Federal Law (FCRA)
The Fair Credit Reporting Act (FCRA) establishes the federal minimum requirements for employment background checks, including disclosure and authorization requirements, consumer rights, and the adverse action process. Many states impose additional requirements that employers must also follow.
Read FCRA Overview →Iowa: Key Requirements
Scroll to view all requirements below.
Ban the Box / Fair Chance Hiring
Iowa does not have a statewide ban the box or fair chance hiring law for private employers. Private employers may ask about criminal history on the initial job application and at any stage of the hiring process, unless they are hiring in a city with its own local ordinance.
*Des Moines and Waterloo have their own ban the box ordinances covering employers with 4 or more employees.
Criminal Record Lookback Period
Iowa has no state law limiting how far back a criminal background check can go. Employers must follow the federal FCRA baseline.
Reporting Restrictions
Iowa has not adopted a mini FCRA or other comprehensive state consumer reporting law. Employers must follow the federal FCRA baseline.
Expunged / Sealed Records
Under Iowa's deferred judgment law, a person who successfully completes probation after a deferred judgment generally has that record automatically expunged. Separately, a person may petition to expunge one misdemeanor conviction in their lifetime after a waiting period with a clean record. Expunged records are segregated from public access and are not available for employment background checks.
Salary History Ban
Iowa does not have a salary history ban. Employers may ask applicants about their previous pay.
Credit Report Restrictions
Iowa does not restrict an employer's use of consumer credit reports in hiring decisions.
Bankruptcies
Iowa has no state law limiting the reporting of bankruptcies. Employers must follow the federal FCRA baseline.
Civil Judgments & Lawsuits
Iowa has no state law limiting the reporting of civil judgments or lawsuits. Employers must follow the federal FCRA baseline.
Tax Liens & Collections
Iowa has no state law limiting the reporting of paid tax liens or collection accounts. Employers must follow the federal FCRA baseline.
Marijuana / Drug Testing Protections
Iowa permits only low THC medical cannabidiol (CBD) oil under a limited registry program, not full medical marijuana, and recreational marijuana remains illegal. Iowa's Medical Cannabidiol Act does not require an employer to permit or accommodate marijuana use in the workplace, and employers may enforce a zero tolerance drug policy and drug testing program.
Pre-Adverse Action Notice & Waiting Period
Iowa has no state law setting a specific waiting period before taking adverse action. Employers must follow the federal FCRA baseline.
Adverse Action Notice Requirements
Iowa has no state law adding to the federal adverse action notice process. Employers must follow the federal FCRA baseline.
Authorization Requirements
Iowa has no state law governing background check authorization. Employers must follow the federal FCRA baseline.
Individualized Assessment
No statute. EEOC guidance under Title VII applies.
Childcare & Dependent Adult Care Screening
Iowa requires criminal history, child abuse registry, and dependent adult abuse registry checks for providers, staff, and other adults with access to children at licensed child care facilities, as well as for staff at certain elder care and dependent adult care facilities. The state evaluates any resulting record to determine whether it disqualifies the person from the role.
Unless otherwise noted, the information on this page applies to private sector employment. Government employers and certain regulated industries may be subject to additional or different requirements.
Local Ordinances That May Apply
Click a jurisdiction below to view full details.
Des Moines, IA Applies to 4+ Employees Ban the Box
Prohibits including criminal history questions on a job application and inquiring into criminal history or running a background check before a conditional offer of employment.
Waterloo, IA Applies to 4+ Employees Fair Chance Initiative Ordinance
Prohibits covered employers from asking about criminal history until after a conditional offer of employment, and requires that hiring decisions based on a conviction be justified. The Iowa Supreme Court upheld this ordinance against a legal challenge in 2021.
This list reflects known local ordinances at the time of publication and may not be exhaustive. Employers should confirm requirements for every city or county where they hire.
What This Means for Employers
Iowa gives employers wide latitude statewide, but local and state specific requirements still apply in some cases. To stay compliant:
Provide a clear disclosure and obtain written authorization before running a background check. If hiring in Des Moines or Waterloo, delay criminal history questions until after a conditional offer. Run the required criminal history and abuse registry checks before hiring for any childcare or dependent adult care role. Do not ask about or consider expunged criminal records. Follow the FCRA's pre-adverse and final adverse action process before denying employment based on a report. Medical cannabidiol (CBD) card status does not need to be accommodated; zero tolerance drug policies may still be enforced.Non-compliance can result in civil penalties, damages, and legal liability under both state and local law.
Download the Iowa Quick Reference Guide
Get a printable, one-page comparison of FCRA vs. Iowa law.