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LeaveRights Project
All State Laws

Iowa

Verified February 2026

Iowa Civil Rights Act

Iowa Code §§ 216.1–216.20

Federal + State Anti-Discrimination
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Iowa does not have a comprehensive state leave law. Workers rely primarily on federal FMLA and ADA protections. Below you'll find state-specific anti-discrimination protections and resources.
Overview

Iowa does not have a state-level family or medical leave law that supplements the federal FMLA. For most employees in Iowa, the right to unpaid, job-protected leave for serious health conditions or caregiving relies entirely on the federal Family and Medical Leave Act (FMLA). To qualify, you generally must work for an employer with 50+ employees and have worked there for at least 12 months and 1,250 hours.

However, Iowa provides notably broad anti-discrimination protection through the Iowa Civil Rights Act (ICRA), codified in Chapter 216 of the Iowa Code. The ICRA covers employers with just 4 or more employees – one of the lowest thresholds in the nation and far below the federal ADA’s 15-employee requirement. This means that many workers at small Iowa businesses have state-level protections against disability discrimination, including the right to reasonable accommodations. The Iowa Civil Rights Commission (ICRC) has strong enforcement powers, including the authority to investigate complaints, facilitate mediation, and conduct administrative hearings.

Iowa does not mandate paid sick leave at the state level, and there is no statewide requirement for employers to provide any specific number of paid or unpaid sick days. Workers’ compensation in Iowa covers mental health injuries, but standalone mental-mental claims (psychological injury without an accompanying physical injury) require proof that the stress was of greater magnitude than the day-to-day mental stresses experienced by similarly situated workers.

Even without a state leave law, Iowa workers benefit from one of the most inclusive anti-discrimination frameworks in the Midwest thanks to the low employer threshold. The combination of the Iowa Civil Rights Act, federal FMLA, and the ADA provides meaningful protections for workers facing serious health conditions or disabilities, particularly those employed by smaller businesses that would fall below federal thresholds.

Eligibility

Employer Size

4+ employees

Leave Duration

N/A (no state leave law)

Paid Leave

Unpaid (job-protected)

How State and Federal Protections Compare

Leave: Iowa does not have a state family or medical leave law. Federal FMLA is the primary source of job-protected leave.

Anti-Discrimination: The Iowa Civil Rights Act (ICRA) covers employers with just 4 or more employees, well below the federal ADA threshold of 15. The Iowa Civil Rights Commission has strong enforcement powers including investigation, mediation, and administrative hearings.

Additional Protections

Iowa Civil Rights Act (ICRA)

Prohibits employment discrimination based on disability and other protected classes for employers with 4+ employees. One of the lowest employer thresholds in the country, providing broader coverage than the federal ADA.

Iowa Code § 216.6

Iowa Workers’ Compensation – Mental Health Coverage

Iowa workers’ compensation covers mental injuries resulting from workplace events. Standalone mental-mental claims require proof that the stress was of greater magnitude than day-to-day stresses experienced by similarly situated workers in normal employment.

Iowa Code § 85.3

Iowa Wage Payment Collection Law

Requires employers to pay all wages due upon termination. If an employer intentionally fails to pay, the employee may recover wages owed plus liquidated damages. Claims can be filed with Iowa Workforce Development.

Iowa Code § 91A.1 et seq.

How to Exercise Your Rights

1. Request FMLA Leave (Federal)

Since Iowa has no state leave law, eligible employees follow federal FMLA procedures:

  • Notify your employer at least 30 days in advance for foreseeable leave.
  • If leave is unforeseeable, notify as soon as possible (usually same or next business day).
  • Follow your employer’s usual notice procedures for requesting leave.
  • Provide medical certification if requested (usually within 15 days).

2. File a Disability Discrimination Complaint

  • Verify your employer has 4+ employees and the incident is within 300 days.
  • File a complaint with the Iowa Civil Rights Commission online, by mail, or in person.
  • ICRC will investigate the complaint and may attempt mediation or conciliation.
  • If no resolution is reached, ICRC can hold an administrative hearing or you may file a civil action in court.

Note: Filing with ICRC automatically cross-files with the federal EEOC through a work-sharing agreement.

Important Deadlines

  • 30 days - FMLA advance notice for foreseeable leave
  • 300 days - Deadline to file a discrimination complaint with the Iowa Civil Rights Commission
  • 300 days - Deadline to file with the federal EEOC (extended because ICRC exists as a local agency)
  • 90 days - Workers’ comp injury must be reported to employer
  • 2 years - Statute of limitations for workers’ compensation claims in Iowa

Official Resources

Full Statute Text

Read the complete text of the law

Iowa Civil Rights Commission (ICRC)

Enforces the Iowa Civil Rights Act and investigates employment discrimination complaints. Has authority to mediate disputes and hold administrative hearings.

515-281-4121

Iowa Workforce Development

Oversees labor law enforcement, unemployment insurance, and workers’ compensation in Iowa.

515-281-5387

U.S. DOL Wage and Hour Division – Iowa Offices

Enforces federal labor laws including the FMLA for workers in Iowa.

866-487-9243

Frequently Asked Questions

Check Your Eligibility

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