Highlights from Iowa’s 2025 Legislative Session

Iowa joins other states that are focusing on legislative efforts that impact employers and workers. The state’s 2025 legislative developments spanned a wide range of issues. Below, we focus on some key employment law issues that were addressed.

Adoptive Parents

Effective July 1, 2025, House Bill 248 “requires an employer under Code chapter 91A to treat an employee who chooses to adopt a child up to six years of age in the same manner as an employee who is the biological parent of a newborn child for purposes of employment policies, benefits, and protections for the first year of the adoption.” The introduced bill can be found here, as we await the state’s updated legislative code. Employers should review any areas of employment that might be impacted to ensure compliance.

Drug Testing

Iowa’s rug testing law was amended, effective July 1, 2025. The state’s drug testing law is one of the nation’s most complex, and employers are encouraged to review the amendments to determine what policy modifications are necessary. The amendments can be found here. The state’s private sector drug-free workplaces law can be found here, although the regulatory code has not been revised to reflect the amendments.

Hands-Free Legislation

Effective July 1, 2025, Iowa becomes the 31^st state to enact hands-free legislation. Employers with employees who have driving responsibilities in the state should review their policies and procedures to ensure cell phones and other electronic devices are prohibited from use unless they can be used hands-free (e.g., voice activation). For more information, read the Iowa Department of Public Safety’s press release here.

Protected Characteristics

Effective July 1, 2025, Iowa removed gender identity from the protected characteristics listed in the Iowa Civil Rights Act. State-specific equal employment opportunity statements should be reviewed for updates. Employers should also be mindful of federal and municipal laws, where gender identity employment protections may exist. For additional information, read Iowa SF 418.

Motor Carrier Safety and Independent Contractors

Effective July 1, 2025, Iowa's transportation code provides that the deployment, implementation, or use of a motor carrier safety improvement (any device, equipment, software, technology, procedure, training, policy, program, or operational practice intended and primarily used to improve or facilitate compliance with traffic safety laws, including motor carrier safety, safety of a motor vehicle, safety of the operator of a motor vehicle, and safety of other highway users) will not be considered when determining whether a worker is an employee, independent contractor, or a jointly employed employee under any state law. See Senate File 377.

If you have questions on these or other legislative developments in Iowa, contact us. We are just a call away!