Dallas Texas Employment Law Guide: Know Your Rights

10 min read

Introduction: Why Understanding Texas Employment Law Matters in Dallas

Dallas is home to more than 1.3 million residents and one of the fastest-growing job markets in the United States. From high-tech startups in Deep Ellum to global corporations headquartered in Uptown, the city offers diverse employment opportunities. Yet with opportunity comes risk: wrongful termination, unpaid overtime, workplace discrimination, retaliation, and harassment remain common challenges for Dallas workers. Understanding your rights under Texas employment law—and how they intersect with federal protections—is the first step toward safeguarding your career, livelihood, and peace of mind.

This comprehensive guide, written from an employee-centric perspective, breaks down the laws, deadlines, and local resources Dallas workers need to navigate workplace disputes. Whether you believe you were fired for reporting illegal conduct, denied overtime pay, or subjected to hostile remarks based on race, gender, or disability, this article delivers step-by-step instructions tailored to the realities of working in Dallas, Texas.

What You Will Learn

• The basics of at-will employment in Texas—and the critical exceptions that protect employees.

• Key statutes such as the Texas Labor Code, Fair Labor Standards Act (FLSA), and Title VII of the Civil Rights Act.

• How to recognize and document common workplace violations.

Filing deadlines and procedures with the Texas Workforce Commission (TWC) and the EEOC Dallas District Office.

• When—and how—to seek help from a Texas-licensed employment attorney.

Disclaimer: This guide provides general information only and does not create an attorney-client relationship. Laws change frequently; consult qualified counsel for advice about your specific situation.

Understanding Your Employment Rights in Texas

1. Texas Is an At-Will Employment State—but Not Without Limits

Under Texas law, most private-sector employment is at will. This means your employer can terminate your employment—or you can quit—at any time and for any lawful reason, or no reason at all. However, "lawful" is the operative word. Termination based on discrimination, retaliation, or in violation of public policy is illegal. Below are the primary legal limits on at-will employment in Dallas:

Protected Classes: Employers may not fire, demote, or refuse to hire someone because of race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity), religion, age (40+), disability, or genetic information under Title VII, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and Texas Labor Code Chapter 21.

• Retaliation Protections: Employees who oppose or report unlawful practices (e.g., discrimination, wage violations, or unsafe conditions) are protected from retaliation. Texas Labor Code § 21.055 and various federal statutes (e.g., FLSA, OSHA) prohibit adverse actions for whistleblowing.

• Contract & Public Policy Exceptions: Written contracts, collective bargaining agreements, or clear employer policies can override at-will status. Firing an employee for refusing to perform an illegal act or for reporting illegal activities may also create a Sabine Pilot wrongful termination claim under Texas common law.

2. Wage and Hour Protections

The federal Fair Labor Standards Act (FLSA) mandates a minimum wage of $7.25 per hour (the same minimum in Texas) and overtime pay at 1.5 times the regular rate for hours worked beyond 40 in a workweek. Key points for Dallas employees:

• Overtime Eligibility: Most hourly workers qualify for overtime; certain salaried professionals, administrators, and executives may be exempt based on duties and salary thresholds.

• Tip Credit: Employers may pay tipped employees as little as $2.13 per hour if tips make up the difference to $7.25. Employers must follow strict tip-pooling and record-keeping rules.

• Record Keeping: Employers must keep accurate wage records for at least three years under FLSA regulations.

• If your employer fails to pay overtime or minimum wage, you may recover back pay, liquidated damages, and attorney fees.

For more details, see the U.S. Department of Labor’s FLSA Overtime Rules.

3. Federal Anti-Discrimination and Harassment Laws

Title VII, ADA, ADEA, and the Genetic Information Nondiscrimination Act (GINA) apply to Texas employers with 15 or more employees (20 for ADEA). The Equal Employment Opportunity Commission (EEOC) enforces these statutes. Unlawful harassment is conduct "severe or pervasive" enough to create a hostile work environment or result in a tangible employment action (e.g., demotion, dismissal).

Common Employment Disputes in Texas

1. Wrongful Termination

Although Texas employers have broad termination rights, firing someone for an illegal reason is considered wrongful termination. Common illegal motives include:

• Age, race, sex, or disability discrimination.

• Retaliation for reporting safety violations or wage theft.

• Refusal to engage in illegal activities (Sabine Pilot exception).

• Taking protected leave under the Family and Medical Leave Act (FMLA).

2. Wage and Hour Violations

Dallas is home to a vibrant service and gig economy. Issues include:

• Failure to pay overtime or final wages on time.

• Miscalculating tips or employing illegal tip-pool arrangements.

• Misclassifying employees as independent contractors to avoid overtime.

3. Discrimination and Harassment

Pervasive harassment or subtle promotion denials can amount to discrimination. Texas Labor Code Chapter 21 and federal laws prohibit disparate treatment and "hostile work environment" harassment.

