Dallas Texas Employment Law Guide: Protect Your Rights

13 min read

Introduction: Why Dallas Employees Need to Know Texas Employment Law

North Texas is booming—Dallas–Fort Worth has added roughly 1.2 million jobs in the past decade, and major employers such as AT&T, Southwest Airlines, and Texas Instruments continue to expand. While this rapid growth creates opportunity, it also fuels workplace conflicts. Dallas workers routinely confront wrongful termination, unpaid overtime, discrimination, retaliation, and harassment. Understanding how Texas employment law intersects with federal protections is essential if you want to safeguard your livelihood and reputation.

This comprehensive guide—written with a slight bias toward empowering employees—explains the legal rights and remedies available to Dallas workers. We cover:

• Key provisions of the Texas Labor Code and how “at-will” employment really works

Deadlines for filing complaints with the Texas Workforce Commission (TWC) and Equal Employment Opportunity Commission (EEOC)

• Common employment disputes in Texas and recent court precedents

• Step-by-step actions to preserve evidence, file claims, and protect your career

• When—and why—to consult an experienced Dallas employment attorney

Disclaimer: This article provides general information only and is not legal advice. Laws change, and each case is unique. Consult a licensed Texas employment attorney before making decisions about your situation.

Understanding Your Employment Rights in Texas

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

Under Texas law, employers can terminate employees for any lawful reason or no reason at all. However, terminations that violate public policy, retaliate for protected activity, or discriminate against a protected class are illegal. The Texas Supreme Court recognized a narrow public-policy exception in Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), protecting employees who refuse to perform illegal acts.

2. Protected Classes Under Federal and State Law

• Title VII of the Civil Rights Act of 1964—race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), and national origin.

• Age Discrimination in Employment Act (ADEA)—employees age 40 and older.

• Americans with Disabilities Act (ADA) & Chapter 21 of the Texas Labor Code—disability discrimination.

• Genetic Information Nondiscrimination Act (GINA)—genetic information.

3. Wage & Hour Rights

Texas follows the federal Fair Labor Standards Act (FLSA). Non-exempt workers are entitled to:

• Minimum wage of $7.25 per hour (Texas has not adopted a higher state minimum)

• Overtime pay at 1.5× regular rate for hours worked over 40 in a workweek

• Timely payment of wages under Chapter 61 of the Texas Labor Code

The TWC enforces wage claims up to $20,000; larger claims typically require civil litigation.

4. Retaliation Protections

Both federal statutes (e.g., Title VII, FLSA, OSHA) and the Texas Labor Code prohibit employers from punishing workers who engage in protected activity—reporting discrimination, filing wage claims, serving on a jury, or reporting safety violations (Texas Whistleblower Act for public employees).

Common Employment Disputes in Texas

1. Wrongful Termination

Although “wrongful termination” is not a standalone claim in Texas, employees can sue for termination that violates anti-discrimination statutes, employment contracts, or whistleblower protections. Recent Fifth Circuit case Smith v. Board of Supervisors of Southern University (2022) reaffirmed that employers cannot fire workers for reporting Title VII violations.

2. Unpaid Wages and Overtime

Dallas’s hospitality and oil-field support sectors often misclassify employees as “independent contractors” or “exempt” to avoid overtime. The U.S. Department of Labor recovered more than $30 million in back wages for Texas workers in 2023 alone.

3. Workplace Discrimination & Harassment

Texas courts apply the federal “severe or pervasive” standard for hostile work environments, but Chapter 21 claims require filing with the TWC/EEOC within 180 days of the unlawful act. Federal EEOC claims allow up to 300 days when the state has a deferral agency (Texas does).

4. Retaliation & Whistleblower Claims

Retaliation claims have surged statewide. In Digital Realty Trust, Inc. v. Somers, 138 S. Ct. 767 (2018), the U.S. Supreme Court clarified Dodd-Frank whistleblower protections, influencing Texas courts. Public employees have additional safeguards under Tex. Gov’t Code §554.

Texas Legal Protections & Regulations

1. Key Texas Statutes

• Texas Labor Code Chapter 21—discrimination, harassment, and retaliation.

• Chapter 61—Texas Payday Law (wage claims).

