Iowa Return to Office Mandate 2026

What is Iowa’s return to office mandate?

Iowa does not have a state-specific return to office mandate for private sector employees. As of January 3, 2026, the Iowa Legislature has not enacted executive orders or statutes requiring private employers to mandate return to office or governing remote work arrangements.

State employees in Iowa fall under policies established by the Iowa Department of Administrative Services, which may include workplace location requirements or telework policies. However, these policies apply exclusively to Iowa state government employees and do not create requirements for private sector employers.

Private sector employers in Iowa operate under the at-will employment doctrine and are subject to anti-discrimination protections under the Iowa Civil Rights Act (Iowa Code Chapter 216) and federal employment laws including the ADA, Title VII, ADEA, and FMLA.

Source: Iowa Legislature research conducted January 3, 2026
Available at: https://www.legis.iowa.gov

Does Iowa’s RTO mandate apply to private employers?

No. Iowa has not enacted a return to office mandate applicable to private employers.

Private sector employers in Iowa have discretion to set workplace location policies, subject to:

• Employment contracts
• Collective bargaining agreements
• Anti-discrimination laws (Iowa Civil Rights Act and federal laws)
• Reasonable accommodation obligations under ADA and Iowa disability law
• Retaliation prohibitions

Employers must comply with Iowa Code Chapter 216 (Iowa Civil Rights Act) which prohibits employment discrimination based on age, race, creed, color, sex, sexual orientation, national origin, religion, and disability.

Source: Iowa Code Chapter 216
Available at: https://www.legis.iowa.gov/docs/ico/chapter/216.pdf

Can my employer force me back to the office in Iowa?

Generally, yes, if you are an at-will employee without an employment contract specifying remote work arrangements.

Iowa follows the employment-at-will doctrine, which allows employers to change terms and conditions of employment, including workplace location requirements, subject to certain exceptions:

Exceptions where employer may NOT require return to office:

1. Employment Contract: If you have a written employment contract guaranteeing remote work, the employer must honor contract terms.

2. Collective Bargaining Agreement: If you are represented by a union and your CBA includes remote work provisions, those terms apply.

3. Disability Accommodation: If you have a disability and remote work is a reasonable accommodation, the employer must engage in interactive process under ADA and Iowa Civil Rights Act.

4. Protected Activity: Employer cannot require return to office in retaliation for:

• Filing discrimination complaint
• Opposing discriminatory practices
• Participating in investigation or proceeding
• Taking FMLA leave
• Exercising other protected rights

5. Discriminatory Reason: Employer cannot base return to office requirement on protected characteristics (race, sex, age, disability, religion, national origin, etc.).

Source: Iowa Administrative Code Chapter 871; Iowa Code Chapter 216

What are my accommodation rights under Iowa law?

Under Iowa Code Chapter 216, employees with disabilities have the right to request reasonable accommodation from employers with 4 or more employees.

Iowa provides broader coverage than federal ADA, which applies only to employers with 15 or more employees.

Reasonable accommodation may include:

• Modified work schedule
• Part-time schedule
• Job restructuring
• Reassignment to vacant position
• Acquisition or modification of equipment
• Remote work or telework (if it does not impose undue hardship)

How to request accommodation:

Step 1: Notify your employer that you need an accommodation due to a medical condition. You do not need to use specific words like “ADA” or “reasonable accommodation.”

Step 2: Your employer may request medical documentation supporting your request if the disability or need is not obvious.

Step 3: Engage in interactive process with employer to discuss potential accommodations.

Step 4: Employer must provide effective accommodation unless it would impose undue hardship on business operations.

Employer must engage in good faith interactive process. Failure to engage in interactive process may violate Iowa Civil Rights Act and federal ADA.

Source: Iowa Code Chapter 216; Iowa Office of Civil Rights
Available at: https://icrc.iowa.gov

How do I file a discrimination complaint in Iowa?

