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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
Meals and Break
Iowa employers must grant a meal period of at least 30 minutes to employees under the
age of 16 scheduled to work five or more consecutive hours. Iowa Code 92.7; IA Div. of
Labor Wage FAQs.
Iowa does not have any laws requiring an employer to provide a meal period or breaks to
employees 16 years of age or older, thus the federal rule applies. The federal rule does
not require an employer to provide either a meal (lunch) period or breaks. However, if an
employer chooses to do so, breaks, usually of the type lasting less than 20 minutes, must
be paid. Meal or lunch periods (usually 30 minutes or more) do not need to be paid, so
long as the employee is free to do as they wish during the meal or lunch period. DOL:
Breaks and Meal Periods.
Iowa employers must grant a meal period of at least 30 minutes to employees under the
age of 16 scheduled to work five or more consecutive hours. Iowa Code 92.7; IA Div. of
Labor Wage FAQs.
Iowa does not have any laws requiring an employer to provide a meal period or breaks to
employees 16 years of age or older, thus the federal rule applies. The federal rule does
not require an employer to provide either a meal (lunch) period or breaks. However, if an
employer chooses to do so, breaks, usually of the type lasting less than 20 minutes, must
be paid. Meal or lunch periods (usually 30 minutes or more) do not need to be paid, so
long as the employee is free to do as they wish during the meal or lunch period. DOL:
Breaks and Meal Periods.
Vacation
In Iowa, employers are not required to provide employees with vacation benefits, either paid
or unpaid. If an employer chooses to provide such benefits, it must comply with the terms
of its established policy or employment contract. Iowa Code 91A.2(7)(b).
An employer may lawfully establish a policy or enter into a contract denying employees
payment for accrued vacation leave upon separation from employment. See Iowa Division
of Labor Wage FAQs.
An employer may also lawfully establish a policy or enter into a contract disqualifying
employees from payment of accrued vacation upon separation from employment if they fail
to comply with specific requirements, such as giving two weeks notice or being employed
as of a specific date of the year. See Iowa Division of Labor Wage FAQs.
An employer is required to pay accrued vacation to an employee upon separation from
employment if its policy or contract requires it. See Iowa Code 91A.2(7(b).
An employer is not required to pay accrued vacation leave upon separation from
employment if the employer’s established policy or employment contract is silent on the
matter. See Iowa Division of Labor Wage FAQs.
An employer may cap the amount of vacation leave an employee may accrue over time. See
Iowa Division of Labor Wage FAQs.
An employer may implement a “use-it-or-lose-it” policy requiring employees to use their
leave by a set date or lose it. See Iowa Division of Labor Wage FAQs.
In Iowa, employers are not required to provide employees with vacation benefits, either paid
or unpaid. If an employer chooses to provide such benefits, it must comply with the terms
of its established policy or employment contract. Iowa Code 91A.2(7)(b).
An employer may lawfully establish a policy or enter into a contract denying employees
payment for accrued vacation leave upon separation from employment. See Iowa Division
of Labor Wage FAQs.
An employer may also lawfully establish a policy or enter into a contract disqualifying
employees from payment of accrued vacation upon separation from employment if they fail
to comply with specific requirements, such as giving two weeks notice or being employed
as of a specific date of the year. See Iowa Division of Labor Wage FAQs.
An employer is required to pay accrued vacation to an employee upon separation from
employment if its policy or contract requires it. See Iowa Code 91A.2(7(b).
An employer is not required to pay accrued vacation leave upon separation from
employment if the employer’s established policy or employment contract is silent on the
matter. See Iowa Division of Labor Wage FAQs.
An employer may cap the amount of vacation leave an employee may accrue over time. See
Iowa Division of Labor Wage FAQs.
An employer may implement a “use-it-or-lose-it” policy requiring employees to use their
leave by a set date or lose it. See Iowa Division of Labor Wage FAQs.
Severance
Iowa law does not require employers to provide employees with severance pay. If an
employer chooses to provide severance benefits, it must comply with the terms of its
established policy or employment contract.
