Iowa Background Check Laws (2026 Guide)

Iowa regulates criminal background checks primarily through Iowa Code Chapter 692, which grants the Department of Public Safety exclusive authority over criminal record dissemination. Private employers statewide may consider criminal history in hiring decisions, while the federal FCRA restricts non-conviction records to a seven-year lookback for positions under $75,000 annually.

Last verified: March 2026. This page reflects current Iowa Code Chapters 216, 692, 692A, 724, 901C, 907, and 272C.

Table of Contents

• Overview of Iowa Background Check Laws
• How Iowa Criminal Background Checks Work
• Ban the Box in Iowa
• FCRA Requirements and Lookback Periods
• Employment Background Checks
• Housing and Tenant Screening
• Professional Licensing Background Checks
• Iowa Expungement and Record Sealing
• Firearms Background Checks
• Sex Offender Registry
• Recent Changes to Iowa Background Check Laws
• Frequently Asked Questions

Overview of Iowa Background Check Laws

Iowa regulates criminal background checks through several interconnected statutes. The primary law governing the collection and release of criminal history data is Iowa Code Chapter 692, which gives the Iowa Department of Public Safety (DPS) exclusive authority over criminal record dissemination. Additional statutes address employment discrimination, professional licensing, expungement, firearms purchases, and sex offender registration.

Unlike some states that have enacted comprehensive statewide fair-chance hiring legislation, Iowa takes a more decentralized approach. The state relies on a combination of federal law (primarily the Fair Credit Reporting Act), state statutes, executive policy, and local ordinances to govern how background checks are conducted and used.

Iowa law provides important protections for individuals with criminal records while still allowing employers, landlords, and licensing boards to access relevant information. Understanding these rules is essential whether you are an employer conducting pre-hire screening, a landlord evaluating tenants, or an individual concerned about what your background check may reveal.

How Iowa Criminal Background Checks Work

The Iowa Division of Criminal Investigation

The Iowa Division of Criminal Investigation (DCI), a branch of the Department of Public Safety, serves as the central repository for all criminal history records in the state. The DCI maintains records generally to age 80 of the individual or until death.

To request a criminal history record check, you need to provide the subject's first name, last name, and exact date of birth. Gender, Social Security number, and middle name are optional but helpful for resolving common names.

Request Methods and Fees

The fee for an Iowa Criminal History Record Check through the DCI is $15 per last name searched. Each last name requires a separate form and payment. The DCI accepts cash, checks, money orders, and credit or debit cards (MasterCard, Visa, Discover).

You can submit a request through several methods:

Under Iowa Code Section 692.2, only the Department of Public Safety may disseminate criminal history data maintained by the department to persons who are not criminal or juvenile justice agencies. Walk-in visitors can receive immediate results only when requesting their own records with a valid state-issued photo ID.

What Records Include

Iowa criminal history records may contain arrest data, conviction information, sentencing details, and disposition data. The DCI is required to include a prominent statement on all releases: "AN ARREST WITHOUT DISPOSITION IS NOT AN INDICATION OF GUILT."

Criminal history data that lacks any disposition information after 18 months from the date of arrest may only be released to criminal or juvenile justice agencies, the subject of the record (or their attorney), or a person with a signed release from the subject.

Employer Payment Requirement

Iowa Code Section 692.2 contains a narrower consumer protection than a blanket employer-pays rule: when an employer requests in writing that an applicant obtain a certified copy of the applicant's own criminal history data from the state and release it to the employer, the employer must pay the fee for that certified copy. The cost cannot be passed on to the applicant in that situation. The statute does not require the employer to pay when it runs a criminal history check itself rather than requiring the applicant to produce their own record.

Ban the Box in Iowa

No Statewide Private-Employer Law

Iowa does not have a statewide Ban the Box law that applies to private employers. The state is not among the jurisdictions that have enacted comprehensive fair-chance hiring legislation covering the private sector.