Iowa Office of Civil Rights (State Agency):

Deadline: 300 days from date of discrimination

Filing Methods:

1. Online: Electronic complaint form via DocuSign at https://icrc.iowa.gov/file-complaint
2. Phone: Call 1-800-457-4416 for assistance
3. Mail/Email/Fax/Hand Delivery: Download paper form and submit to:

Iowa Office of Civil Rights
211 East Maple Street, 2nd Floor
Des Moines, IA 50309-1858
Email: kaitlin.smith@iowa.gov
Fax: (515) 242-5840

What to Expect:

• IOCR reviews complaint for jurisdiction and timeliness
• If applicable, case is dual-filed with EEOC
• IOCR investigates and issues determination (probable cause or no probable cause)
• If probable cause found, conciliation attempted
• If conciliation fails, administrative hearing may occur

U.S. Equal Employment Opportunity Commission (Federal):

Deadline: 300 days from date of discrimination (Iowa has FEPA agreement)

Filing Methods:

1. Online: EEOC Public Portal at https://publicportal.eeoc.gov
2. Phone: 1-800-669-4000
3. In Person: Schedule appointment at Chicago District Office

Dual Filing: Charges filed with Iowa Office of Civil Rights are automatically filed with EEOC, and vice versa.

Source: Iowa Office of Civil Rights; U.S. EEOC
Available at: https://icrc.iowa.gov/file-complaint; www.eeoc.gov

Can I request remote work as a reasonable accommodation?

Yes, you can request remote work as a reasonable accommodation if you have a disability that makes it difficult or impossible to perform your job at the workplace.

Requirements:

1. You must have a disability under the ADA or Iowa Civil Rights Act:

• Physical or mental impairment that substantially limits one or more major life activities
• Record of such impairment
• Being regarded as having such impairment

2. You must be qualified to perform the essential functions of your job with or without accommodation.

3. Remote work must be a reasonable accommodation that does not impose undue hardship on the employer.

Employer Considerations:

Employers must engage in interactive process to determine:

• Whether remote work is feasible for the position
• Whether essential job functions can be performed remotely
• Whether remote work would impose undue hardship (significant difficulty or expense)

Employer is NOT required to provide remote work if:

• Essential job functions cannot be performed remotely
• Remote work would fundamentally alter the nature of the job
• Remote work would impose undue hardship

If request is denied, employer must:

• Explain why remote work is not reasonable
• Consider alternative accommodations
• Document interactive process

If you believe denial is discriminatory, you may file complaint with Iowa Office of Civil Rights or EEOC within 300 days.

Source: U.S. Equal Employment Opportunity Commission; Iowa Office of Civil Rights
Available at: www.eeoc.gov; https://icrc.iowa.gov

What is the Iowa Civil Rights Act?

The Iowa Civil Rights Act (Iowa Code Chapter 216) is Iowa’s primary state law prohibiting discrimination in employment, housing, public accommodations, education, and credit.

Enacted: 1965
Enforcement Agency: Iowa Office of Civil Rights

Protected Classes in Employment:

• Age
• Race
• Creed (religion)
• Color
• Sex (including pregnancy)
• Sexual Orientation
• National Origin
• Religion
• Disability (physical or mental)

Important Change: Gender identity was removed as a protected basis effective July 1, 2025.

Employer Coverage: Employers with 4 or more employees (broader than federal laws which generally cover employers with 15+ employees)

Prohibited Practices:

• Refusing to hire based on protected class
• Discharge based on protected class
• Discrimination in compensation or terms of employment
• Retaliation for opposing discrimination or participating in proceedings

Filing Deadline: 300 days from discriminatory act

Complaint Process: File with Iowa Office of Civil Rights. Cases are investigated, and if probable cause is found, conciliation is attempted. If conciliation fails, administrative hearing may occur.

Source: Iowa Code Chapter 216
Available at: https://www.legis.iowa.gov/docs/ico/chapter/216.pdf
Iowa Office of Civil Rights: https://icrc.iowa.gov

Where do I file an EEOC complaint in Iowa?

Iowa residents file EEOC complaints through the Chicago District Office, which has jurisdiction over Iowa, Illinois, Wisconsin, Minnesota, North Dakota, and South Dakota.