Iowa law does not require employers to provide employees with severance pay. If an
employer chooses to provide severance benefits, it must comply with the terms of its
established policy or employment contract.
Holidays
Iowa law does not require employers to provide employees with either paid or unpaid
holiday leave. IA Div. of Labor FAQs. In Iowa, an employer can require an employee to work
holidays. An employer does not have to pay an employee premium pay, such as 1 1/2
times the regular rate, for working on holidays, unless such time worked qualifies the
employee for overtime under standard overtime laws. If an employer chooses to provide
either paid or unpaid holiday leave, it must comply with the terms of its established policy or
employment contract.
Iowa law does not require employers to provide employees with either paid or unpaid
holiday leave. IA Div. of Labor FAQs. In Iowa, an employer can require an employee to work
holidays. An employer does not have to pay an employee premium pay, such as 1 1/2
times the regular rate, for working on holidays, unless such time worked qualifies the
employee for overtime under standard overtime laws. If an employer chooses to provide
either paid or unpaid holiday leave, it must comply with the terms of its established policy or
employment contract.
Minimum Wage
Iowa's current minimum wage is $7.25. IA Minimum Wage FAQs; Iowa Div. of Labor
Services. It applies to employers whose gross sales or business is at least $300,000.
Some exceptions apply.
An employer must also comply with federal minimum wage laws, which currently sets the
federal minimum wage at $7.25. See FLSA: Minimum Wage.
If an employer chooses to pay employees minimum wage, the employer must pay those
employees in accordance with the minimum wage law, either federal or state, that results
in the employees being paid the higher wage.
Iowa's current minimum wage is $7.25. IA Minimum Wage FAQs; Iowa Div. of Labor
Services. It applies to employers whose gross sales or business is at least $300,000.
Some exceptions apply.
An employer must also comply with federal minimum wage laws, which currently sets the
federal minimum wage at $7.25. See FLSA: Minimum Wage.
If an employer chooses to pay employees minimum wage, the employer must pay those
employees in accordance with the minimum wage law, either federal or state, that results
in the employees being paid the higher wage.
Overtime
Iowa does not have laws governing the payment of overtime. Federal overtime laws apply.
See FLSA: Overtime for more information regarding overtime requirements.
Iowa does not have laws governing the payment of overtime. Federal overtime laws apply.
See FLSA: Overtime for more information regarding overtime requirements.
Sick Leave
Iowa law does not require employers to provide employees with sick leave benefits, either
paid or unpaid. IA Div. of Labor FAQs. An employer in Iowa may be required to provide an
employee unpaid sick leave in accordance with the Family and Medical Leave Act or other
federal laws.
Iowa law does not require employers to provide employees with sick leave benefits, either
paid or unpaid. IA Div. of Labor FAQs. An employer in Iowa may be required to provide an
employee unpaid sick leave in accordance with the Family and Medical Leave Act or other
federal laws.
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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| Wage and Hour Laws for Private Sector Employers |
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
TOPICS COVERED (Scroll down for detailed information):
- Minimum Wage
- Overtime
- Meals and Breaks
- Vacation Leave
- Sick Leave
- Severance Pay
- Holiday Leave
- Jury Duty
RELATED TOPICS:
Jury Duty
An employer is not required to pay an employee for responding to a jury summons or
serving on a jury, unless the employer has a policy or practice of doing so. Iowa Workforce
Dev. FAQ
An employer may not discharge, penalize, threaten, or otherwise coerce an employee who
receives and/or responds to a jury summons or who serves on a jury.
Iowa Stat. 607A.45
An employer is not required to pay an employee for responding to a jury summons or
serving on a jury, unless the employer has a policy or practice of doing so. Iowa Workforce
Dev. FAQ
An employer may not discharge, penalize, threaten, or otherwise coerce an employee who
receives and/or responds to a jury summons or who serves on a jury.
Iowa Stat. 607A.45
