Employment Law Guide for Dallas, Texas Workers

Introduction: Why Dallas Workers Need to Understand Employment Law

Dallas is home to more than 1.3 million residents and a diverse economy rooted in technology, health care, finance, and the ever-growing logistics sector that supports North Texas’s role as a transportation hub. Whether you clock in at a Fortune 500 headquarters along the North Dallas Tollway, a logistics warehouse in South Dallas, or a local restaurant in Deep Ellum, your livelihood depends on fair wages, safe working conditions, and freedom from unlawful discrimination. Texas follows the at-will employment doctrine, meaning either the employer or the employee may terminate the relationship at any time, for any lawful reason. Yet “at-will” does not give employers carte blanche to violate statutes such as the Texas Labor Code, Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act (FLSA), or the Americans with Disabilities Act (ADA). Knowing the limits of at-will employment—and the protective exceptions—is critical for Dallas workers seeking to safeguard their careers and financial security.

This guide explains key employee rights under Texas employment law, common violations, and practical steps to protect yourself. All information is drawn from authoritative sources, including the Texas Labor Code, Texas Commission on Human Rights Act (TCHRA), federal statutes, Texas Workforce Commission (TWC) regulations, and published court opinions from the U.S. Court of Appeals for the Fifth Circuit and Texas state courts. We slightly favor employee perspectives while remaining factual and evidence-based.

Understanding Your Employment Rights in Texas

1. At-Will Employment—and Its Important Exceptions

Texas Labor Code § 21.051 incorporates the federal anti-discrimination framework and sets the baseline that employment is presumed at-will. However, courts recognize several exceptions where firing an employee is unlawful:

• Statutory Protections: Employers may not terminate or retaliate against employees for protected characteristics (race, color, national origin, sex, religion, age, disability) under Title VII, the ADA, the Age Discrimination in Employment Act (ADEA), and the Texas Commission on Human Rights Act (Texas Labor Code Chapter 21).

• Public-Policy Exception: Under Sabine Pilot v. Hauck, 687 S.W.2d 733 (Tex. 1985), it is wrongful to fire an employee solely for refusing to perform an illegal act.

• Contractual Employment: Written employment contracts, collective bargaining agreements, or implied contracts (though rare in Texas) can override at-will status.

• Retaliation Protections: Statutes protect workers who file safety complaints (OSHA), wage claims (FLSA/TWC), or discrimination charges (EEOC/TWC) from retaliation.

2. Wage and Hour Rights Under the FLSA and Texas Payday Law

The Fair Labor Standards Act establishes a federal minimum wage ($7.25 per hour) and overtime pay at 1.5× the regular rate for hours beyond 40 in a workweek. Texas has not enacted a higher state minimum wage, so the FLSA rate applies. The Texas Payday Law (Texas Labor Code Chapter 61) requires timely payment of earned wages and commissions. If your employer withholds your final paycheck or refuses to pay overtime, you may file a wage claim with the TWC within 180 days of the date wages became due.

3. Anti-Discrimination Protections

The Texas Commission on Human Rights Act mirrors Title VII but applies to employers with 15 or more employees (compared to Title VII’s 15, ADA’s 15, and ADEA’s 20). It prohibits discrimination in hiring, promotion, discipline, compensation, and termination. Dallas workers are also protected under federal law from harassment (a form of discrimination) that creates a hostile work environment.

Common Employment Law Violations in Texas

1. Unpaid Overtime and Off-the-Clock Work

Employers in Dallas’s logistics warehouses and technology startups sometimes misclassify salaried employees as “exempt” to avoid paying overtime. The U.S. Department of Labor has sued several Texas employers for willfully violating the FLSA. Non-exempt employees must receive overtime, even if they agree to a fixed salary.

2. Wrongful Termination

Although Texas is an at-will state, terminations based on race, sex, disability, pregnancy, national origin, or protected whistleblowing are illegal. In Mission Consolidated ISD v. Garcia, 372 S.W.3d 629 (Tex. 2012), the Texas Supreme Court confirmed that retaliation claims under the TCHRA are actionable when an employee is fired for opposing discriminatory practices.

3. Retaliation for Safety Complaints

Dallas’s construction boom has escalated safety concerns. Workers who report OSHA violations or refuse dangerous work are protected from retaliation under Section 11(c) of the Occupational Safety and Health Act and under Sabine Pilot’s public-policy exception in Texas.

4. Disability and Pregnancy Accommodation Failures

The ADA and Texas Labor Code require reasonable accommodation for qualified individuals with disabilities. Similarly, employers must accommodate pregnancy-related limitations unless doing so causes undue hardship. Failure to provide modified duties or leave can spur discrimination claims.

5. Hostile Work Environment and Sexual Harassment

High-profile cases in Dallas’s restaurant industry illustrate that repeated, severe, or pervasive harassment violates both Title VII and the TCHRA. Employers must take prompt remedial action once they know—or should have known—about harassment.

