Recent changes to Iowa law in the past two years have left many workers with serious questions about workplace protections for gender identity. If you are trying to make sense of what those changes mean, you are not alone. Here is a clear breakdown of where things stand.
Pre-2007: Iowa had no statutory protections for gender identity
The Iowa Civil Rights Act (also known as the ICRA) originally protected only race, color, creed, sex, sexual orientation, religion, national origin, and disability.
Historically, though, both state and federal courts had found that gender identity and sexual orientation were protected classes under “sex” or “gender” through civil rights statutes like Title VII.
2007: Iowa added gender identity to the ICRA
In 2007, the Iowa legislature added gender identity and sexual orientation to the Iowa Civil Rights Act, making it abundantly clear that both were protected classes under Iowa law. The bill passed with bipartisan support.
Adding these as protected classes meant that transgender and gay Iowans had explicit statewide protections in employment, housing, public accommodations, education, and credit.
2025: The Iowa legislature removed gender identity as a protected class
The 2025 amendment to the Iowa Civil Rights Act made Iowa the first state in the nation to eliminate a protected class after adding it. It was also the first state to explicitly remove gender identity as a protected class.
Before 2025, Iowa workers had the right to file a discrimination claim under Iowa law if their employers fired, demoted or mistreated them because of their gender identity. That state-level protection no longer exists.
Fortunately, several Iowa cities moved quickly to fill the gap. Des Moines, Ames, Ankeny, Urbandale, Fort Dodge, Grinnell, and West Des Moines each passed local ordinances to restore those protections for workers in their communities.
2026: Local protections blocked by Senate File 579
Just recently in 2026, Governor Kim Reynolds signed Senate File 579 into law. This legislation prohibits cities and counties from enacting civil rights protections that go beyond what Iowa state law already covers. As a result, those local ordinances protecting gender identity are now unenforceable.
The law also changed civil rights commission requirements. The Iowa Civil Rights Act previously required cities with populations over 29,000 to maintain a local civil rights commission. Under Senate File 579, that has now become optional.
What this means for your employer
Iowa law no longer requires employers to protect workers based on gender identity, and there is no state-level penalty for not doing so.
That said, employers can still choose to protect trans Iowans under their own policies. If your employer has a written nondiscrimination policy that includes gender identity, that commitment may still offer you some protection. Make sure to check your employee handbook.
The 2025 amendments to the Iowa Civil Rights Act did not remove sexual orientation as a protected class, so employers may still be held accountable under laws regarding sexual orientation discrimination or internal company contracts.
It is also important to note that federal civil rights laws like Title VII still prohibit discrimination, harassment, or retaliation on the basis of gender identity (or sexual orientation).
You still have options available to you
Iowa law has changed, and the impact on workers is real and serious. However, a change in state law does not close every door. An employment law attorney can review your specific situation, identify what protections may still apply and walk you through your next steps.