Concerning private sector employee drug testing

Sponsored by the Senate Workforce Committee

Topics:Business & economy Jobs & workers

Same legislation: HSB 26, SSB 1014, HF 767

Write your legislators about itWhat changed before it passed

Official bill page Lobbyist declarations One-pager to print

Where it is now

Done: IntroducedJanuary 15, 2025
Done: SubcommitteeJanuary 15, 2025
Done: Senate committeeJanuary 22, 2025
Done: Passes the SenateMay 14, 202531–14
Skipped: House committeeSkipped
Done: Passes the HouseMarch 27, 202560–32
Done: To the GovernorMay 22, 2025
Done: Signed into lawJune 6, 2025

HF 767 became law → The same legislation passed as HF 767, so this version was set aside. Go to HF 767 What’s a funnel?

What’s in it

AI summary Employers could decide which jobs are considered "safety-sensitive" for drug testing purposes. If an employer breaks drug testing rules, employees can sue for damages, but they must prove the violation caused their harm. This change also allows certain legal notices to be sent in person or electronically if the employee prefers.¹

Read the official explanation

5, concerning private sector employee drug testing.5, is defined as a job wherein an accident could cause loss of human life, serious bodily injury, or significant property or environmental damage, including a job with duties that include immediate supervision of a person in a safety-sensitive position. The bill provides that the definition applies to positions designated as safety sensitive positions by the employer. The bill provides that specified communications required under current law to be provided by certified mail, return receipt requested, can also be provided in person or by electronic notification if an employee or prospective employee so chooses. 5 can be subject to civil remedies.5 must be reasonable.5 directly caused any damages for which affirmative relief is sought.5 were met.

Why it matters. Private employers can now designate any position as safety-sensitive for drug testing purposes. Employees and job applicants may choose to receive required legal notifications in person or electronically rather than by certified mail. If an employee sues an employer for a drug testing violation, the employee must prove that the violation directly caused their damages.²

Full bill text · What changed before it passed³

Senate subcommittee

Named January 15, 2025 (as SSB 1014). On January 22, 2025 it recommended passage.

Three legislators hear a bill first and recommend what the committee should do; it’s the best time to weigh in. How to take part

Iowa Code it changes

Amends§730.5

How the Code works⁴

Lobbying

9 for · 10 against · 25 undecided · Who →

Family tree

Tried before

SF 361Passed a chamber89th GA HF 748Cleared committee89th GA SF 319Passed a chamber90th GA HF 460Cleared committee90th GA

Study bill

HSB 26Renumbered SSB 1014Renumbered

91st General Assembly

SF 110Didn’t advancefrom SSB 1014 HF 767Became lawfrom HSB 26

Earlier and later bills are matched by wording or an identical title.

Tried before

This idea has been filed in 2 earlier General Assemblies. None became law, though one got through a chamber.

HF 460 Concerning private sector employee drug testing
90th General Assembly · Approved by committee · same title
Cleared committee
SF 319 Concerning private sector employee drug testing
90th General Assembly · Passed Senate · same title
Passed a chamber
SF 361 Concerning private sector employee drug testing
89th General Assembly · Passed Senate · same title
Passed a chamber
HF 748 Concerning private sector employee drug testing
89th General Assembly · Approved by committee · very similar
Cleared committee

Matched by wording or an identical title.