FAQs
Frequently asked questions regarding the complaint process.
Discrimination is the unfair treatment of an individual because of a personal characteristic as described in the Act.
The Act covers discrimination in Employment, Housing, Public Accommodations, Credit, and Education.
The following personal characteristics are protected in all five areas: race, color, creed, sex, religion, national origin, physical disability, sexual orientation and gender identity*. Mental disability is covered in all areas except credit. Age is protected in employment, and credit. Familial status is protected in housing and credit. Marital status is protected in credit. There is an additional characteristic, retaliation, which is protected in all five areas. Pregnancy is covered in all five areas.
*As of July 1, 2025, gender identity is no longer a protected basis under Iowa Code chapter 216. All complaints filed under chapter 216 must be filed within 300 days of the most recent alleged discriminatory incident. Civil rights complaints of alleged illegal discrimination on the basis of gender identity that are received prior to July 1, 2025, will be processed and investigated pursuant to Iowa Code chapter 216. New complaints of alleged discrimination based on gender identity filed after July 1, 2025, must follow the 300-day filing deadline. Therefore, individuals who believe they have been discriminated against based on gender identity may have until April 27, 2026, to file a complaint with the Iowa Office of Civil Rights regarding any conduct that occurred prior to July 1, 2025.
Yes. You have 300 days from the date that you first found out about the discriminatory incident to file with the Iowa Office of Civil Rights. Your case will also be filed with EEOC or HUD, if these federal laws apply to your case. EEOC has a time limit of 300 days from the date of the discriminatory incident; HUD has a one-year time limit from the date of the discriminatory incident. In housing only, you can directly file in court with an attorney; the time limit to file directly in court is two years from the date that you first found out about the discriminatory incident.
It is a personal characteristic, or protected class, which is generally not to be considered in area-related decision-making. If the basis was a motivating factor in the incident, then the incident is usually a discriminatory practice. See the definition below.
A "discriminatory practice" is defined generally as an "incident because of a basis." See the definition below.
It is a decision or action, usually made by someone in authority, in one of the five areas, which adversely affects someone.
"Failure to hire," "harassing conduct," "failure to accommodate," "unequal pay," and "termination" are considered incidents in employment.
"Failure to serve" and "unequal service" are incidents in public accommodations.
"Refusal to rent/sell," "unequal terms," and "eviction" are incidents in housing.
"Refusal to admit," "harassing conduct," and "suspension" are incidents in education.
"Refusal to extend credit" and "unequal terms" are incidents in credit.