Texas Legal Protections & Employment Laws

1. Key Texas Statutes

• Texas Labor Code Chapter 21 (TCHRA): State-level anti-discrimination statute enforced by the Texas Workforce Commission Civil Rights Division (CRD).

• Texas Labor Code Chapter 61 (Payday Law): Governs wage payments, commissions, and final paychecks.

• Texas Health and Safety Code § 81.002: Provides certain job protections for employees complying with public health orders (relevant during infectious disease outbreaks).

2. Federal Statutes Applicable in Texas

• Title VII of the Civil Rights Act of 1964

• Fair Labor Standards Act (29 U.S.C. § 201 et seq.)

• Americans with Disabilities Act (42 U.S.C. § 12101 et seq.)

• Family and Medical Leave Act (29 U.S.C. § 2601 et seq.) – for employers with 50+ employees.

3. Statutes of Limitations

• TCHRA discrimination claim: 180 days to file a charge with the TWC CRD (Texas Labor Code § 21.202).

• Title VII/ADA/ADEA claim: 300 days to file a charge with the EEOC (because Texas is a “deferral” state).

• FLSA overtime claim: Two years (three for willful violations) to file a lawsuit (29 U.S.C. § 255).

• Texas Payday Law wage claim: 180 days with the TWC.

• Sabine Pilot wrongful termination claim: Two years under Texas’s residual limitations period.

4. Attorney Licensing and Fees in Texas

Only lawyers licensed by the State Bar of Texas may give legal advice or represent employees in court. Many employment attorneys accept cases on a contingency fee basis, meaning fees are collected only if the employee recovers damages. Under Title VII, a prevailing plaintiff may recover reasonable attorney’s fees from the employer.

Steps to Take After Workplace Violations

Document Everything Keep copies of emails, text messages, pay stubs, timesheets, performance reviews, and witness statements. Texas law does not prohibit recording conversations if one party to the conversation consents, but always check company policy and consult counsel before recording. Follow Internal Complaint Procedures Many employers have an HR grievance policy. Filing internally first can strengthen a later EEOC claim by showing you gave the company a chance to fix the problem. File an Administrative Charge on Time For discrimination or retaliation, submit a charge to the TWC CRD or EEOC within 180/300 days. Dallas workers can file online, by mail, or in person at the EEOC Dallas District Office, 207 S. Houston St., Suite 600, Dallas, TX 75202. File a Wage Claim Unpaid wages or commissions? Use the TWC’s online portal or mail Form LL-1 within 180 days. Seek Reasonable Accommodation If you need a disability or pregnancy accommodation, submit a written request specifying job limitations and proposed solutions. Consult an Employment Lawyer An employment lawyer Dallas Texas residents trust can evaluate your claims, preserve evidence, and meet deadlines.

When to Seek Legal Help in Texas

You should speak with counsel when:

• You have been terminated after reporting discrimination or safety issues.

• Your employer refuses to pay overtime or final wages.

• You face harassment that HR ignores or exacerbates.

• You need to negotiate severance or a non-compete agreement (enforceable under Texas Business and Commerce Code § 15.50 if reasonable in scope).

• You are asked to sign arbitration or class-action waivers that may limit your rights.

Time is critical because missing a filing deadline can permanently bar your claim. A Texas-licensed attorney can also help you estimate damages—back pay, front pay, emotional distress, punitive damages (capped under Texas Labor Code § 21.2585), and attorney’s fees.

Local Resources & Next Steps

Dallas-Area Government Agencies

EEOC Dallas District Office Texas Workforce Solutions – Greater Dallas Offices Texas Workforce Commission Main Site

Non-Profit and Bar Association Resources

• Legal Aid of NorthWest Texas (LANWT) – provides free civil legal services to qualifying low-income workers.

• Dallas Bar Association Lawyer Referral Service – connects residents with pre-screened employment attorneys.

Practical Tips for Dallas Employees

• Keep a workplace journal noting dates, times, and details of incidents.

• Request written confirmation of wage-rate changes or accommodations.

• Use official email for complaints to create an audit trail.

• Consider mediation—many EEOC cases settle early via the agency’s free mediation program.

Conclusion

Dallas’s vibrant job market offers opportunity, but it also creates room for abuse when employers disregard state and federal laws. Understanding your rights under the Texas Labor Code, Title VII, FLSA, ADA, and related statutes is your first line of defense. If you believe your employer violated these laws, quick action—documenting, filing timely complaints, and consulting counsel—can preserve your claims and increase the likelihood of recovery.

Disclaimer: This article is for informational purposes only and does not constitute legal advice. Laws change, and your situation may differ. Always consult a licensed Texas employment attorney before taking action.

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.