2027, annual reviews will be conducted with immediate updates for major changes.

Resources

10.1 Iowa State Agencies

Iowa Workforce Development

Primary state agency for unemployment insurance, workforce programs, and labor market information.

Address: 1000 East Grand Avenue, Des Moines, IA 50319
Phone: 866-239-0843 (Employer Services)
Website: https://workforce.iowa.gov/
Email: Contact through website

Services: Unemployment insurance, new hire reporting information, labor market data, workforce development programs, required poster downloads

Iowa Office of Civil Rights

Investigates discrimination complaints in employment, housing, public accommodations, credit, and education.

Address: Grimes State Office Building, 400 East 14th Street, Des Moines, IA 50319-0201
Phone: 515-281-4121 | Toll-free: 800-457-4416
TTY: 515-242-5964
Email: iocr@iowa.gov
Website: https://icrc.iowa.gov/
Hours: Monday-Friday, 8:00 AM – 4:30 PM Central Time

Services: Discrimination complaint filing and investigation, civil rights guidance, public education

Iowa Department of Inspections, Appeals, and Licensing (DIAL)

Handles wage claims, workers’ compensation, and other labor matters.

Address: 1000 East Grand Avenue, Des Moines, IA 50319
Phone: 515-725-5600 (General) | 515-725-5619 (Wage Claims)
Website: https://dial.iowa.gov/
Email: Contact through website

Services: Wage claim filing and investigation, workers’ compensation administration, employer compliance information

Iowa Division of Labor (within DIAL)

Enforces Iowa labor standards and workplace safety laws.

Address: 1000 East Grand Avenue, Des Moines, IA 50319
Phone: 515-725-5600
Website: https://dial.iowa.gov/

Services: Workplace safety inspections (Iowa OSHA), wage law enforcement, child labor enforcement

Iowa Department of Revenue

Administers state tax laws including employer withholding requirements.

Address: Hoover State Office Building, 1305 East Walnut Street, Des Moines, IA 50319
Phone: 515-281-3114 | Toll-free: 800-367-3388
Website: https://tax.iowa.gov/
Email: idr@iowa.gov

Services: Employer registration, withholding tax administration, tax forms and publications

Iowa New Hire Reporting (Centralized Employee Registry)

Receives new hire reports from Iowa employers.

Mailing Address: P.O. Box 10322, Des Moines, IA 50306-0322
Phone: 877-274-2580
Email: csrue@dhs.state.ia.us
Website: https://secureapp.dhs.state.ia.us/epay/
Hours: Monday-Friday, 8:00 AM – 4:30 PM Central Time

Services: New hire reporting, online submission portal, forms and instructions

10.2 Federal Agencies

U.S. Equal Employment Opportunity Commission (EEOC)

Enforces federal anti-discrimination laws.

Milwaukee District Office (covers Iowa):
Address: Reuss Federal Plaza, 310 West Wisconsin Avenue, Suite 800, Milwaukee, WI 53203
Phone: 1-800-669-4000
TTY: 1-800-669-6820
Website: https://www.eeoc.gov/
Online filing: https://publicportal.eeoc.gov/

Services: Discrimination charge filing, investigation, mediation, litigation, guidance publications

U.S. Department of Labor – Wage and Hour Division

Enforces federal wage and hour laws including FLSA and FMLA.

Des Moines Office:
Address: 210 Walnut Street, Room 643, Des Moines, IA 50309
Phone: 515-284-4625
Toll-free: 1-866-487-9243
Website: https://www.dol.gov/agencies/whd
Online complaint: https://www.dol.gov/agencies/whd/contact/complaints

Services: Wage and hour complaint investigation, FMLA administration, employer compliance assistance, publications

Occupational Safety and Health Administration (OSHA)

Enforces federal workplace safety and health standards. Iowa is a state-plan state with Iowa OSHA handling most enforcement.

Iowa OSHA:
Address: Iowa Division of Labor, 1000 East Grand Avenue, Des Moines, IA 50319
Phone: 515-725-5600
Website: https://www.osha.gov/stateplans/ia
Complaint filing: https://www.osha.gov/workers/file-complaint

Federal OSHA:
Phone: 1-800-321-6742
Website: https://www.osha.gov/

Services: Safety inspections, complaint investigation, safety standards, training and education

U.S. Citizenship and Immigration Services (USCIS)

Administers Form I-9 employment eligibility verification.

National Customer Service Center:
Phone: 1-800-375-5283
TTY: 1-800-767-1833
Website: https://www.uscis.gov/
Form I-9: https://www.uscis.gov/i-9
E-Verify: https://www.e-verify.gov/

Services: Form I-9 forms and instructions, E-Verify program, employer guidance

Internal Revenue Service (IRS)

Administers federal employment tax requirements.

