Leave policies in Iowa aren’t one-size-fits-all. They’re defined through federal laws like the FMLA, Indiana labor laws, and state-specific policies managed by the Department of Administrative Services (DAS). Whether you’re preparing for surgery or requesting personal time off, both employees and employers need to understand how leave works.
This guide answers 10 common questions about leave in Iowa—from eligibility and pay status to how to request time off through systems like Workday.
This Guide Covers:
- What are leave laws in Iowa?
- How does leave work in Iowa?
- What types of leave are available to Iowa state employees?
- How long can you take a leave of absence in Iowa?
- Is leave in Iowa paid or unpaid?
- What happens to benefits while you’re on leave in Iowa?
- Can unused leave roll over in Iowa?
- Are part-time workers entitled to leave in Iowa?
- Can you be terminated while on leave in Iowa?
- Can you resign while on leave in Iowa?
1. What are leave laws in Iowa?
Leave laws in Iowa allow employees to take time off from work for qualifying reasons, either with or without pay. The reasons may include personal illness, family care, or military duty. For state employees, leave policies are outlined by the Iowa Department of Administrative Services (DAS) and follow federal standards like the Family and Medical Leave Act (FMLA). Additional programs are available for situations like catastrophic illness and military service.
2. How does leave work in Iowa?
For Iowa state employees, leave is administered by the Department of Administrative Services (DAS) and managed through the Workday system. Employees request leave through the Workday absence calendar.
Whether leave is paid or unpaid depends on the type of leave, the employee’s eligibility, and available accruals. In certain cases of serious illness or injury, employees may qualify for donated catastrophic leave after exhausting their own leave balances.
Employees must provide required documentation—such as medical certifications for FMLA or medical leave—to the DAS Leave Administration Team. Other types of leave may require different supporting documents. Advance notice is expected for foreseeable absences, while emergency leave should be communicated as soon as possible through proper channels.
3. What types of leave are available to Iowa state employees?
Iowa state employees are eligible for several types of leave, both paid and unpaid, depending on the reason for the absence and their employment status. These include federally protected leave like FMLA and state-administered programs such as military leave.
- Family and Medical Leave (FMLA): Eligible employees can take up to 12 weeks of unpaid, job-protected leave each year for major life events, including the birth or adoption of a child, recovery from a serious health condition, or caring for a qualifying family member. The State of Iowa allows employees on FMLA to retain up to 80 hours of vacation per fiscal year, if requested.
- Sick Leave: Sick leave accrues based on the employee’s total accrued balance and employment status, in accordance with state rules. It can be used for an employee’s illness or to care for a sick family member. For medical-related leave, employees must submit proper documentation to the DAS Leave Administration Team. For absences longer than three days, or as otherwise required, medical verification may be needed.
- Vacation Leave: State employees accrue vacation leave based on their length of service, starting at two weeks per year and increasing with tenure, up to five weeks. Vacation leave is subject to agency approval and cannot exceed twice the employee’s annual accrual. Leave is granted at the discretion of the appointing authority and must not exceed the amount accrued.
- Military Service Leave: Employees called to military duty (including the National Guard and reserves) are eligible for up to 30 paid days per calendar year. Additional unpaid leave may apply based on federal requirements (e.g., USERRA). Upon return, employees must be reinstated to their previous position with the same pay.
- Jury Duty Leave: Employees are protected from being fired or penalized for serving jury duty. In some cases, state employees may continue to receive regular pay during service in recognition of its importance. However, employers are not required to pay employees by law.
- Organ and Bone Marrow Donation Leave: State employees can take up to five workdays for bone marrow donation and up to 30 work days for organ donation, with job and pay protection during this time. Proper medical documentation is required.
- Catastrophic Illness Leave (Donated Leave): If an employee or their immediate family member experiences a catastrophic illness or injury and all personal leave has been used, they may be eligible to receive donated vacation time from other employees. This does not apply if the employee has chosen to retain vacation during FMLA. Also, the employee must have exhausted all paid time off.
- Holiday Leave: Full-time employees receive paid time off for state-recognized holidays. If a holiday falls on a scheduled day off, full-time employees still receive eight hours of holiday leave. Part-time employees receive prorated holiday pay based on their hours in pay status. To be eligible for holiday compensation, employees must be in pay status the last scheduled workday before and the first scheduled workday after the holiday.
- Workers’ Compensation Leave: Employees injured or made ill due to work may be eligible for medical care and wage replacement through the State’s Workers’ Compensation program, administered by Sedgwick. Injuries must be reported promptly. Authorized medical care is provided at no cost, and employees may use accrued leave to supplement benefits. Temporary work may be offered during recovery.
