Iowa Code 331.301(6) and 364.3(12) bar cities and counties from imposing predictive scheduling, hiring, or workplace rules on private employers.
Iowa's broad employment preemption law prevents political subdivisions from adopting ordinances that set terms and conditions of employment such as predictive or fair-workweek scheduling, advance notice of shifts, on-call pay, or local hiring preferences. Iowa Code sections 331.301(6) and 364.3(12) extend preemption beyond minimum wage to include any employee benefits, hiring practices, employment leave, or scheduling requirements. Iowa has no state-level predictive scheduling law, and federal Fair Labor Standards Act rules continue to govern overtime and recordkeeping.
Local scheduling ordinances are void; preemption provides employers immediate defense to enforcement.
See how West Des Moines's worker scheduling preemption rules stack up against other locations.
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