Employment Offer: Iowa

Federal law and guidance on this subject should be reviewed together with this section.

Authors: Stuart R. Buttrick and Tareen Zafrullah, Faegre Drinker Biddle & Reath LLP

Summary

• Offer letters should clearly state that employment is at-will and can be terminated at any time and for any reason. See Making an Employment Offer.
• Before withdrawing a conditional job offer, employers should use care to ensure that they have complied with all applicable laws, such as Iowa's drug and alcohol testing statute, the Iowa Civil Rights Act, and other discrimination statutes. See Conditional Employment Offers.
• Iowa law recognizes claims of promissory estoppel. However, claims for promissory estoppel have strict requirements. See Withdrawal of the Employment Offer.
• Whether a statement or oral representation can become a contractual obligation depends on the facts and circumstances of the statement, and employers should use care to ensure that the offer letter and any statements made during the hiring process are clear that employment is at-will, of indefinite duration, and can be terminated at any time. See Withdrawal of the Employment Offer.
• Waterloo has requirements pertaining to employment offers. See Local Requirements.