EEOC Chicago District Office
230 South Dearborn Street, Suite 1800
Chicago, IL 60604

Contact Information:

• Phone: 1-800-669-4000 (toll-free)
• TTY: 1-800-669-6820
• ASL Video Phone: 1-844-234-5122
• Fax: (312) 869-8220

How to File:

1. Online (Preferred):
EEOC Public Portal: https://publicportal.eeoc.gov

You can:

• Schedule intake appointment (phone, video, or in-person)
• Submit information electronically
• Track your charge

2. By Phone:
Call 1-800-669-4000 to schedule intake interview

3. In Person:
Schedule appointment through Public Portal or by phone. Walk-ins accepted but appointments given priority.

Hours: Monday – Friday, 8:30 AM – 5:00 PM Central Time

Filing Deadline: 300 days from date of discrimination (Iowa has FEPA worksharing agreement extending deadline from 180 to 300 days)

Dual Filing: Charges filed with EEOC are automatically dual-filed with Iowa Office of Civil Rights, and vice versa.

Source: U.S. Equal Employment Opportunity Commission
Available at: https://www.eeoc.gov/field-office/chicago
Last Verified: January 3, 2026

What is at-will employment in Iowa?

At-will employment is the default employment relationship in Iowa for private sector employees. Under at-will employment:

Employers may:

• Terminate employment at any time for any lawful reason
• Change terms and conditions of employment
• Set workplace policies including location requirements

Employees may:

• Resign at any time for any reason
• Leave employment without notice (though 14 days notice is customary for state employees)

Exceptions to At-Will Employment:

1. Contractual Exceptions:

• Written employment contracts specifying terms
• Implied contracts based on employer policies or practices
• Collective bargaining agreements

2. Legal Exceptions:

• Discrimination based on protected class (Iowa Civil Rights Act, Title VII, ADA, ADEA)
• Retaliation for protected activity (filing complaints, whistleblowing)
• Violation of public policy
• FMLA protections
• Workers’ compensation retaliation

3. Good Faith and Fair Dealing: Iowa courts recognize limited exceptions based on implied covenant of good faith and fair dealing.

Source: Iowa Administrative Code Chapter 871; Iowa case law

Practical Impact on RTO:

Under at-will employment, Iowa employers generally may require employees to return to office unless:

• Employment contract provides otherwise
• Requirement violates anti-discrimination laws
• Employee is entitled to reasonable accommodation
• Requirement is retaliatory

Note: At-will employment does not permit employers to violate anti-discrimination laws or retaliate against employees for exercising protected rights.

What is the difference between state employee and private sector RTO requirements in Iowa?

State Employees:

Governing Authority: Iowa Department of Administrative Services (DAS) – Human Resources Enterprise

Applicable Policies:

• DAS administrative policies and procedures
• State employee handbook
• Collective bargaining agreements (if applicable)
• Executive branch rules and regulations

Workplace Location: Determined by DAS policies and individual agency requirements. State agencies may establish telework or remote work policies for eligible positions.

Coverage: Only executive branch state employees

Source: https://das.iowa.gov/state-employees/human-resources

Private Sector Employees:

Governing Authority: Employer policies, subject to state and federal employment laws

Applicable Framework:

• At-will employment doctrine
• Employment contracts (if applicable)
• Collective bargaining agreements (if applicable)
• Iowa Civil Rights Act (Iowa Code Chapter 216)
• Federal anti-discrimination laws (ADA, Title VII, ADEA)

Workplace Location: Determined by employer policy, subject to:

• Contractual obligations
• Reasonable accommodation requirements
• Anti-discrimination protections
• Anti-retaliation protections

Coverage: Private sector employees in Iowa

Key Differences:

Policy Source:

• State: DAS administrative policies
• Private: Employer discretion within legal bounds

Contract Rights:

• State: May have civil service protections or union agreements
• Private: Generally at-will unless contract exists

Accommodation Process:

• State: DAS Leave Administration Team manages accommodation requests
• Private: Employer’s HR department manages process

Common Requirements (Both Sectors):

• Compliance with Iowa Civil Rights Act
• Compliance with federal ADA, Title VII, ADEA
• Reasonable accommodation obligations
• Anti-retaliation protections