All Roll Calls
Yes: 124 • No: 105
IowaHF 76791st General Assembly (2025–2026)HouseWALLET
A bill for an act concerning private sector employee drug testing. (Formerly HSB 26.) Effective date: 07/01/2025.
Sponsored By: COMMITTEE ON LABOR AND WORKFORCE
Signed by Governor
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Bill Overview
Analyzed Economic Effects
3 provisions identified: 0 benefits, 1 costs, 2 mixed.
Workers face new testing lawsuit rules
Beginning July 1, 2025, Iowa workers and job applicants can sue employers that violate or help violate private-sector drug-testing rules. Relief includes hiring or reinstatement, with or without back pay, other court-ordered relief, reasonable lawyer fees, and court costs. For hiring, reinstatement, or similar relief, claimants must show the violation more likely than not directly caused their claimed losses. The law removes the former requirement that employers prove compliance in claims about unlawfully required or requested tests. Workers, job applicants, county attorneys, and the attorney general can seek district court orders stopping employer violations, including proposed violations.
More workers covered by safety-sensitive rules
Beginning July 1, 2025, Iowa private employers can designate qualifying jobs as safety-sensitive under workplace drug-testing rules. These include jobs where an accident could cause death, serious injury, or major property or environmental damage. Jobs that directly supervise someone in a qualifying position also qualify.
Worker testing notices and paid retests
Beginning July 1, 2025, Iowa private employers may offer electronic or in-person delivery of written drug-testing notices. Workers, job applicants, and parents of minors can choose an offered method or certified mail with return receipt requested. Employers do not have to offer alternatives. After a current employee’s confirmed positive drug or alcohol test, the employer must give written notice of results, retest rights, and fees. Within seven days after the employer mails notice, the employee must request a retest, name an approved lab, and pay. The fee must reflect actual retest costs and align with the employer’s initial confirmatory-test cost. The employee’s chosen lab tests the second sample and reports to the medical review officer who reviewed the first test. That officer reports to the employer whether the retest confirms the result. If it does not, the first result cannot count as positive for discipline.
Sponsors & Cosponsors
Sponsor
COMMITTEE ON LABOR AND WORKFORCE
Affiliation unavailable
Cosponsors
There are no cosponsors for this bill.
Roll Call Votes
Senate vote • 5/14/2025
Passed Senate
Yes: 31 • No: 14
legislature vote • 3/27/2025
Motion to suspend rules for immediate consideration of amendment H-1212
Yes: 33 • No: 59
House vote • 3/27/2025
Passed House
Yes: 60 • No: 32
Actions Timeline
Signed by Governor.
6/6/2025HouseReported correctly enrolled, signed by Speaker and President, and sent to Governor.
5/22/2025HouseMessage from Senate.
5/14/2025HouseImmediate message.
5/14/2025SenatePassed Senate, yeas 31, nays 14.
5/14/2025SenateSubstituted for SF 110.
5/14/2025SenatePlaced on calendar under unfinished business.
4/3/2025SenateExplanation of vote.
4/3/2025HouseRead first time, attached to SF 110.
3/31/2025SenateMessage from House.
3/31/2025SenateImmediate message.
3/27/2025HousePassed House, yeas 60, nays 32.
3/27/2025HouseMotion to suspend rules failed.
3/27/2025HouseExplanation of vote.
3/27/2025HouseMotion to suspend rules for immediate consideration of amendment H-1212, yeas 33, nays 59.
3/27/2025HousePoint of order raised on amendment H-1212, ruled not germane.
3/27/2025HouseAmendment H-1212 filed.
3/26/2025HouseIntroduced, placed on calendar.
3/5/2025House
Bill Text
As Introduced
Enrolled
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