However, Iowa does have protections at both the state executive level and through local municipal ordinances.

State Executive Branch Policy

In 2018, then-Governor Kim Reynolds signed an executive order implementing Ban the Box principles for Iowa state executive branch employment applications. Under this policy, state agencies within the executive branch delay criminal history inquiries until later in the hiring process rather than including them on initial job applications.

This policy applies only to state government positions within the executive branch. It does not extend to private employers, local governments, or other branches of state government.

Waterloo Ordinance

The City of Waterloo became the first Iowa municipality to adopt a Ban the Box ordinance in November 2019. The ordinance prohibits employers with 15 or more employees from inquiring about an applicant's criminal history until a conditional offer of employment has been made.

The Iowa Association of Business and Industry challenged the ordinance in court. In June 2021, the Iowa Supreme Court issued a mixed ruling in Iowa Association of Business and Industry v. City of Waterloo. The Court:

• Upheld the provision delaying criminal history inquiries until after a conditional offer, finding this did not regulate a "term or condition" of employment and therefore was not preempted by state law.
• Struck down the provision that barred employers from making adverse hiring decisions based solely on criminal records, finding this portion was preempted by Iowa state law.

The practical effect is that Waterloo employers with 15 or more employees cannot ask about criminal history on applications or during interviews. They can only inquire after extending a conditional job offer.

Des Moines Ordinance

On November 15, 2021, the Des Moines City Council unanimously passed its own Ban the Box ordinance. The Des Moines law makes it illegal and discriminatory for employers to:

• Include criminal history inquiries on an employment application
• Inquire into or require an applicant to disclose any convictions, arrests, or pending criminal charges during the application process, including during interviews
• Conduct criminal background checks before a conditional offer of employment

This ordinance applies to all private employers operating within Des Moines. Waterloo's ordinance bars every employer from putting a criminal history question on a job application, and separately bars employers with 15 or more employees from any criminal history inquiry before a conditional offer. If an applicant voluntarily discloses criminal history information during an interview, the employer may discuss it but cannot use it as the basis for a pre-offer rejection.

FCRA Requirements and Lookback Periods

Federal Fair Credit Reporting Act

The Fair Credit Reporting Act (FCRA) establishes federal baseline requirements for consumer reporting agencies (CRAs) that compile and sell background check reports. Iowa employers who use a third-party CRA to conduct background checks must comply with FCRA procedures, which include:

• Written disclosure and consent. Before ordering a background check, the employer must provide a clear, standalone written disclosure to the applicant and obtain their written authorization.
• Pre-adverse action notice. If the employer intends to take adverse action (such as not hiring someone) based on the report, they must first send the applicant a copy of the report and a summary of their rights under the FCRA.
• Final adverse action notice. After allowing the applicant time to dispute the report, the employer must send a final notice that includes the CRA's contact information, a statement that the CRA did not make the hiring decision, and notice of the applicant's right to dispute.

Seven-Year Lookback Period

Iowa follows the FCRA's seven-year lookback restriction for certain types of adverse information. Under the federal law, consumer reporting agencies generally cannot report the following items if they are more than seven years old:

• Arrests that did not result in conviction
• Civil suits and civil judgments
• Paid tax liens
• Accounts placed in collection
• Other adverse information (excluding criminal convictions)

Criminal convictions have no time limit under the FCRA and can be reported regardless of how old they are.

However, there is an important salary-based exception. The seven-year restriction on non-conviction adverse information does not apply to positions where the applicant is reasonably expected to earn $75,000 or more per year. For those higher-paying positions, CRAs may report older adverse information.

Iowa-Specific Restrictions

Iowa law adds its own layer of protection beyond the federal FCRA. Records that have been expunged under Iowa Code Chapter 901C are not available for public access and should not appear on background check reports. Deferred judgments that were successfully completed and expunged are stored in a secure database accessible only to judges, clerks, the Department of Corrections, the Department of Public Safety, and county attorneys.

