Although Iowa labor laws do not require employers to provide rest or meal breaks for most employees, federal law outlines the rules that apply if employers choose to offer them. Iowa does, however, mandate specific break rules for minor employees to protect their health and safety.
This article explains federal and Iowa laws for rest and meal breaks, breastfeeding breaks, and breaks for minors, as well as the penalties for violating these laws.
This Article Covers
- Rest Breaks in Iowa
- Meal Breaks in Iowa
- Breastfeeding Breaks in Iowa
- Breaks for Minor Employees in Iowa
- Penalties for Violating Break Laws in Iowa
Rest Breaks in Iowa
In Iowa, there are no state rules mandating employers to provide rest breaks. However, employees must be allowed to take toilet breaks when required under Iowa break laws.
Some categories of employees in Iowa, such as airline pilots, may be allowed to take breaks set by their industry’s regulatory agency.
For example, flight crewmembers are required to receive a minimum of eight consecutive hours of rest between duties, as governed by the Federal Aviation Administration (FAA), not state law.
Rest Breaks for FLSA-Covered Employees in Iowa
If an employer covered under federal law chooses to offer rest breaks, breaks lasting between five to 20 minutes must be paid as per the FLSA’s break guidelines. This break must also be counted as hours worked for overtime pay calculations in Iowa.
Additionally, rest break hours cannot be offset against waiting, on-call, or other work times.
Meal Breaks in Iowa
Employers in Iowa are not mandated to provide meal breaks for adult employees. If an employer chooses to offer meal breaks, as per state law, they are not required to pay employees if the employee is completely relieved of all job duties. Additionally, in Iowa, an employer can require the employee to remain at their work location for the duration of the meal break.
However, if an employer covered by the Fair Labor Standards Act (FLSA) chooses to offer meal breaks, a bona fide meal break lasting 30 minutes or longer is required. This break is unpaid if the employee is completely relieved from job duties. In special cases, a shorter meal break may also qualify.
Employers in Iowa can require employees to stay on the work premises during meal breaks, but employees must be relieved of duties for the break time to be unpaid.
Learn about your rights as a salaried employee in Iowa.
Breastfeeding Breaks in Iowa
Iowa does not have specific state laws for breastfeeding employees.
However, nursing employees in Iowa, covered by the federal FLSA and PUMP Act, are entitled to reasonable break time to express milk for one year after childbirth. Employees may take this break each time they need to pump at work.
Employers must also provide a private, non-bathroom space that is shielded from view and free from intrusion.
While this breastfeeding break time can be unpaid, employees must be completely relieved from all job duties during this time. If an employee is required to work during the break, the pumping break time must be treated as paid work time.
Employees may also use their existing paid breaks for breastfeeding. In such cases, they must be compensated the same way others are paid for those breaks.
Some employees are exempt from federal nursing employee protections, including some airline, railroad, and motorcoach carrier employees. Additionally, employers with fewer than 50 employees may qualify for an exemption if compliance would cause an undue hardship to their business operations.
Breaks for Minor Employees in Iowa
Minor employees younger than 16 must be given a 30-minute break if they work for five hours or more in a day, as per Iowa break laws. This break may be paid or unpaid, depending on whether the minor is relieved of duties.
Just like adult employees, minor employees in Iowa can also take toilet breaks whenever required.
Penalties for Violating Break Laws in Iowa
If an employer violates break laws for minors in Iowa, employees can report it to the Iowa Department of Inspections, Appeals, and Licensing (DIAL).
Employers covered by the FLSA cannot fire, demote, or retaliate against an employee for requesting or using breastfeeding breaks. Doing so counts as a violation of the FLSA protections for nursing employees.
In the event of a violation, the employee can file a complaint with the U.S. Department of Labor’s Wage and Hour Division or pursue a lawsuit. If found guilty, the employer can be ordered to provide:
- Reinstatement or a promotion.
- Back pay, plus an equal amount in liquidated damages.
- Compensatory and other make-whole remedies.
- Punitive damages.
Lastly, rest breaks provided under the FLSA cannot be extended past authorized break time by employees. Any extended hours will not be counted as hours worked and may also lead to disciplinary action under the FLSA guidelines.
Important Cautionary Note
This content is provided for informational purposes only. While we make every effort to ensure the accuracy of the information presented, we cannot guarantee that it is free of errors or omissions. Users are advised to independently verify any critical information and should not solely rely on the content provided.