Business and Specialty Tax Line:
Phone: 1-800-829-4933
Website: https://www.irs.gov/businesses
FEIN application: https://www.irs.gov/businesses/small-businesses-self-employed/apply-for-an-employer-identification-number-ein-online

Services: Employer Identification Numbers, tax forms and publications, employment tax guidance

10.3 Legal Assistance Resources

Iowa Legal Aid

Provides free legal services to eligible low-income Iowans.

Toll-free: 800-532-1275
Website: https://www.iowalegalaid.org/
Online application: Available through website

Services: Legal advice, representation in certain cases, self-help resources

Iowa State Bar Association

Professional association for Iowa attorneys offering lawyer referral services.

Address: 625 East Court Avenue, Des Moines, IA 50309
Phone: 515-243-3179
Website: https://www.iowabar.org/
Lawyer Referral: Available through website

Services: Lawyer referral, legal resources, publications

10.4 Additional Resources

Job Accommodation Network (JAN)

Free consulting service providing information on workplace accommodations and disability employment issues.

Toll-free: 1-800-526-7234
Website: https://askjan.org/
Email: jan@askjan.org

Services: Accommodation ideas, ADA information, searchable database

National Council on Compensation Insurance (NCCI)

Manages workers’ compensation insurance data and rates for Iowa.

Website: https://www.ncci.com/

Services: Workers’ compensation rate information, employer verification

10.5 Online Resources and Publications

Iowa Legislature Website

Access to Iowa Code, administrative rules, and legislative information.

Website: https://www.legis.iowa.gov/

Resources: Iowa Code searchable database, bill tracking, legislative calendars

Iowa People’s Law Library

Free online legal information resource.

Website: https://www.peopleslawiowa.org/

Resources: Self-help legal information on employment, housing, family law, and other topics

U.S. Department of Labor elaws Advisors

Interactive online tools to help understand employment laws.

Website: https://www.dol.gov/agencies/whd/compliance-assistance/elaws

Resources: FLSA coverage advisor, overtime calculator, FMLA advisor, poster advisor

EEOC Publications

Guidance documents, fact sheets, and compliance manuals.

Website: https://www.eeoc.gov/laws/guidance/

Resources: Small employer guidance, specific law fact sheets, technical assistance

10.6 Keeping Information Current

Employment laws change frequently. To stay informed:

Bookmark official government websites listed in this section
Subscribe to agency newsletters and email updates (available from most agencies)
Review workplace posters regularly for updates
Consult with legal counsel or HR professionals for compliance questions
Check RemoteLaws.com for updated comprehensive employment law information

Important: When in doubt about any employment law requirement, consult official government sources or qualified legal counsel. This guide provides information but cannot substitute for professional legal advice tailored to specific situations.

Frequently Asked Questions - Iowa Employment Law

Q1: What is employment law in Iowa?

Employment law in Iowa consists of both state and federal statutes, regulations, and court decisions that govern the relationship between employers and employees. These laws cover wages, working conditions, discrimination, workplace safety, and other aspects of employment. Iowa follows federal employment law in many areas while maintaining specific state statutes that provide additional protections or clarify how federal law applies within the state.

Q2: What is the difference between employment law and labor law in Iowa?

Employment law primarily addresses the individual relationship between an employer and employee, covering issues such as wages, discrimination, workplace safety, and employment contracts. Labor law focuses on collective bargaining and union-management relations, including the right to organize, collective bargaining processes, and union elections. Most employment law protections apply to all employees regardless of union membership, while labor law primarily affects unionized workplaces and organizing activities.

Q3: Is Iowa an at-will employment state?

Yes, Iowa is an at-will employment state. This means that employment relationships may be terminated by either the employer or employee at any time, for any reason, or for no reason at all, provided the reason is not illegal. However, important exceptions exist, including terminations based on discrimination, violations of public policy, breach of contract, and retaliation for exercising legal rights.

Q4: Is Iowa a right-to-work state?

Yes, Iowa is a right-to-work state. According to Iowa Code Chapter 731, employees cannot be required to join a union or pay union dues as a condition of employment. While employees may choose to join unions voluntarily, employers and unions cannot make union membership or dues payment mandatory for getting or keeping a job.

Q5: What is the minimum wage in Iowa in 2026?

The Iowa minimum wage is $7.25 per hour as of January 2026, equal to the federal minimum wage. Iowa Code provides that Iowa’s minimum wage equals the federal minimum wage when the Iowa rate is set below the federal rate. For tipped employees who receive more than $30 per month in tips, employers may pay a direct wage of $4.35 per hour, provided total compensation (direct wage plus tips) equals at least $7.25 per hour.

Q6: Does Iowa require overtime pay?

Iowa does not have its own state overtime law. Instead, the federal Fair Labor Standards Act (FLSA) applies. Under the FLSA, covered non-exempt employees must be paid one and one-half times their regular rate of pay for all hours worked over 40 in a workweek. Certain employees are exempt from overtime requirements based on their job duties and salary level.