Employment Background Checks

What Employers Can and Cannot Do

Iowa law does not broadly prohibit employers from considering criminal history in hiring decisions. Outside of Des Moines and Waterloo, private employers in Iowa may ask about criminal history on job applications and at any point during the hiring process.

However, employers should be aware of several legal constraints:

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin. Because criminal records disproportionately affect certain racial and ethnic groups, the Equal Employment Opportunity Commission (EEOC) has issued guidance advising employers against blanket policies that automatically exclude anyone with a criminal record. The EEOC recommends individualized assessments that consider the nature of the offense, the time elapsed, and the nature of the job.

Iowa Code Section 692.2 requires employers to pay the fee only when they request in writing that an applicant personally obtain a certified copy of their own criminal history data from the DCI and release it to the employer; the DCI charges $15 per name searched. The statute does not require employers to pay when they run the background check themselves.

Iowa Civil Rights Act (Iowa Code Chapter 216) prohibits employment discrimination based on race, color, creed, national origin, religion, sex, sexual orientation, gender identity, pregnancy, disability, and age. While criminal history is not a protected class, using criminal records as a proxy for a protected characteristic can trigger liability under this statute.

Best Practices for Iowa Employers

Even outside Des Moines and Waterloo, Iowa employers benefit from adopting fair-chance practices. The EEOC recommends conducting individualized assessments that weigh:

• The nature and gravity of the offense
• The time that has passed since the offense or completion of the sentence
• The nature of the job sought

Employers should also avoid relying on arrest records alone, since an arrest without conviction does not establish that a person committed a crime. Iowa's own DCI records carry the required disclaimer that an arrest without disposition is not an indication of guilt.

Housing and Tenant Screening

Iowa landlords may conduct background checks on prospective tenants, but they must follow both federal and state guidelines.

Fair Housing Act Requirements

The U.S. Department of Housing and Urban Development (HUD) has issued guidance stating that blanket policies denying housing to anyone with a criminal record may violate the Fair Housing Act. Because criminal records disproportionately affect certain racial and ethnic groups, HUD advises landlords to conduct individualized assessments rather than applying automatic disqualifications.

Iowa-Specific Rules

Iowa landlords who use third-party tenant screening companies must comply with the FCRA. This means obtaining written consent before running a background check and following proper adverse action procedures if denying a rental application based on the results.

The Iowa court system posts court records online, which means landlords can independently search for criminal history information. These public records generally include all crimes ever charged in Iowa, even if the person was found not guilty or the case was dismissed. However, expunged records should not appear in public court databases.

Landlords may charge prospective tenants an application fee to cover the cost of a background check. Iowa law imposes no general rule requiring a landlord to absorb that cost.

Best Practices for Iowa Landlords

To reduce legal risk, Iowa landlords should consider criminal history on a case-by-case basis, focusing on offenses that are relevant to the safety of other residents or the property. The HUD guidance recommends considering the nature of the offense, the time elapsed, and any evidence of rehabilitation.

Professional Licensing Background Checks

Iowa Code Section 272C.15

Iowa Code Section 272C.15 provides significant protections for applicants seeking professional licenses. Under this statute, a criminal conviction may be grounds for denying, revoking, or suspending a license only if an unreasonable risk to public safety exists because the offense directly relates to the duties and responsibilities of the profession.

Key provisions of this law include:

• Each licensing board must publish a specific list of convictions that may disqualify an applicant. The listed offenses must directly relate to the profession in question.
• There is a rebuttable presumption that an applicant is rehabilitated and is an appropriate candidate for licensure five years after release from incarceration.
• This presumption does not apply to convictions for sexual abuse (Iowa Code Section 709.4), sexually violent offenses (Section 229A.2), dependent adult abuse (Section 726.26), forcible felonies (Section 702.11), or domestic abuse assault.

