Iowa Fair Hiring Laws

Various laws are in effect that impact employment, including some that dictate the regulations around recruiting and hiring new employees. Review our detailed guide to fair hiring laws in Iowa and how they differ from federal regulations.

What Are Fair Hiring Laws?

Fair hiring laws are regulations administered federally by the Equal Employment Opportunity Commission (EEOC) and Department of Labor (DOL). They apply across all states in the U.S., although some states have stricter laws in place. More than 180 laws cover workplace activities, protecting more than 165 million workers. Some of these related to the process of recruiting and hiring new employees.

What Are “Ban-the-Box” Laws?

Ban-the-box laws limit when an employer can ask about a candidate’s criminal history during the hiring process. The term refers to eliminating the box that must be checked on a traditional application when the individual has such a record.

Does Iowa Have Fair Hiring Laws That Differ from Federal Fair Hiring Laws?

Yes, Iowa has fair hiring laws in place that differ from federal laws. Specifically, protections against discrimination are more extensive for prospective employees.

Do Iowa Hiring Laws Match or Differ from the Federal Equal Pay Act (EPA)?

The Iowa Equal Pay Act of 2009 prohibits wage discrimination based on gender, similar to the EPA. Additionally, employers may not pay employees less than others when performing equal work based on race, sexual orientation, religion, or disability. The law also requires employers to provide employees with a written statement of deductions and earnings.

Do Iowa Hiring Laws Match or Differ from the Age Discrimination in Employment Act (ADEA)?

The Iowa Civil Rights Act offers broader coverage against age discrimination in employment, protecting individuals from age-based discrimination starting at age 18. It also applies to nearly all employers, while the federal law only applies to companies with 20+ employees.

Do Iowa Hiring Laws Match or Differ from the Americans with Disabilities Act (ADA)?

Under the Iowa Civil Rights Act, employers are prohibited from discriminating against an individual with a “substantial disability” when making hiring decisions. The law also applies to most employers operating in the state.

Do Iowa Hiring Laws Match or Differ from the Genetic Information Nondiscrimination Act (GINA)?

The Iowa Civil Rights Act also includes protections against discrimination in hiring based on genetic information.

Do Iowa Hiring Laws Match or Differ from Title VII of the Civil Rights Act of 1964?

Under the Iowa Civil Rights Act, additional protected characteristics are included. These include sexual orientation, pregnancy (and related conditions), gender identity, creed, and age. The state law also applies to more employers (any with 4+ employees) than the federal law (15+ employees).

Are There Different Fair Hiring Laws in Cities or Municipalities Across Iowa?

Yes, the city of Des Moines passed a ban-the-box law in 2022, which limits when an employer may ask about an applicant’s criminal background. This law also restricts against employers performing criminal background checks before making a conditional employment offer.

With the right tools, ensuring fairness when recruiting and hiring doesn’t have to cause problems. Learn more about the applicant tracking capabilities built into WorkforceHub, like automation of data tracking and reporting for valuable insights. We can help your business maintain compliance with fair hiring regulations.