Employment Law Guide for Arlington, Texas Workers

Introduction: Why Arlington Workers Need a Local Employment Law Guide

The City of Arlington, Texas sits squarely between Dallas and Fort Worth, hosts roughly 400,000 residents, and supports diverse industries—from General Motors’ Arlington Assembly plant and aerospace contractors near Arlington Municipal Airport, to the University of Texas at Arlington, Six Flags, and the Texas Rangers’ Globe Life Field. No matter where you clock in, you are protected by both Texas employment law and key federal statutes. Yet many people searching for an employment lawyer Arlington Texas do so only after they have already lost wages, faced discrimination, or been wrongfully terminated. This guide explains the rights and remedies that Texas and federal law provide to employees, and outlines practical next steps you can take in Arlington today.

We rely exclusively on authoritative sources—such as the Texas Labor Code, Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA), and published opinions of Texas and federal courts. Where deadlines, agency procedures, or legal citations are discussed, they have been verified against the current text of the statute or official agency guidance. Information below slightly favors the employee perspective while staying factual and neutral enough to serve all Arlington stakeholders.

Understanding Your Employment Rights in Texas

The At-Will Doctrine and Its Exceptions

Texas is an at-will employment state, meaning either the employer or the employee can end the working relationship for any reason—or no reason—at any time, unless that reason is prohibited by law (Texas Labor Code § 7.001; Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)). Key exceptions include:

• Statutory Protections – Terminating an employee because of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity per Bostock v. Clayton County, 140 S. Ct. 1731 (2020)), national origin, age (40+), disability, or genetic information violates Title VII, the Texas Commission on Human Rights Act (TCHRA), the ADA, or the Age Discrimination in Employment Act (ADEA).

• Public Policy Exception – Employers may not fire an employee solely for refusing to perform an illegal act (Sabine Pilot).

• Contract Exception – Employees with a valid individual contract, collective-bargaining agreement, or government civil-service status may have additional job security.

Wage and Hour Basics

The federal Fair Labor Standards Act sets overtime at 1.5× the regular rate for hours worked beyond 40 in a workweek, unless the worker meets an exemption (29 U.S.C. § 207). The minimum wage in Texas mirrors the federal rate—currently $7.25/hour. Arlington workers may also be entitled to unpaid wages, commissions, or bonuses promised in writing under Texas Labor Code Chapter 61 (the Texas Payday Law).

Protected Leave Rights

Arlington employers with 50+ employees must observe the Family and Medical Leave Act (FMLA), granting eligible workers up to 12 weeks of unpaid, job-protected leave for specified family and medical reasons. Paid sick leave ordinances attempted by cities such as Austin and Dallas have been struck down in Texas courts; as of this writing, no Arlington-specific paid leave mandate exists.

Workplace Safety and Retaliation

The federal Occupational Safety and Health Act (OSHA) demands safe workplaces. Texas does not have a state OSHA plan, so Arlington employers are regulated directly by federal OSHA. Retaliation for reporting safety violations is prohibited (29 U.S.C. § 660(c)).

Common Employment Law Violations in Texas

Discrimination and Harassment

The Texas Workforce Commission’s Civil Rights Division (TWC-CRD) enforces the TCHRA, which mirrors Title VII but applies to employers with as few as 15 employees. Discriminatory acts include failing to hire, demoting, or discharging someone because of a protected class. Hostile work environment harassment is also unlawful when it is severe or pervasive enough to alter employment conditions.

Wrongful Termination

Because Texas is at-will, wrongful termination claims usually hinge on proving an illegal motive—e.g., firing for filing a workers’ compensation claim (Texas Labor Code § 451.001), reporting fraud under the Texas Whistleblower Act (for public employees), or complaining about unpaid wages. Courts routinely award reinstatement, lost wages, and sometimes punitive damages when employers violate these laws.

Unpaid Overtime and Off-the-Clock Work

Common wage violations in Arlington manufacturing plants and hospitality venues include misclassifying hourly workers as salaried “managers,” refusing to pay time-and-a-half for more than 40 hours, automatic meal-break deductions, and failing to factor nondiscretionary bonuses into the regular rate. The U.S. Department of Labor recovered more than $1.3 million in back wages from Texas employers for FLSA violations in FY 2023 alone (DOL Wage and Hour Division data).

Disability Accommodation Failures

Under the ADA and TCHRA § 21.128, employers must provide reasonable accommodations unless it causes undue hardship. Arlington call-center employees with migraine disorders or GM assembly-line workers with carpal-tunnel often need schedule changes or ergonomic tools. Denying or ignoring these requests can be actionable.

Retaliation

Retaliation is the most frequent basis of EEOC charges nationwide. An employer may not punish an employee for filing a discrimination complaint, requesting FMLA leave, or reporting wage theft. This protection extends even if the underlying claim is ultimately dismissed, as long as the worker had a good-faith belief of wrongdoing (Burlington N. & Santa Fe Ry. Co. v. White, 548 U.S. 53 (2006)).

Texas Legal Protections & Employment Laws

Key Texas Statutes Every Arlington Employee Should Know

• Texas Labor Code Chapter 21 (Texas Commission on Human Rights Act) – Mirrors Title VII protections and allows employees to file discrimination charges through the TWC-CRD.

