The term “civil rights” refers to the rights of all U.S. citizens to be treated equally under the law. Civil rights were codified into federal law in the Civil Rights Act of 1964. Among other protections, the federal Civil Rights Act permits states to create their own civil rights laws and enforce the federal laws.

The Civil Rights Act of 1964 prohibits discrimination based on protected characteristics like race, religion, sex, and national origin. Over time, some states have expanded protections to include disability (including pregnancy), sexual orientation, gender identity, and age over 40.

Civil rights laws prevent discrimination in employment, housing, and education. The laws also ensure that people can file civil rights complaints for housing and employment discrimination. The federal Equal Employment Opportunity Commission (EEOC) oversees employment rights in all 50 states.

In this article, we’ll discuss protected classes under the Iowa Civil Rights Act, recent changes to Iowa civil rights laws, and how civil rights claims work in Iowa. If you suspect an employer, landlord, or educational institution has discriminated against you, consider contacting a local civil rights attorney to learn more about your options. They can explain how the laws we discuss below might apply to your unique circumstances.

State vs. Federal Civil Rights Laws

Federal civil rights laws set the floor for protection against discrimination. This means that states must provide at least the same amount of protection as the federal Civil Rights Act. Many states provide broader protections than those found in federal law, such as by creating additional protected classes.

The Iowa Civil Rights Act of 1965 mostly mirrors the federal Civil Rights Act. In general, the state of Iowa protects the civil rights of all Iowans from discrimination based on race, religion, national origin, and sex.

There are a few places where Iowa provides additional protection, with Iowa’s civil rights laws against age discrimination serving as a prime example. Federal civil rights laws protect people over 40 from age discrimination. Iowa’s law applies to anyone over 18, which allows claims for discrimination or harassment based on being “too young” as well as “too old.”

Iowa also applies its employment discrimination laws to a broader group of employers. Federal protections under Title VII only apply to employers with 15 or more employees. Iowa’s anti-discrimination statute covers employees with four or more employees.

Protected Classes Under Iowa Civil Rights Law

Under the Iowa Civil Rights Act, the following characteristics are protected from discrimination in employment settings:

• Age (18 and older)
• Race
• Creed (religious beliefs)
• Color
• Sex (including pregnancy)
• Sexual orientation
• National origin
• Religion
• Disability (physical or mental)

For housing-based claims, familial status (marriage, children, pregnancy) is also covered. In general, these protections also apply in public accommodations, credit, and education.

What “Protected Class” Means

Being part of a protected class means it is illegal for employers, landlords, businesses, and educational institutions to:

• Make decisions based on that characteristic
• Treat individuals differently because of that trait
• Create policies that disproportionately harm people in that group without legitimate justification
• Harass individuals because of that characteristic
• Retaliate against someone for asserting their rights related to that characteristic

Any of these can be considered a civil rights violation.

Iowa Has Removed Gender Identity From Protected Classes

In February 2025, Iowa’s Senate File 418, signed into law by Governor Kim Reynolds, removed gender identity from the Iowa Civil Rights Act as a protected class. Prior to this legislation, it had been included as a protected characteristic in Iowa’s anti-discrimination law.

This means that Iowa state law no longer explicitly prohibits discrimination based on gender identity in employment, housing, public accommodations, or other covered areas. Federal law continues to protect against gender identity discrimination under Title VII of the Civil Rights Act for employment (employers with 15+ employees) and under the Fair Housing Act for housing, based on the U.S. Supreme Court‘s Bostock decision.

The U.S. Supreme Court’s ruling in Bostock v. Clayton County held that Title VII of the Federal Civil Rights Act applies to gender identity. The ruling remains in effect today. Employers with more than 15 employees cannot discriminate against gay or transgender individuals, or any other employees, on the basis of sex. The Equal Employment Opportunity Commission (EEOC) and other federal agencies provide civil rights protections under Title VII and other provisions under the Federal Civil Rights Act.

Examples of Discrimination

Anti-discrimination laws usually apply to employment settings, educational opportunities, housing, and public accommodations. Let’s take a closer look at each type of discrimination below.

Employment Discrimination

Employment discrimination can occur at various stages of the employment process, from hiring to firing. It can also impact promotion and pay decisions.

Examples include a 55-year-old applicant being told they “wouldn’t be a good cultural fit” with the company’s “young, energetic team” in an instance of age-based discrimination, or a woman with the same title and experience as her male colleagues being paid a lower salary. An employer that withdraws a job offer after learning the candidate uses a wheelchair, assuming they cannot perform the job without asking about their abilities, has engaged in discrimination based on disability.

Discriminatory firing is known as wrongful termination. A few examples include:

• An employee who was fired shortly after announcing her pregnancy, with the employer citing “performance issues” that were never previously documented
• A Muslim employee is terminated for taking brief prayer breaks, even though they were the same length as breaks other employees take for smoking
• An employer fires an employee after they return from medical leave related to their disability

This is not an exhaustive list.

Housing Discrimination

Housing discrimination can occur when renting, buying, or financing a home. A few examples include:

• A landlord who tells a Black prospective tenant that an apartment is no longer available, then shows and rents it to a white applicant later that day
• A property manager who denies a reserved parking space close to the building for a tenant with mobility limitations
• A rental application that states “adults only” or “no children”
• A property manager who requires additional documentation, such as immigration papers, only from applicants they assume are from another country (based on appearance, accent, etc.)
• A mortgage lender that requires larger down payments from minority borrowers

If you encounter any of these, consider speaking with an Iowa civil rights law attorney.

