2026 UPDATED VERSION
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Iowa employee handbook

  • Includes federal, state and city-specific policies
  • Download a Iowa handbook (Word doc)
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Disclaimer: The content provided below is for informational purposes only and does not substitute legal advice.

Last updated April, 2026

Iowa Employee Handbook Overview

Building an Iowa employee handbook means accounting for both state and federal policies. Whether all your employees work in Iowa or only a few do, your handbook should help them understand the policies and rights that apply to them.

You’ll find Iowa-specific policies, federal policies, and other useful options below.

What should be included in an Iowa employee handbook?

Every handbook should cover applicable federal and state policies, along with local requirements where they apply. Consider these Iowa-specific policies based on your workforce and practices:

  • Iowa Personnel Records Policy: Employees may inspect and copy their personnel files at a time agreed on with the employer. Written employment references are excluded, and employers may charge a reasonable copying fee. Iowa Code §91B.1
  • Iowa Volunteer Emergency Services Policy: Public and private employers may not fire an employee for joining a volunteer emergency services organization. When an employee has given written notice of that role, the employer also may not fire the employee for being absent or late while performing volunteer duties. The employer may deduct pay for missed time and decides whether the employee may leave an ongoing shift to respond. Eligible state employees have separate paid-leave protections. Iowa Code §§100B.14 and 55.2
  • Iowa Court Proceedings Protections Policy: Employers may not discharge an employee, penalize a promotion, or reduce wages or benefits for time actually worked because the employee serves as a witness in a criminal proceeding or participates as a party or witness in certain civil protective proceedings. Iowa Code §915.23
  • Iowa Pregnancy Leave Policy: Covered employers generally must treat pregnancy-related disability like other temporary disabilities. If available leave is insufficient, they must provide leave for the period of disability, up to eight weeks. The employee must give timely notice, and the employer may request medical certification. The Iowa provision generally applies to employers with at least four employees, excluding family members counted under the statute. Iowa Code §216.6
  • Iowa Expense Reimbursement Policy: Employers must reimburse expenses that they authorized and the employee incurred, either in advance or within 30 days after the employee submits a claim. If an employer denies all or part of a claim, it must provide a written explanation within that period. Iowa Code §91A.3(6)
  • Iowa Voting Leave Policy: An eligible voter who lacks two consecutive nonworking hours while polls are open may request enough paid time off to reach a total of two consecutive hours. The employee must apply individually and in writing before Election Day; the employer chooses the time. Iowa Code §49.109
  • Iowa Adoptive Parent Leave Policy: For the first year after a qualifying adoption of a child up to six years of age, employers must provide the adoptive parent the same employment policies, benefits, and protections offered to a biological parent of a newborn. Disability leave requires a qualifying disability. Iowa Code §91A.5B
  • Iowa Jury Duty Policy: Employers may not threaten or penalize employees for receiving a jury summons, appearing for jury selection, or serving as jurors. Iowa Code §607A.45
  • Iowa Veterans Day Leave Policy: A qualifying veteran who would otherwise work on Veterans Day generally may take the day off after giving at least one month’s written notice and proof of eligibility. The employer may make the time paid or unpaid, subject to the law’s public-safety and operational exceptions. Iowa Code §91A.5A
  • Iowa Drug and Alcohol Testing Policy, if applicable: Private employers that choose to test employees must use a written policy provided to employees subject to testing and available to applicants. Iowa also sets detailed rules for testing procedures and notices. Iowa Code §730.5

Federal Policies

Federal requirements depend on factors such as employer size, industry, and workforce. The following policies provide a starting point; tailor them to the laws that cover your business and to Iowa’s requirements.

Core federal policies

  • Equal Employment Opportunity and Anti-Discrimination Policy, including applicable Iowa protections
  • Anti-Harassment and Complaint Procedure
  • Family and Medical Leave Act (FMLA) Policy, if covered
  • Americans with Disabilities Act (ADA) and Reasonable Accommodation Policy, if covered
  • Military Service Leave (USERRA)
  • Wage and Hour Compliance Policy (FLSA)
  • At-Will Employment Notice
  • Federal contractor policies, if applicable
  • Workplace Violence Prevention Policy
  • Code of Conduct Policy
  • Nursing Parents Policy
  • Conflict of Interest and Business Ethics
  • Disciplinary Procedures
  • Use of Company Property
  • Employee Classification and Pay Practices
  • Health and Safety Policy
  • Confidential Company Information
  • Open Door Policy
  • Receipt of Non-Harassment Policy
  • Use of Communication and Computer Systems
  • Workplace Searches and Inspections

Additional policies to include

  • Industry-specific policies
  • Sick Leave, Vacation Leave, and PTO Policy
  • Company Vehicles Policy
  • Punctuality and Attendance
  • Benefits
  • Working Schedule
  • Employment Records
  • Smoking
  • Overtime
  • Performance Reviews
  • Social Media Policy
  • Remote Work Policy
  • Introductory Period Policy
  • References
  • Hiring Relatives and Significant Others
  • Business Expense Reimbursement

Explore available policies in the handbook builder.

Poster Requirements

Labor law posters help employees understand their workplace rights. Your required notices depend on the laws that cover your business, so check both state and federal requirements.

Why Should I Care About Displaying Posters?

Employers must display applicable, current notices where employees—and, for some notices, job applicants—can readily see them. Missing a required poster can lead to enforcement problems and leave workers without important information about their rights.

What Are the Requirements for Displaying Labor Law Posters?

Display the required physical posters conspicuously at each covered worksite. Electronic posting rules vary by notice. For some federal notices, an electronic version can supplement a physical poster; an electronic-only posting may be sufficient for a fully remote workforce if workers have continuous, easy access and the other conditions are met. U.S. Department of Labor electronic-posting guidance

What Labor Law Posters Do I Need to Display?

Check the requirements for your business rather than assuming every poster applies. Federal and Iowa agencies provide individual notices for free.

How to create an Iowa Employee Handbook?

An employee handbook is more than a formality. It gives your team a clear place to find company policies and helps you account for the federal, Iowa, and applicable local rules that affect your workplace.

You could draft every policy yourself or ask an attorney to build the handbook from scratch. Handbooks.io offers another way to get started: answer a short set of questions about your company, choose the policies you need, and create an editable handbook you can maintain as your business changes. Let’s build this thing!

Get started on building your handbook

Creating a handbook starts with a few questions about your company, such as:

  • How many employees do you have?
  • Do you have employees in multiple states?
  • Do you have an introductory period for new employees?
  • Do you offer paid holidays?
  • What is your payroll schedule?
Create your Iowa employee handbook now!