Q7: Are meal breaks and rest breaks required in Iowa?

Iowa law requires meal breaks only for employees under 16 years of age. Specifically, employees under 16 who work five or more consecutive hours must receive a meal period of at least 30 minutes. Iowa does not require meal or rest breaks for employees 16 years of age and older. However, federal law provides that if employers choose to provide short breaks (typically 5 to 20 minutes), those breaks must be paid.

Q8: When must I receive my final paycheck after leaving a job?

According to Iowa Code § 91A.3, the timing depends on how employment ends. If the employer terminates you, wages must be paid at the time of discharge or as soon as you would normally have been paid, but no later than the next regular payday that is at least seven days following termination. If you voluntarily quit without giving at least one pay period’s notice, payment is due no later than the next regular payday at least seven days following your last day of work. If you provide at least one pay period’s notice, payment is due on your last day of work.

Q9: What are my employee rights in Iowa?

Iowa employees have numerous rights under state and federal law, including the right to receive at least minimum wage, overtime pay for non-exempt work over 40 hours per week, freedom from discrimination based on protected characteristics, safe working conditions, workers’ compensation coverage for work-related injuries, and protection from retaliation for exercising legal rights. Specific rights depend on factors such as employer size, employee classification, and applicable laws.

Q10: Can my employer fire me for any reason in Iowa?

Generally yes, due to at-will employment. However, employers cannot fire you for illegal reasons, including discrimination based on protected characteristics (race, sex, age, disability, religion, national origin, sexual orientation, etc.), retaliation for filing workers’ compensation claims or discrimination complaints, exercising rights under employment laws (such as FMLA or military leave), or in violation of public policy. If you have an employment contract or are covered by a collective bargaining agreement, additional protections may apply.

Q11: How do I file a discrimination complaint in Iowa?

For state law claims, file a complaint with the Iowa Office of Civil Rights within 300 days of the discriminatory act. You can file online at https://icrc.iowa.gov/file-complaint, by phone at 800-457-4416, or by mail. For federal claims, file a charge with the Equal Employment Opportunity Commission (EEOC) within 300 days. You can file online through the EEOC Public Portal or by calling 800-669-4000. Many complaints are “dual-filed” with both agencies, preserving both state and federal rights.

Q12: What protections exist for remote workers in Iowa?

Remote workers in Iowa are generally subject to the same employment laws as on-site workers, including minimum wage, overtime, anti-discrimination protections, and workers’ compensation coverage for work-related injuries. However, Iowa does not have a specific law granting employees the right to request remote work. Remote work may be required as a reasonable accommodation for employees with disabilities under the ADA and Iowa Civil Rights Act. Employers retain discretion over remote work policies except when accommodations are required or remote work is guaranteed by contract.

Q13: What are my obligations as an Iowa employer?

Iowa employers must comply with numerous requirements, including paying at least minimum wage and overtime to non-exempt employees, withholding and remitting employment taxes, providing workers’ compensation insurance, registering for unemployment insurance, displaying required workplace posters, reporting new hires within 15 days, completing Form I-9 for employment eligibility verification, maintaining required employment records, providing reasonable accommodations for disabilities, and complying with anti-discrimination laws. Specific obligations depend on factors such as number of employees and industry.

Q14: What workplace posters am I required to display in Iowa?

Iowa employers must display both state and federal required posters. State-required posters include Iowa Minimum Wage, Unemployment Insurance, Safety and Health Protection, Civil Rights/Discrimination, and Smokefree Air Act. Federal posters include Employee Polygraph Protection Act, Equal Employment Opportunity, Fair Labor Standards Act (for covered employers), Family and Medical Leave Act (for employers with 50+ employees), USERRA, and OSHA Job Safety and Health. Posters must be displayed in conspicuous locations where employees can readily observe them.

Q15: Do I need workers’ compensation insurance in Iowa?

Almost all Iowa employers must carry workers’ compensation insurance or obtain approval to self-insure. Limited exemptions exist for certain agricultural employees, family members of the employer, domestic and casual employees earning less than $1,500 annually, and certain corporate officers who elect to be excluded. Sole proprietors, partners, and LLC members are not automatically covered but may elect coverage. Willfully failing to carry required workers’ compensation insurance is a Class D felony.

Q16: Does Iowa require paid sick leave?

No, Iowa does not have a state law requiring employers to provide paid sick leave to employees. Employers may voluntarily offer paid sick leave as part of employee benefit packages. When employers provide paid sick leave, they must comply with their own established policies and any employment contracts. The federal Family and Medical Leave Act (FMLA) provides eligible employees with unpaid, job-protected leave for certain family and medical reasons.

Q17: Can employers require drug testing in Iowa?

