Does Iowa have ban-the-box?

Only for state government employers. Executive Order 88 (2016) prohibits Iowa executive branch agencies from asking about criminal history on initial job applications. Private employers in Iowa have no such restriction and can ask about criminal history at any stage of hiring.

What is a deferred judgment, and can it be sealed in Iowa?

A deferred judgment is when the court postpones entering a conviction and places you on probation. If you successfully complete all conditions of probation, the case is dismissed and the record can be sealed under Iowa Code 907.9. Once sealed, it should not appear on standard background checks. Deferred judgments are one of the best outcomes for people concerned about their criminal record in Iowa.

Can I get my criminal record expunged in Iowa?

Iowa's expungement options are limited. Under Iowa Code 901C, you can expunge records for acquittals, dismissed charges, and some non-conviction dispositions. Deferred judgments can be sealed upon successful completion. However, if you were convicted (not deferred), there is generally no mechanism to seal or expunge the conviction from your record in Iowa.

Are Iowa employers required to consider rehabilitation?

No. Iowa does not have a state law requiring employers to consider rehabilitation or perform individualized assessments when evaluating criminal history. Employers can make hiring decisions based solely on the existence of a conviction. Federal EEOC guidance recommends considering rehabilitation and job relevance, but this is not mandated by Iowa law.

Will a deferred judgment show up on my background check?

If you successfully completed the deferred judgment and the record was sealed, it should not appear on standard employment background checks. However, if the sealing process was not completed properly, or if a private background check company retained old records, it might still appear. You can verify by requesting your own criminal history from the Iowa Division of Criminal Investigation.

Can Iowa employers use arrest records in hiring?

Iowa does not have a specific state law prohibiting employers from considering arrest records. Under the FCRA, arrests not resulting in conviction can be reported for up to 7 years. However, EEOC federal guidance discourages employers from relying on arrest records alone, as using arrests (versus convictions) to disqualify applicants may constitute discrimination under Title VII.

Iowa Background Check Laws

No state lookback limitLast updated: 2026-04-01

Iowa has no state lookback limit — convictions can appear on background checks indefinitely. Ban-the-box applies to state executive branch employers only (2016 executive order). Iowa allows record sealing for deferred judgments but has no Clean Slate law and no broad expungement for convictions.

Overview

Iowa does not impose a state-level time limit on how far back criminal convictions can be reported on a background check. Under the federal FCRA defaults, convictions can appear indefinitely. This means that even old convictions — from 10, 20, or more years ago — can still show up when an Iowa employer runs a background check. Governor Branstad signed an executive order in 2016 implementing ban-the-box for state executive branch employers, removing criminal history questions from initial employment applications. However, this executive order does not apply to private employers, local governments, or other state agencies. The majority of Iowa employers can still ask about criminal history at any stage of hiring. Iowa has limited options for record clearing. The state allows record sealing for deferred judgments — cases where the court deferred entering a conviction and the person successfully completed probation. When a deferred judgment is sealed, it is removed from public view. However, Iowa does not offer traditional expungement for most convictions, and there is no Clean Slate or automatic record-sealing law. Advocacy groups have pushed for reform, but no comprehensive legislation has been enacted as of 2026.

How Far Back Does a Background Check Go in Iowa?

Record Type	Rule in Iowa
Felony Convictions	Reported indefinitely. No state time limit on felony conviction reporting.
Misdemeanor Convictions	Reported indefinitely. No state time limit on misdemeanor conviction reporting.
All Convictions	No state limit. Convictions are reported indefinitely under FCRA defaults. Iowa does not have a statute restricting how far back consumer reporting agencies can report criminal convictions.
Arrests (No Conviction)	Under the FCRA, arrests not resulting in conviction can be reported for up to 7 years. Iowa does not impose a stricter limit on arrest record reporting.
Pending Cases	Pending charges can be reported and considered by employers. Iowa has no specific restriction on reporting pending criminal cases.

Ban the Box / Fair Chance

Yes

Governor Branstad signed Executive Order 88 in 2016, implementing ban-the-box for Iowa executive branch state agencies. These agencies cannot ask about criminal history on initial employment applications and must delay criminal history inquiries until later in the hiring process. The executive order does NOT apply to private employers, local governments, or positions where background checks are required by law.

Effective: 2016-04-20

Clean Slate / Auto-Sealing

No Clean Slate law

Iowa does not have a Clean Slate or automatic record-sealing law. Record clearing in Iowa is limited. Deferred judgments (where the court deferred entering a conviction and the person completed probation) can be sealed upon completion. Iowa Code 901C allows expungement of certain acquitted or dismissed records. However, there is no mechanism to seal or expunge most criminal convictions in Iowa. Advocacy organizations have pushed for Clean Slate reforms, but no comprehensive legislation has been enacted as of 2026.