• Chapter 451—workers’ compensation retaliation.

• Chapter 103—job reference immunity; defamation exceptions if employer maliciously provides false information.

2. Filing Deadlines (Statutes of Limitations)

Discrimination (TWC/EEOC)180 days (Texas) / 300 days (EEOC dual-file) FLSA Overtime2 years (3 years for willful violation) Texas Payday Claim (TWC)180 days from date wages were due Workers’ Comp Retaliation2 years Sabine Pilot Public-Policy Termination2 years

3. TWC Complaint Process

• Submit a completed “Charge of Discrimination” or “Wage Claim” online or in person.

• TWC issues Notice of Charge to employer; employer must respond.

• TWC investigates, may mediate, and determines cause/no cause.

• Right-to-Sue letter issued; employee has 60 days (state) or 90 days (federal) to file suit.

4. EEOC Interaction

The Dallas District Office (207 South Houston Street, Dallas, TX 75202) collaborates with TWC. Dual-filing preserves both state and federal remedies. For more, visit the EEOC Dallas Field Office.

Steps to Take After an Employment Dispute

1. Preserve Evidence Immediately

• Save emails, text messages, performance reviews, schedules, time cards, and pay stubs.

• Write a timeline of events while details are fresh.

• Identify witnesses—co-workers, clients, or vendors who observed misconduct.

2. Follow Internal Policies First (If Safe)

Consult your employee handbook. File internal grievances or speak with HR. Courts look favorably on employees who use company processes before litigating (see Faragher/Ellerth defense).

3. File a Charge or Wage Claim

• Discrimination/Harassment: File with TWC/EEOC within 180/300 days.

• Unpaid Wages: File Texas Payday Claim within 180 days or start FLSA lawsuit.

• Retaliation: Include retaliation details in your initial Charge.

4. Keep Working—If Possible

Sudden resignation may limit back-pay damages. If the environment is intolerable, consult counsel about a “constructive discharge” claim.

5. Engage an Experienced Attorney Early

An attorney can draft complaints, negotiate severance, and avoid procedural pitfalls (e.g., EEOC administrative prerequisites).

When to Seek Legal Help in Texas

Consult a lawyer if:

• You received a Notice of Charge, right-to-sue letter, or negative performance review after complaining.

• Your unpaid wages exceed $20,000 (TWC cap) or involve overtime misclassification.

• You need to negotiate a severance or non-compete agreement governed by Tex. Bus. & Com. Code §15.50.

• You are facing complex claims—e.g., intersection of ADA accommodations and FMLA leave.

Louis Law Group focuses on representing employees statewide. Our Dallas team understands local juries, federal judges in the Northern District of Texas, and regional mediators. We have recovered millions for wronged employees and offer contingency-fee representation—no fee unless we win.

If you believe your workplace rights have been violated, call 833-657-4812 for a free case evaluation.

Local Resources & Next Steps for Dallas Employees

Texas Workforce Commission Employee Portal—file wage claims and access job services. EEOC Dallas District Office—submit discrimination charges. State Bar of Texas Lawyer Referral Service—verify attorney licenses.

• Legal Aid of NorthWest Texas—free or reduced-fee services for qualifying workers.

• U.S. Department of Labor Wage & Hour Division, Dallas District—federal overtime enforcement.

Dallas’s competitive labor market and employer growth create both opportunity and risk. Staying informed and acting promptly are your best defenses.

Next Step: Contact Louis Law Group at 833-657-4812 today. Our attorneys will review your documentation, outline your options, and help you pursue maximum compensation.

Frequently Asked Questions

How much time do I have to sue for unpaid overtime?

You generally have two years from the date of the violation; three years if you can show the employer’s conduct was willful.

Can I record conversations with my boss in Texas?

Texas is a one-party consent state (Tex. Penal Code §16.02). You may legally record if you are a party to the conversation, but never place a hidden recording device in areas where you are not present.

What damages can I recover in a discrimination lawsuit?

Back pay, front pay, reinstatement, compensatory damages (emotional distress), punitive damages (Title VII caps based on employer size), attorneys’ fees, and court costs.

Louis Law Group—Fighting for Dallas Employee Rights. Call 833-657-4812 or use our online form for a free, confidential consultation today.