Education Discrimination

Educational discrimination occurs when schools, colleges, or other educational institutions treat students differently based on protected characteristics rather than legitimate educational criteria. For example:

• A private school’s admissions office accepts white applicants with lower test scores while rejecting minority applicants with higher scores
• A vocational program discourages or excludes female students from traditionally male-dominated fields like automotive or construction
• A school punishes a student with autism for social communication difficulties without providing appropriate behavioral supports

Schools guilty of the above behavior open themselves up to fines and civil lawsuits.

Public Accommodations

Under state and federal law, Iowa public accommodations can’t engage in discriminatory behavior. These are businesses and organizations open to the public, such as:

• Restaurants
• Hotels
• Retail stores
• Healthcare facilities
• Entertainment venues
• Transportation services (buses, trains, etc.)

For example, if a restaurant refuses to seat a customer who has a service animal, they’re engaging in public accommodation discrimination. In a medical setting, hospital staff might make assumptions about pain tolerance, drug-seeking behavior, or compliance based on a person’s race. This is healthcare discrimination.

Civil Rights Claims in Iowa

The Iowa Civil Rights Commission handles all anti-discrimination claims for the state. This includes discrimination in:

• Housing and public accommodations
• Employment practices and wages
• Banking and credit
• Education

In many cases, both state and federal law protect the same characteristic. When this happens, you may file complaints with both the Iowa Civil Rights Commission and the appropriate federal agency, such as the EEOC. The agencies often have “worksharing agreements” to avoid duplicating investigations. If both complaints move forward, you’ll receive the benefit of whichever law provides stronger protection.

Where To File a Civil Rights Claim

You can file a civil rights claim online with the Iowa Civil Rights Commission, by mail, by phone, or in person. To file by mail, download the complaint form, fill it out, and send it to:

Iowa Civil Rights Commission
Grimes State Office Building
400 E. 14th Street
Des Moines, IA 50319-1004

To file a complaint by phone, call (515) 281-4121 or (800) 457-4416 (toll-free). You can also visit the Commission’s office in Des Moines during business hours to file a complaint or get assistance with the process.

Required Information and Documentation

When filing a complaint with the Iowa Civil Rights Commission, you will need to provide the following:

Basic information:

• Your name, address, phone number, and email
• The name and address of the person, business, or organization you’re filing against (the “respondent”)
• The type of discrimination (employment, housing, public accommodations, credit, or education)
• Which protected characteristic(s) the discrimination was based on (race, sex, religion, disability, etc.)

Incident details:

• A description of what happened
• When the discrimination occurred (specific dates if possible)
• Where the discrimination took place
• Names of witnesses, if any
• How you were harmed by the discrimination

Supporting documentation:

• Written communications (emails, letters, text messages)
• Employment records (performance reviews, pay stubs, termination letters)
• Housing documents (rental applications, lease agreements, denial letters)
• Medical records (for disability-related claims)
• Photographs or videos
• Witness statements
• Any internal complaints you filed with the employer, landlord, or institution

While not required to file, supporting documents can strengthen your complaint. File your complaint as soon as possible. Iowa law requires complaints to be filed within 300 days of the discriminatory act.

The Iowa Civil Rights Commission aims to complete investigations within 300 days of filing, though complex cases may take longer. Factors that affect the timeline include:

• Case complexity and number of allegations
• Availability of witnesses
• Volume of documents to review
• Respondent’s cooperation
• Commission workload and staffing

You have the right to request updates on your case status throughout the investigation.

Remedies and Relief for Civil Rights Claims

If you prevail in a civil rights claim, you may be entitled to various forms of relief designed to make you whole and prevent future discrimination, such as:

• Back pay: Compensation for lost wages and benefits)
• Front pay: Compensation for future lost wages when reinstatement is not possible or practical)
• Reinstatement: An order requiring the employer to return you to your former position or a comparable position
• Compensatory damages: Monetary compensation for actual harm suffered due to discrimination, such as emotional distress, job search costs, relocation expenses, etc.

Employment discrimination claims made under federal law are subject to a compensatory damages cap based on employer size:

• 15-100 employees: $50,000
• 101-200 employees: $100,000
• 201-500 employees: $200,000
• 501+ employees: $300,000

Iowa law doesn’t impose caps, allowing for greater recovery than a federal claim.

Retaliation Protections

It’s illegal to retaliate against someone for filing a complaint or participating in an investigation.

What Is the Statute of Limitations for Iowa Civil Rights Claims?

The “statute of limitations” is the legal term for the strict deadline you have to file a complaint. If you miss this deadline, you will likely lose your right to have your case heard by a court or government agency. It’s one of the most critical rules in any legal claim.

In Iowa, the statute of limitations for filing a discrimination claim is 300 days. This deadline applies to claims filed with the Iowa Civil Rights Commission (ICRC) under state law, as well as to most federal claims filed in Iowa with the Equal Employment Opportunity Commission (EEOC). While the general federal deadline is sometimes 180 days, it’s extended to 300 days in states like Iowa that have their own civil rights agency and a worksharing agreement.

The 300-day clock typically starts running from the date the discriminatory act occurred. For example:

• If you were unfairly fired, the clock starts on the day of your termination
• If you were denied a housing rental, it starts on the day you were told the unit was unavailable
• For ongoing harassment, the deadline is often tied to the most recent incident of harassment

In very rare circumstances, the deadline may be paused or extended by a process called “tolling.” It’s not advisable to assume this will apply to your case. If you believe you’ve been a victim of discrimination, contact the Iowa Civil Rights Commission or an experienced civil rights attorney as soon as possible to protect your rights.

Get Legal Advice on Iowa Civil Rights Laws

Distinguishing state and federal civil rights laws and determining the kinds of violations they cover can be confusing. FindLaw’s section on Civil Rights contains many articles and other resources. Consider consulting with an Iowa civil rights attorney if you need legal advice with a civil rights issue.