Specific Professions

Different professions have their own background check requirements:

Real Estate: The Iowa Department of Inspections, Appeals, and Licensing (DIAL) requires applicants for initial real estate broker or salesperson licenses to undergo a national criminal history check through the FBI, including fingerprint submission. The background check must be completed within 210 calendar days before the license application is received. The fee is $51.

Nursing: The Iowa Board of Nursing requires applicants to disclose criminal convictions and may require documentation proving the applicant's ability to safely practice nursing. A list of potentially disqualifying convictions is published by the Board.

Healthcare Facilities: Iowa Code requires criminal, dependent adult abuse, and child abuse record checks for employees of healthcare facilities including nursing homes and assisted living programs.

Pre-Application Determination

Iowa law allows individuals to request a preliminary determination of whether their criminal history would disqualify them from licensure before investing time and money in education and training. This process gives prospective applicants a way to understand their eligibility before committing to a career path.

Iowa Expungement and Record Sealing

Deferred Judgments (Iowa Code Section 907.9)

When a court grants a deferred judgment and the person is discharged from probation, the court's criminal record on the deferred judgment, along with any related dismissed counts, is expunged automatically. Expungement does not happen until the person has paid all restitution, civil penalties, court costs, fees, and other financial obligations ordered by the court in the case. This financial-obligations requirement applies to any deferred judgment that was not already expunged before July 1, 2012.

In Iowa, "expungement" means the record is separated and held in a secure database that is not available for public access. However, the record remains accessible to judges, clerks, the Department of Corrections, the Department of Public Safety, and county attorneys.

Misdemeanor Conviction Expungement (Iowa Code Section 901C.3)

Under Iowa Code Chapter 901C, which took effect on July 1, 2019, individuals may petition to expunge certain misdemeanor convictions. To qualify, the applicant must show:

• More than eight years have passed since the date of conviction
• No pending criminal charges exist
• The applicant has not previously been granted two deferred judgments
• All court costs, fees, fines, restitution, and other financial obligations have been paid

This is a one-time lifetime opportunity. A person may only use this expungement provision once, though a single application may cover multiple misdemeanor offenses if they arose from the same transaction or occurrence.

Excluded Offenses

Approximately 25 categories of misdemeanors cannot be expunged, including:

• Sex offenses
• Domestic abuse assault
• Stalking
• Operating while intoxicated (OWI)
• Involuntary manslaughter
• Various other serious offenses

Acquittals and Dismissals (Iowa Code Section 901C.2)

Records of cases that ended in acquittal (not guilty verdict) or dismissal may be expunged 180 days after the final disposition, provided all court costs, fees, and financial obligations have been paid. Simple misdemeanor traffic offenses are excluded from this provision.

Impact on Background Checks

Expunged records in Iowa are removed from public court databases and should not appear on standard background checks. However, law enforcement agencies, courts, and certain government entities retain access to expunged records. Consumer reporting agencies that comply with Iowa law should not include expunged records in background check reports.

Firearms Background Checks

Iowa's firearms background check landscape changed significantly in 2021. Under current law governed by Iowa Code Chapter 724:

• Iowa no longer requires a permit to acquire or a permit to carry in order to purchase a handgun or carry a firearm in public (subject to certain limitations).
• A person purchasing a handgun through a Federal Firearms Licensee (FFL) without presenting a valid permit must undergo a check through the federal National Instant Criminal Background Check System (NICS) for each purchase.
• A valid Iowa permit to carry may be used in place of the NICS check when purchasing from an FFL.

Individuals who are prohibited from possessing firearms under federal or state law (including convicted felons, persons subject to domestic violence protective orders, and certain others) remain prohibited regardless of permit status.

The Iowa Department of Public Safety continues to issue permits to carry and permits to acquire for Iowans who choose to obtain them. Many gun owners still seek permits because they allow carry in states with reciprocity agreements and may prevent delays from NICS checks.

Sex Offender Registry

Iowa maintains a sex offender registry under Iowa Code Chapter 692A. The registry has been in effect since July 1, 1995. Individuals convicted of criminal offenses against minors, sexual exploitation, or sexually violent crimes are required to register.

