Iowa Employment Agreement / Offer Letter (2026)

A job offer letter or full employment agreement with pay, benefits, confidentiality, IP and restrictive covenants drafted to your state's non-compete, sick-leave and pay-timing rules.

Updated September 11, 2026≈ 10 minReviewed against Iowa Glass Depot v. Jindrich, 338 N.W.2d 376 · Iowa Code § 91A.3 · Iowa Code § 91A.4

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What you'll get

Sample first page of the Employment Agreement / Offer Letter. Your answers fill in the blanks; the clauses required in Iowa are added automatically.

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What this document covers

Offer letter or full employment agreement in one wizard
Position, duties, location and start date
At-will or fixed term
Exempt / non-exempt status with FLSA overtime note
Salary or hourly pay, bonus and commission plan
Benefits, PTO and state paid sick leave
Confidentiality, DTSA notice and IP assignment with state carve-outs
Non-solicitation and state-compliant non-compete
Termination, final pay timing and return of property
Optional arbitration, governing law, state new-hire notices

Iowa rules that this document follows

Non-compete rule	Enforceable if reasonableSource: Iowa Glass Depot v. Jindrich, 338 N.W.2d 376 (Iowa 1983); Iowa Code § 135Q; HF 2254 (2026)
Invention-assignment carve-out	No statute — agreement controlsSource: No state invention-assignment statute; common law and the agreement control (own-time inventions unrelated to the business generally remain the employee's)
Pay frequency	at least monthly, semimonthly or biweekly on regular paydays at consistent intervals, not more than 12 days after the period endsSource: Iowa Code § 91A.3
Final paycheck	Discharged: next regular payday. Resigned: next regular payday.Source: Iowa Code § 91A.4
Paid sick leave	No statewide mandateSource: No statewide paid sick leave mandate
Pay transparency	No state requirementSource: No state pay-transparency statute (local ordinances may apply)
New-hire wage notice	Written notice of wages and paydays: wages and regular paydays, in writing at the time of hiringSource: Iowa Code § 91A.6(1)(a)
Exempt salary floor	$684.00/week ($35,568.00/yr, 2026) — federal FLSA levelSource: 29 C.F.R. § 541.600

Rules current as of 2026-09-14. Statutes change; verify before relying on them.

How to use this Employment Agreement / Offer Letter in Iowa

Decide exempt vs. non-exempt honestly: the salary floor and the duties test both matter, and misclassification is the most expensive payroll mistake.

Give the signed offer letter or agreement before the first day, together with the Iowa new-hire wage notice (Iowa Code § 91A.6(1)(a)), and complete Form I-9 within three business days of the start date.

Frequently asked questions

Can I include a non-compete in Iowa?

Yes, if reasonable in time, area and scope and supported by a legitimate business interest (Iowa Glass Depot v. Jindrich, 338 N.W.2d 376 (Iowa 1983)). Common-law reasonableness (necessity, employee hardship, public interest); mental-health professional and UIHC clinician limits.

When is the final paycheck due in Iowa?

If discharged: next regular payday. If the employee resigns: next regular payday (Iowa Code § 91A.4). Wages must otherwise be paid at least monthly, semimonthly or biweekly on regular paydays at consistent intervals, not more than 12 days after the period ends (Iowa Code § 91A.3).

Does Iowa require paid sick leave?

No statewide mandate. The agreement refers to your written policy.

What salary makes an employee exempt in Iowa?

$684 per week ($35,568 per year) under the federal FLSA (29 C.F.R. § 541.600); Iowa sets no higher floor. The duties test must also be met.

Does Iowa limit invention assignment?

No statute; the agreement's own carve-out for unrelated own-time inventions applies.

Other names

offer letter
job offer letter
employment contract
employee agreement
at-will employment agreement
executive employment agreement
hiring letter
work contract

Other states

FormsByState provides self-help document templates and general information, not legal advice. We are not a law firm. For advice about your situation consult a licensed attorney in your state.