• Texas Labor Code Chapter 61 (Texas Payday Law) – Provides a quick administrative remedy for unpaid wages, with a 180-day filing deadline.

• Texas Labor Code § 451 – Protects employees from retaliation after filing a workers’ compensation claim.

• Texas Whistleblower Act (Tex. Gov’t Code § 554) – Shields public-sector employees who report legal violations to an appropriate law-enforcement authority.

• Texas Minimum Wage Act (Tex. Labor Code § 62) – Adopts the FLSA’s minimum wage and grants the TWC authority to investigate.

Federal Statutes That Apply in Arlington

• Title VII of the Civil Rights Act of 1964

• Fair Labor Standards Act (FLSA)

• Americans with Disabilities Act (ADA)

• Family and Medical Leave Act (FMLA)

• Age Discrimination in Employment Act (ADEA)

• Genetic Information Nondiscrimination Act (GINA)

Statutes of Limitations

• EEOC/TWC Discrimination Charge: 300 days from the adverse act (Title VII) if filed with EEOC/TWC dual filing; 180 days if filed only with TWC.

• FLSA Overtime/Wage Claims: 2 years, extended to 3 years for willful violations (29 U.S.C. § 255).

• Texas Payday Law: 180 days from the date wages were due.

• Sabine Pilot wrongful termination: 2 years under Texas’s general tort statute.

• ADA and ADEA: Same EEOC/TWC filing deadlines above; lawsuits must generally be filed within 90 days of receiving a right-to-sue notice.

Steps to Take After Workplace Violations

1. Document Everything

Create a timeline, save emails, photograph schedules, and keep pay stubs. In overtime disputes, personal calendars and phone GPS logs can corroborate hours worked.

2. Review Employer Policies

Many Arlington employers—including UT Arlington and large dealerships along I-20—maintain internal grievance procedures. Using them first may strengthen your claim or may be mandatory under an arbitration agreement. However, internal deadlines do not stop statutory filing clocks.

3. File an Administrative Charge

Discrimination and harassment claims must start with the EEOC or TWC-CRD. The nearest EEOC field office is in Dallas (207 South Houston St., Dallas, TX 75202). The TWC has a Workforce Solutions office at 140 W. Mitchell St., Arlington, TX 76010 where staff can provide general guidance, though formal discrimination charges must be filed online or by mail.

4. Consider a Texas Payday Claim or FLSA Action

If your dispute involves unpaid wages, you may file a Texas Payday Law claim online with the TWC for amounts up to the full unpaid wage. For larger or systemic overtime issues, filing a lawsuit in U.S. District Court for the Northern District of Texas (Fort Worth Division) may be appropriate. Collective actions allow similarly situated coworkers to join.

5. Speak to an Employment Lawyer Early

Attorneys licensed by the State Bar of Texas (Tex. Gov’t Code § 81) can advise on claims, negotiate settlements, and represent you in court or arbitration. Many Arlington attorneys handle cases on contingency, meaning you pay fees only if you recover money. Seeking legal advice quickly helps preserve evidence and meet deadlines.

When to Seek Legal Help in Texas

Signs You May Need Counsel

• You were fired shortly after complaining about discrimination or unpaid overtime.

• Your employer tells you you’re an “independent contractor,” yet controls your hours and provides equipment.

• You are offered a severance agreement with a release of claims but little time to review.

• Human Resources ignores repeated accommodation requests for a disability or pregnancy.

• You face harassment and retaliation from a supervisor who is also the decision-maker for promotions.

How to Choose the Right Arlington Attorney

Search for lawyers who focus on labor and employment law, hold board certification in labor & employment (Texas Board of Legal Specialization), or are members of the National Employment Lawyers Association (NELA). Check disciplinary history via the State Bar of Texas Lawyer Directory.

Costs and Fee-Shifting

Several statutes—including Title VII and the FLSA—allow prevailing employees to recover reasonable attorney’s fees from employers, reducing out-of-pocket risk.

Local Resources & Next Steps

Government Agencies Serving Arlington

Texas Workforce Commission Civil Rights Division Equal Employment Opportunity Commission U.S. Department of Labor Wage & Hour Division Occupational Safety & Health Administration

Local Non-Profits and Clinics

UT Arlington School of Social Work maintains a community referral sheet that lists free or low-cost legal clinics in Tarrant County. Legal Aid of Northwest Texas (600 E. Weatherford St., Fort Worth) offers limited employment-law representation to qualifying low-income residents.

Practical Next Steps for Arlington Employees

• Mark filing deadlines in your calendar—300 days for discrimination, 2 years for FLSA.

• Gather evidence: texts, emails, timecards, witness names.

• Request your personnel file in writing (Texas Labor Code § 52. Any employer who maintains the file must provide a copy within 15 days of a written request).

• Consult a Texas-licensed employment lawyer before signing any severance or settlement agreement.

• If safety is an issue, contact OSHA or the TWC Safety Hotline immediately.

Legal Disclaimer: This information is provided for educational purposes only and does not constitute legal advice. Employment laws change frequently. For guidance on your specific situation, consult a licensed Texas employment attorney.

If you experienced workplace discrimination, wrongful termination, or wage violations, call Louis Law Group at 833-657-4812 for a free case evaluation and employment consultation.