Texas Employment Law Guide — Workplace Rights & Protections
At-will employment, discrimination, wages, harassment, and retaliation protections under Texas law.
An employment law claim — whether it involves discrimination, wage theft, wrongful termination, or retaliation — typically follows a complaint-and-investigation process before it ever reaches a courtroom. Most claims must first be filed with the EEOC or a state agency, which investigates and attempts to resolve the matter. If that does not work, the next step is litigation. The strength of your case depends heavily on documentation — what you can prove, and when you reported it.
Key Protections
Texas's primary employment protections come from the Texas Commission on Human Rights Act (TCHRA) §21.051, which prohibits workplace discrimination based on race, color, disability, religion, sex, national origin, age (40+), genetic information — applies to employers with 15+ employees; mirrors federal title vii protections.
At-Will Exceptions
Strong at-will doctrine; Texas recognizes a narrow public policy exception (Sabine Pilot doctrine — termination for refusal to commit an illegal act) but does not recognize implied contract or covenant of good faith and fair dealing exceptions §21.001.
Wages and Compensation
| Texas Law | |
|---|---|
| Minimum Wage | No state minimum wage above federal; federal FLSA rate of $7.25/hr applies §62.051 |
| Overtime | No state overtime law; federal FLSA overtime rules apply (1.5x regular rate for hours over 40 in a workweek) |
| Wage Payment | Texas Payday Law requires employers to pay wages at least semimonthly for non-exempt employees and at least monthly for exempt employees on designated paydays §61.011 |
| Final Paycheck | If fired, final wages due within 6 calendar days of termination; if employee quits, final wages due on the next regularly scheduled payday §61.011 |
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Frequently Asked Questions
General answers to common questions. Specific outcomes depend on your facts and timing.
If you have a deadline, court notice, or upcoming hearing, mention it when requesting assistance so timing can be evaluated promptly.
- 180 days to file with the TWC Civil Rights Division, or 300 days with the EEOC through dual filing
- No state minimum wage above federal; federal FLSA rate of $7.25/hr applies