4. Retaliation & Whistleblower Claims

Employees who complain about safety violations (OSHA), wage issues (FLSA), or discrimination (Title VII/Chapter 21) are protected. Public-sector employees have additional safeguards under the Texas Whistleblower Act.

Texas Legal Protections & Regulations

1. Texas Labor Code Chapter 21 (TCHRA)

The Texas Commission on Human Rights Act mirrors many federal anti-discrimination provisions and applies to employers with 15+ employees. Claims must be filed with the TWC’s Civil Rights Division within 180 days of the discriminatory act.

2. Texas Workforce Commission (TWC) Procedures

• File a Charge: Submit an initial complaint either online or at a local TWC office.

• Dual Filing with EEOC: For overlapping claims, the TWC automatically dually files your complaint with the EEOC.

• Investigation & Mediation: TWC may offer mediation, request documents, and interview witnesses.

• Right-to-Sue Letter: If unresolved, you receive a notice permitting you to file suit in state court.

For wage claims under Texas Labor Code § 61 (Texas Payday Law), you have 180 days from the wage due date to file with TWC.

3. EEOC Dallas District Office

Federal discrimination claims require filing with the EEOC within 300 days of the adverse action. The Dallas District Office serves Collin, Dallas, Denton, Ellis, and surrounding counties.

4. Statutes of Limitation for Common Claims

• Title VII, ADA, ADEA, GINA: 90 days to sue after receiving the EEOC right-to-sue notice.

• Texas Labor Code Chapter 21: 60 days to sue after TWC issues a right-to-sue, or within two years of filing the charge.

• FLSA Wage Claims: 2 years (3 for willful violations) from the date of each underpayment.

• Sabine Pilot Wrongful Termination: 2 years under Texas tort law.

Steps to Take After an Employment Dispute

1. Document Everything

• Create a Timeline: Record dates, times, witnesses, and the substance of each incident.

• Secure Evidence: Save emails, text messages, performance reviews, pay stubs, and photos of abusive notes or graffiti.

• Maintain Confidentiality: Store evidence on personal devices or cloud accounts—not employer property.

2. Follow Internal Complaint Procedures

Many Dallas employers maintain written anti-harassment or wage complaint policies. Follow these guidelines first when feasible. Courts often expect that employees give the employer an opportunity to address the problem.

3. File Administrative Charges Promptly

Depending on the dispute:

• Discrimination/Harassment: File with TWC Civil Rights Division or EEOC within 180/300 days.

• Wage Theft: Submit a wage claim to TWC under Texas Payday Law within 180 days of when wages were due.

• OSHA Safety Complaints: File within 30 days for whistleblower retaliation claims.

4. Consider Mediation or Settlement

Early resolution can save time and stress. Both TWC and EEOC offer free mediation services. Retaining counsel early can help ensure you receive a fair settlement.

5. Preserve Deadlines for Court Action

Once you receive a right-to-sue letter from TWC or EEOC, calendaring the 60- or 90-day deadline is critical. Missing it can bar your claim permanently.

When to Seek Legal Help in Texas

1. Complex Claims or High Stakes

While employees can self-file administrative complaints, hiring an experienced Texas employment attorney helps when:

• You were terminated or demoted and lost significant income.

• The case involves multiple claims (e.g., discrimination and wage theft).

• Your employer is represented by counsel or is a large corporation.

2. Benefits of Legal Representation

Attorneys licensed by the State Bar of Texas understand local court rules, Texas evidence law, and the Dallas jury pool. They can:

• Prepare a persuasive legal strategy.

• Calculate damages (back pay, front pay, emotional distress, punitive damages).

• Negotiate severance agreements and handle EEOC/TWC communications.

3. How Louis Law Group Can Assist

Louis Law Group has helped Dallas employees recover unpaid wages, negotiate favorable settlements, and litigate discrimination cases in federal and Texas courts. The firm offers free, confidential case evaluations and works on contingency in many employment matters.

Local Resources & Next Steps

Texas Workforce Commission (Dallas Field Office): 101 E. 15th Street, Rm. 144-T, Austin, TX 78778 | (800) 832-9394 | Website EEOC Dallas District Office: 207 S. Houston St., 3rd Floor, Dallas, TX 75202 | (800) 669-4000 | Website

• Dallas Bar Association’s Lawyer Referral Service: (214) 220-7444

• Legal Aid of Northwest Texas: (888) 529-5277

Next Steps:

• Identify the type of workplace violation you experienced.

• Document incidents thoroughly and follow internal complaint channels.

• File with TWC or EEOC before the deadline.

• Consult an attorney to preserve your right to sue and maximize recovery.

Take Action Today If you believe your workplace rights have been violated, call Louis Law Group at 833-657-4812 for a free case evaluation.

Conclusion

Whether you face wage theft, discrimination, or retaliation, understanding Texas employment law in Dallas is essential. Armed with the information above—and experienced legal counsel when necessary—you can protect your livelihood and hold employers accountable.

Legal Disclaimer: This article is for informational purposes only and does not constitute legal advice. Consult a qualified attorney licensed in Texas regarding your specific circumstances.