Employment Law

If you’re like most employed Iowans, you spend a lot of your time at work and take pride in what you do. With that being said, you likely expect respect and fair treatment at your place of employment as well. If you feel this isn’t the case, our attorneys may be able to help.

Unfortunately, we receive far too many calls from hardworking Iowans whose employers have fired or disciplined them for inaccurate or unfair reasons, whose co-workers or supervisors are harassing or abusing them, or whose employers are simply treating them unfairly. Too often, these employees believe they have no way of fighting back and do not seek legal help.

No matter where you work, we believe that you deserve to be treated with dignity and respect in the workplace and that every employee should be able pursue their legal rights. Even though there is not always a legal action to remedy wrongdoing in the workplace, we are passionate about providing the individuals we represent with a way of fighting back — or, as we say it, fighting for fairness.

Our attorneys help working Iowans on a wide range of employment-related claims and lawsuits, such as:

If your employer has fired, abused or mistreated you in the workplace and you want to fight back, the experienced employment law attorneys at RSH Legal may be able to help you. Contact us and we will let you know, free of charge, if you have a case or matter worth pursuing.

Common Questions About Employment Rights in Iowa

Is Iowa an At-Will Employment State?

Yes, Iowa is an at-will employment state, which means that employers can generally terminate employees at any time for any reason or no reason at all, as long as the reason is not illegal. Similarly, employees are free to quit their jobs at any time without providing a reason or advance notice. However, there are important exceptions to at-will employment that protect workers from wrongful termination. Employers cannot fire employees for illegal reasons such as discrimination based on race, color, national origin, religion, sex, age, disability, or genetic information. You’re also protected from retaliation if you report illegal activity, file a workers’ compensation claim, take legally protected leave under FMLA, or engage in union activities. Additionally, if you have an employment contract that specifies terms of employment or termination procedures, those contractual terms override the at-will doctrine. If you believe you were fired for an illegal reason, consulting with an Iowa employment attorney can help you understand your rights and options.

What Types of Workplace Discrimination Are Illegal in Iowa?

Iowa law prohibits employment discrimination based on several protected characteristics under the Iowa Civil Rights Act. Employers with four or more employees cannot discriminate in hiring, firing, promotion, compensation, or other terms and conditions of employment based on age (18 and older), race, color, creed, national origin, religion, sex (including pregnancy, childbirth, and related conditions), sexual orientation, gender identity, disability, or genetic information. Discrimination can take many forms, including refusing to hire qualified applicants, paying employees differently for the same work, denying promotions, subjecting employees to a hostile work environment, or terminating employment based on protected characteristics. Both federal laws (like Title VII of the Civil Rights Act and the Americans with Disabilities Act) and Iowa state laws provide protections, and in some cases, Iowa law offers broader protections than federal law. If you’ve experienced workplace discrimination, you may need to file a complaint with the Iowa Civil Rights Commission or the Equal Employment Opportunity Commission before pursuing a lawsuit.

Can My Employer Retaliate Against Me for Reporting Illegal Activity?

No, Iowa law protects employees from retaliation when they report illegal conduct or exercise their legal rights. Retaliation occurs when an employer takes adverse action against an employee for engaging in protected activity, such as reporting safety violations, filing a discrimination complaint, reporting wage theft or labor law violations, cooperating with government investigations, refusing to participate in illegal activities, or taking protected leave under the Family and Medical Leave Act. Adverse actions can include termination, demotion, reduction in pay or hours, undesirable job reassignments, or creating a hostile work environment. To prove retaliation, you must show that you engaged in protected activity, your employer took adverse action against you, and there was a causal connection between your protected activity and the adverse action. Iowa’s whistleblower protections cover both public and private sector employees who report violations of law or regulation. If you’ve experienced retaliation, documenting the timeline of events and consulting with an employment attorney promptly can help protect your rights and strengthen your potential claim.

What Should I Do If I’m Experiencing Workplace Harassment in Iowa?

If you’re experiencing workplace harassment in Iowa, you should take immediate steps to document the behavior and report it through proper channels. Keep detailed records of each harassment incident, including dates, times, locations, what was said or done, and any witnesses present. Save any harassing emails, text messages, or other communications. Review your employee handbook for your company’s harassment reporting procedures and follow them by reporting the harassment to your supervisor, human resources department, or another designated person—preferably in writing. Iowa law requires employers to take reasonable steps to prevent and correct harassment, so giving them notice is important. If your employer fails to address the harassment or retaliates against you for reporting it, you may file a complaint with the Iowa Civil Rights Commission within 300 days of the harassment. Sexual harassment, harassment based on race, age, disability, or other protected characteristics violates both Iowa and federal law. An employment attorney can help you understand your options, whether that’s negotiating with your employer, filing an administrative complaint, or pursuing legal action if the harassment continues or results in a hostile work environment.

Take care,

Tim Semelroth

Board-Certified Trial Attorney

Pressley Henningsen

AV-Rated Trial Attorney