- Voting Leave: State employees who do not have two consecutive non-working hours while the polls are open are entitled to paid time off to vote, ensuring a total of two consecutive hours. Employees must request this leave in writing before election day, and the employer may designate the time to be taken.
- Disaster Service Volunteer Leave: State employees who are certified disaster volunteers with the American Red Cross may receive up to 15 paid working days per year to provide disaster relief services in Iowa, with approval from their appointing authority. Leave is granted without loss of pay, benefits, or accrued leave. Volunteers are not considered state employees for workers’ compensation or liability purposes during this leave.
Read Iowa leave laws for more details.
4. How long can you take a leave of absence in Iowa?
The length of leave in Iowa varies by type and eligibility:
- Eligible employees may take up to 12 weeks of unpaid, job-protected leave under the federal FMLA in a 12-month period.
- Military service leave is paid for up to 30 workdays per calendar year for eligible employees.
- Bone marrow donor leave provides up to five days, while organ donation leave allows up to 30 days of paid leave.
- Court and jury duty leave lasts for the required duration of service and is paid.
- Disaster service volunteers may receive up to 15 days per year of paid leave when deployed by the Red Cross.
- Other types of leave, including catastrophic illness leave, depend on agency approval and may vary in length based on circumstances and documentation.
Unauthorized absences or failure to follow leave procedures may result in disciplinary action, including potential loss of benefits or job status.
5. Is leave in Iowa paid or unpaid?
Leave in Iowa can be paid or unpaid, depending on the type of leave and the employee’s eligibility. Paid leave includes vacation, sick, personal, jury duty, military service, and organ or bone marrow donation. Some leaves, like disaster service or court appearances, may also be paid under certain conditions.
Unpaid leave includes absences under FMLA, extended personal leave without accruals, and uniformed services leave when paid time is exhausted. In these cases, employees are responsible for maintaining benefit payments if payroll deductions don’t occur.
6. What happens to benefits while you’re on leave in Iowa?
Benefit coverage during leave depends on whether the leave is paid or unpaid:
- During Paid Leave: Health, dental, life, and long-term disability insurance coverage continues, and premium deductions remain active through payroll. Flexible Spending Account (FSA) contributions and deferred compensation also continue unless you make changes.
- During Unpaid Leave:
- If on FMLA leave, the State continues its share of health and dental insurance premiums until FMLA ends.
- After FMLA or if not on FMLA, coverage may continue through COBRA.
- Employees may be eligible to make post-tax premium payments to maintain coverage, or let coverage lapse.
If coverage ends due to unpaid leave or separation, COBRA continuation coverage is offered. COBRA begins the first day of the month following the qualifying event, and you have 60 days to elect it.
7. Can unused leave roll over in Iowa?
Yes, for state employees, some unused leave can roll over with restrictions:
Vacation leave can roll over, but only up to twice your annual accrual rate (e.g., if you earn 3 weeks/year, you can carry over up to 6 weeks). Beyond that, you may lose hours unless your agency schedules time off to avoid forfeiture.
Sick leave has no cap on accrual, but unused hours are cancelled upon separation—unless you’re laid off and return to state service within one year.
Additionally, employees with at least 30 days of accrued sick leave may earn bonus vacation by not using sick leave in a given month.
8. Are part-time workers entitled to leave in Iowa?
Yes, part-time state employees in Iowa are entitled to leave, including vacation and sick leave, as long as they hold a permanent position.
Their accruals are prorated—for example, sick leave is earned monthly at a reduced rate compared to full-time employees.
9. Can you be terminated while on leave in Iowa?
Yes, termination during leave in Iowa is possible, but only under specific conditions. According to the Iowa Administrative Code, an employee who fails to return to work on the agreed-upon date from approved leave without pay may be considered to have voluntarily resigned.
Additionally, if an employee on leave for medical disability fails to provide required medical verification, performs incompatible work, or no longer has a valid reason for absence, termination may occur.
In these cases, the leave protections no longer apply, and the employer may proceed with separation.
Read Iowa termination laws for more details.
10. Can you resign while on leave in Iowa?
Yes, you can resign while on leave in Iowa. Employees are allowed to voluntarily quit their job at any time, including while on leave. However, this decision may affect your eligibility for unemployment benefits.
Under Iowa law, most voluntary quits are presumed to be without good cause attributable to the employer, which generally disqualifies you from receiving unemployment benefits. Examples include leaving for personal reasons, to relocate, or due to dissatisfaction with work conditions.
However, if your resignation is for a reason that is considered good cause (such as unsafe conditions, a significant change in job duties, or certain medical issues properly documented and communicated), you may still qualify for benefits.
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.
