Working remotely from another state can create legal, tax, employment, operational, technology, and financial responsibilities for the University of Iowa and the employing unit.
These arrangements require additional review and are not automatically approved.
Supervisors and Human Resources should review the information on this page and complete the Remote Work Risk Review before an employee begins working outside of Iowa or a flexible work arrangement is promised.
When this guidance applies
Use this guidance when a current or future employee wants to work remotely from a state other than Iowa. The work location, job type, reason for the arrangement, duration, and schedule all influence the level of institutional risk and the appropriate review path.
Start with four questions
| Where? Iowa, another state, or another country? | Who? What is the job type, classification, funding source, and bargaining status? |
| Why? Is the location required for the role or requested for personal convenience? | How long? Is the arrangement temporary or ongoing, and what schedule is proposed? |
University policy and eligibility
- Graduate student employees are not eligible for domestic out-of-state remote work under current university employment standards.
- Requests to work remotely outside Iowa require additional university-level review of compliance risks. Approval depends on compelling business reason.
- Faculty and staff requesting to work outside Iowa for personal reasons for 30 consecutive calendar days or more must use the applicable out-of-state process.
- A different process applies when the nature of the job requires the employee to work in another state.
- Student employees are not eligible for domestic out-of-state work under current university employment standards.
- Teaching faculty and teaching assistants are not eligible to work outside Iowa.
What the university considers
Job suitability
Can the duties be performed effectively from the proposed location?
Operations
Can the unit maintain service, supervision, communication, and continuity?
Payroll and tax
What state withholding, unemployment, workers' compensation or related requirements apply?
Employment law
What state or local wage-hour, leave, or employment requirements apply?
Employee relations
How do classification, bargaining status, funding, and policy consistency affect the request?
Technology and data
Can systems, equipment, privacy, confidentiality, and security requirements be managed?
State complexity
What combined administrative burden and risk are created by the proposed state?
Responsibilities of the employing unit
- Determine whether there is a significant business reason to support the request.
- Confirm that the job can be performed effectively and securely from the proposed location.
- Provide the employee's job responsibilities, salary, funding source, work schedule, and required equipment or materials.
- Accept responsibility for additional costs and locally managed conditions associated with an approved arrangement.
- Monitor the arrangement and address changes in location, duties, schedule, or operating conditions.
An approved arrangement may last up to one year, must be completed annually, and may be reviewed or changed by the employing college or organization.
Supervisors and HR: Start with Remote Work Risk Review
The risk review should occur before the employee initiates the work arrangement. The review identifies institutional considerations and conditions so the department can make an informed decision.