Yes, Iowa employers may test employees and job applicants for drugs. According to Iowa Code § 730.5, employers have the right to ensure a drug-free workplace. However, the statute contains notice requirements. If an employer wishes to drug test employees, there must be a written drug policy and written notice provision. Iowa law was modified in 2019 to allow companies to demand hair samples in addition to previously permitted samples (blood, urine, saliva, or breath).

Q18: What records must Iowa employers keep?

Iowa employers must maintain various employment records including payroll records (for at least three years under federal law), Form I-9 employment eligibility verification forms (for three years after hire or one year after employment ends, whichever is later), tax records (generally four years), workers’ compensation records, and unemployment insurance records. Iowa Code § 91A.6 requires employers to provide employees with statements showing hours worked, wages earned, and deductions. Maintaining comprehensive personnel files is recommended as a best practice.

Q19: Can I be classified as an independent contractor in Iowa?

Whether a worker is an employee or independent contractor depends on the actual working relationship, not what the parties call it. Iowa workers’ compensation law and other employment laws use various tests to determine worker classification. Generally, key factors include the degree of control the employer exercises over the work, whether the worker has an independent business, who provides tools and equipment, and how payment is structured. Misclassification can result in significant penalties and liability for unpaid taxes, benefits, and wages.

Q20: Does Iowa have “ban-the-box” laws?

Iowa does not have a statewide “ban-the-box” law restricting when employers may ask about criminal history. However, some Iowa cities have local ordinances with such restrictions. For example, Des Moines passed a law limiting criminal history checks until after an employee receives a job offer. Employers should check whether local ordinances apply to their operations. Federal law requires employers to follow Fair Credit Reporting Act (FCRA) procedures when conducting background checks.

Others

Legal Disclaimer: Nature of This Compilation This document is a compilation of publicly available information from official government sources. It is NOT: Legal advice An interpretation of laws or regulations A substitute for consultation with a licensed attorney A comprehensive treatment of all applicable laws Guaranteed to be complete or current

Iowa Employment Law 2026

⚠️Informational only — not legal or tax advice.

Table of Contents

Introduction

What This Guide Covers

Employment Law Framework in Iowa

1.1 At-Will Employment Doctrine

1.2 Exceptions to At-Will Employment

1.3 Labor Law vs. Employment Law

1.4 Iowa Right-to-Work Law

1.5 Public Employment Relations Act

Employee Rights in Iowa

2.1 Wage and Hour Rights

Minimum Wage Requirements

Overtime Requirements

Compensatory Time (Public Sector Only)

Meal and Rest Break Requirements

Final Paycheck Requirements

Permissible Wage Deductions

Paystub and Recordkeeping Requirements

2.2 Paid Sick Leave

2.3 Employee Rights Summary

Discrimination Laws in Iowa

3.1 Overview of Employment Discrimination Protections

3.2 Protected Classes Under Iowa and Federal Law

Iowa Civil Rights Act Protected Classes

Federal Protected Classes

3.3 Types of Prohibited Discrimination

Disparate Treatment

Disparate Impact

Harassment

Retaliation

3.4 Sexual Harassment

Two Types of Sexual Harassment

Employer Liability for Sexual Harassment

Sexual Harassment Training Requirements

3.5 Enforcement and Remedies

Filing Deadlines

Available Remedies

Reasonable Accommodations

4.1 Disability Accommodation Requirements

What Is a Disability?

What Is a Qualified Individual?

4.2 Types of Reasonable Accommodations

4.3 The Interactive Process

4.4 Undue Hardship Defense

4.5 Religious Accommodations

4.6 Pregnancy Accommodations

4.7 How to Request Accommodation

Employer Obligations in Iowa

5.1 Required Workplace Postings

State-Required Posters

Federal Required Posters

Posting Requirements

5.2 New Hire Reporting Requirements

5.3 Form I-9 and Employment Eligibility Verification

5.4 Recordkeeping Requirements

Wage and Hour Records

Employment Eligibility Records

Tax Records

Personnel Records

Workers’ Compensation Records

Access to Personnel Records

5.5 Workers’ Compensation Insurance

5.6 Unemployment Insurance

Filing Complaints

6.1 When to File a Complaint

6.2 Iowa Division of Labor (Wage Claims)

6.3 Iowa Office of Civil Rights (Discrimination Claims)

6.4 Equal Employment Opportunity Commission (EEOC) – Federal Discrimination Claims

6.5 Occupational Safety and Health Administration (OSHA)

6.6 U.S. Department of Labor (Federal Wage and Hour Claims)

6.7 Private Lawsuit

6.8 Tips for Filing Complaints

Remote Work in Iowa

7.1 Remote Work and Iowa Employment Law

7.2 No State Right to Request Remote Work

7.3 Remote Work as Reasonable Accommodation

7.4 Return-to-Office Mandates

7.5 Interstate Remote Work Issues