Employment At-Will: Iowa
Federal law and guidance on this subject should be reviewed together with this section.
Authors: Stuart R. Buttrick, Susan W. Kline and Angela Morales, Faegre Baker Daniels LLP
- Under Iowa law, employment is presumed to be at-will. See Employment At-Will Doctrine, Generally.
- Iowa courts recognize two exceptions to the employment at-will doctrine, including wrongful termination in violation of public policy claims and unilateral contracts created by handbooks. See Exceptions to At-Will Employment.
- Employers and employees may contractually alter the at-will relationship. Thus, employers should use care to avoid inadvertently creating a contract, and may shield themselves from liability with a well-drafted disclaimer. See Contracts.
- Under Iowa law, the at-will employment relationship does not bar a claim for promissory estoppel, although claims for promissory estoppel have strict requirements. See Promissory Estoppel.
- There are numerous tort and statutory exceptions that restrict termination under Iowa law. See Exceptions in Tort, Statutory Exceptions.
- Public employees may have additional protections against termination under Iowa law. See Public Employees.