What Employers Can Do in Iowa

When can employers ask about criminal history?: Private employers in Iowa can ask about criminal history at any point, including on the initial application. State executive branch employers must wait until later in the hiring process per Executive Order 88.
What can they consider?: Iowa employers can consider any criminal conviction regardless of age or job relevance. Iowa does not have a state law requiring individualized assessment of criminal history in employment decisions. Federal EEOC guidance recommends evaluating the nature of the offense, time elapsed, and job relevance, but Iowa does not mandate this.
Individualized assessment required?: No state requirement for individualized assessment, though EEOC guidance recommends it.

Key Laws in Iowa

Executive Order 88 — Ban-the-Box (State Employers)(2016)
Removes criminal history questions from initial employment applications for Iowa executive branch state agencies. Delays criminal history inquiries to later in the hiring process. Does not apply to private employers.
Iowa Deferred Judgment Sealing (Iowa Code 907.9)
Allows sealing of records for deferred judgments upon successful completion of probation. The court defers entering a conviction, and if the person completes all conditions, the record is sealed from public view.
Iowa Expungement Statute (Iowa Code 901C)
Allows expungement of criminal records for acquittals, dismissed charges, and certain other non-conviction dispositions. Does not generally cover records where a conviction was entered.
Iowa Civil Rights Act (Iowa Code Chapter 216)
Prohibits employment discrimination based on race, sex, disability, and other protected classes. While it does not specifically address criminal records, blanket hiring bans based on criminal history may create disparate impact claims under this law.
Fair Credit Reporting Act (FCRA) — Federal(1970)
Federal law governing background check agencies. Since Iowa has no stricter state lookback law, FCRA defaults apply: convictions reported indefinitely, non-conviction arrests limited to 7 years.

Frequently Asked Questions — Iowa

How far back does a background check go in Iowa?: Iowa has no state lookback limit. Criminal convictions — both felonies and misdemeanors — can be reported indefinitely on background checks. Under the federal FCRA, arrests not resulting in conviction are limited to 7 years. There is no Iowa law that restricts how old a conviction can be and still be reported.
Does Iowa have ban-the-box?: Only for state government employers. Executive Order 88 (2016) prohibits Iowa executive branch agencies from asking about criminal history on initial job applications. Private employers in Iowa have no such restriction and can ask about criminal history at any stage of hiring.
What is a deferred judgment, and can it be sealed in Iowa?: A deferred judgment is when the court postpones entering a conviction and places you on probation. If you successfully complete all conditions of probation, the case is dismissed and the record can be sealed under Iowa Code 907.9. Once sealed, it should not appear on standard background checks. Deferred judgments are one of the best outcomes for people concerned about their criminal record in Iowa.
Can I get my criminal record expunged in Iowa?: Iowa's expungement options are limited. Under Iowa Code 901C, you can expunge records for acquittals, dismissed charges, and some non-conviction dispositions. Deferred judgments can be sealed upon successful completion. However, if you were convicted (not deferred), there is generally no mechanism to seal or expunge the conviction from your record in Iowa.
Are Iowa employers required to consider rehabilitation?: No. Iowa does not have a state law requiring employers to consider rehabilitation or perform individualized assessments when evaluating criminal history. Employers can make hiring decisions based solely on the existence of a conviction. Federal EEOC guidance recommends considering rehabilitation and job relevance, but this is not mandated by Iowa law.
Will a deferred judgment show up on my background check?: If you successfully completed the deferred judgment and the record was sealed, it should not appear on standard employment background checks. However, if the sealing process was not completed properly, or if a private background check company retained old records, it might still appear. You can verify by requesting your own criminal history from the Iowa Division of Criminal Investigation.
Can Iowa employers use arrest records in hiring?: Iowa does not have a specific state law prohibiting employers from considering arrest records. Under the FCRA, arrests not resulting in conviction can be reported for up to 7 years. However, EEOC federal guidance discourages employers from relying on arrest records alone, as using arrests (versus convictions) to disqualify applicants may constitute discrimination under Title VII.

Iowa Resources

Iowa Division of Criminal Investigation (DCI)
The state agency that maintains criminal history records. You can request your own Iowa criminal history record here.
Iowa Legal Aid
Provides free legal assistance to low-income Iowans, including help with record sealing, deferred judgment questions, and employment rights.
Iowa Workforce Development
State agency providing employment resources, job training programs, and support for job seekers including those with criminal records.
Iowa Civil Rights Commission
Enforces Iowa's civil rights laws, including employment discrimination protections. File complaints about discriminatory hiring practices here.

Disclaimer: This is informational only, not legal advice. Background check laws change frequently. Consult a qualified attorney in Iowa for advice about your specific situation. Information was last verified on 2026-04-01.

Sources

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