Iowa Leave Laws




Vacation Leave

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.



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.



Holiday Leave

Iowa law does not require private employers to provide employees with either paid or unpaid holiday leave. IA Div. of Labor FAQs In Iowa, a private employer can require an employee to work holidays. A private employer does not have to pay an employee premium pay, such as 1½ 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.

State holidays

Visit our Iowa State Holidays page for a list of holidays recognized and observed by the state of Iowa as well as information regarding state laws governing holiday leave for public employers and employees.



Jury Duty Leave

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



Voting Leave

Iowa law requires employers to provide employees with paid leave sufficient to ensure that an employee has three (3) consecutive hours, when combined with nonworking time, within which to vote while polls are open. To be eligible for paid voting leave, the employee must request the leave in writing prior to the day of the election or vote. Iowa Stat. 49.109



Bereavement Leave

Iowa law does not require employers to provide employees bereavement leave or leave to attend funerals. Bereavement leave is leave that is taken by an employee due to the death of another individual, usually a close relative. Employers may choose to provide bereavement leave and may be required to comply with any bereavement policy or practice they maintain.