Iowa uses a three-tier classification system:

The Iowa Sex Offender Registry is publicly searchable online. Employers, landlords, and the general public can access registry information, which includes the offender's name, photograph, address, employment information, and offense details.

Recent Changes to Iowa Background Check Laws

Des Moines Ban the Box (2021)

The passage of the Des Moines Ban the Box ordinance in November 2021 marked a significant expansion of fair-chance hiring protections in Iowa. The ordinance applies to all private employers in Des Moines. Waterloo's ordinance also bars every employer from asking about criminal history on a job application, but limits its pre-offer inquiry ban to employers with 15 or more employees.

Iowa Supreme Court Ruling on Waterloo Ordinance (2021)

The Iowa Supreme Court's decision in Iowa Association of Business and Industry v. City of Waterloo established important precedent. By upholding the timing restriction while striking down the adverse-action restriction, the Court drew a clear line: Iowa cities can regulate when employers ask about criminal history but cannot regulate how employers use that information in final hiring decisions.

Misdemeanor Expungement Law (2019)

Iowa Code Chapter 901C, effective July 1, 2019, gave individuals with certain misdemeanor convictions the ability to petition for expungement after eight years. This was a significant expansion of Iowa's previously limited expungement options, which had been mostly confined to deferred judgments and acquittals.

Permitless Carry and Firearms Background Checks (2021)

The 2021 change to Iowa firearms law eliminated the permit requirement for handgun purchases and public carry. While this reduced the role of state-level background checks for firearms, it increased reliance on the federal NICS system for purchases through licensed dealers.

Professional Licensing Reforms

Iowa Code Section 272C.15 has been strengthened over time to prevent licensing boards from using criminal history as an automatic bar to licensure. The five-year rehabilitation presumption gives individuals with older convictions a meaningful path to professional licensing, provided their offense is not among the excluded categories.

Frequently Asked Questions

Does Iowa have a Ban the Box law?

Iowa does not have a statewide Ban the Box law for private employers. However, Des Moines and Waterloo have local ordinances that prohibit employers from asking about criminal history on job applications or before a conditional offer of employment. State executive branch agencies also delay criminal history inquiries under a gubernatorial executive order.

How far back does a background check go in Iowa?

Under the federal Fair Credit Reporting Act, consumer reporting agencies generally cannot report non-conviction adverse information older than seven years for positions paying under $75,000 annually. Criminal convictions have no time limit and can be reported regardless of age. However, expunged records should not appear on background check reports in Iowa.

Can I get my criminal record expunged in Iowa?

Iowa allows expungement of certain misdemeanor convictions after eight years under Iowa Code Chapter 901C. Deferred judgments are expunged upon successful completion of probation. Acquittals and dismissed cases can be expunged after 180 days. Approximately 25 categories of offenses, including sex offenses, OWI, and domestic abuse assault, cannot be expunged. Misdemeanor expungement is a one-time lifetime opportunity.

Can an employer in Iowa deny me a job because of my criminal record?

Outside of Des Moines and Waterloo, Iowa employers may consider criminal history in hiring decisions. However, the EEOC recommends individualized assessments rather than blanket policies. Employers should consider the nature of the offense, the time elapsed, and the relevance to the job. Using criminal records as a proxy for race or another protected characteristic can violate federal and Iowa civil rights laws.

Who pays for a background check in Iowa?

Under Iowa Code Section 692.2, an employer must pay the fee only when it requests in writing that the applicant obtain a certified copy of the applicant's own criminal history data from the DCI and release it to the employer; the DCI charges $15 per last name searched. The statute does not require an employer to pay when it runs the background check itself rather than through the applicant. For tenant screening, landlords may charge an application fee to cover the cost of a background check. Professional licensing background checks, such as the $51 FBI fingerprint check for real estate licensees, are typically paid by the applicant.