Frisco, Texas Employment Law & Minimum Wage Rights Guide

Introduction: Why Frisco Workers Need a Local Employment Law Guide

Frisco, Texas is one of the fastest-growing cities in the United States, anchored by major employers such as the Frisco Independent School District, T-Mobile’s regional offices, Baylor Scott & White Medical Center, and a thriving technology start-up scene clustered around the Dallas North Tollway. While booming job growth creates opportunity, it also increases the likelihood of wage disputes, discrimination complaints, and wrongful terminations. Whether you are serving customers at The Star District, coding for a fintech company off Legacy Drive, or working remotely from your Frisco apartment, you are protected by both federal and Texas employment laws.

This comprehensive guide explains the rights and remedies available to workers under the Texas Labor Code, Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act, and other governing statutes. It slightly favors employees—because an informed workforce is the best defense against unlawful workplace practices—yet remains firmly grounded in verifiable law. Every fact is sourced from statutes, regulations, or published court opinions. If you believe your employer is violating the law, you can take concrete steps outlined below and, if needed, seek help from an employment lawyer Frisco Texas residents trust.

1. Understanding Your Employment Rights in Texas

1.1 Texas Is an At-Will Employment State—With Limits

Texas follows the common-law doctrine of at-will employment. Under most circumstances, an employer or employee may terminate the relationship at any time, with or without cause, and with or without notice. However, key exceptions protect workers:

• Statutory Protections: Employers cannot fire or discipline an employee for reasons forbidden by law—race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40+), disability, or genetic information under Title VII, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA).

• Texas Commission on Human Rights Act (TCHRA), Texas Labor Code Chapter 21: Mirrors many federal anti-discrimination statutes and allows claims to be filed with the Texas Workforce Commission (TWC) Civil Rights Division.

• Public-Policy Exception (Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)): An employer may not fire an employee solely for refusing to perform an illegal act.

• Contractual or Collective-Bargaining Agreements: If you have an employment contract (common with professional athletes at the Ford Center or specialized engineers at Raytheon), that contract governs termination rights.

1.2 Minimum Wage and Overtime Basics

The Texas Minimum Wage Act, Tex. Labor Code § 62.051, adopts the federal minimum wage, currently $7.25 per hour. Employers must comply with the higher of any applicable rates, but neither Frisco nor the State of Texas has enacted a higher local minimum wage. Under the FLSA, non-exempt workers must receive 1.5 times their regular rate for hours worked over 40 in a workweek.

Common exemptions include executives, administrative, and professional employees paid on a salary basis of at least $684/week (as of 2024). Misclassification is rampant in the technology and gig economy sectors prominent in Collin and Denton Counties. If you are treated as an independent contractor but work full-time under employer control, you may be entitled to overtime pay.

1.3 Protected Leave

• Family and Medical Leave Act (FMLA): Up to 12 weeks of unpaid, job-protected leave for qualified employees of covered employers (50+ employees within 75 miles).

• Paid Time Off: Texas does not mandate paid sick leave. Any PTO policy is contractual. However, employers must not discriminate in administering leave.

2. Common Employment Law Violations in Texas

Based on TWC enforcement statistics and EEOC charge data for the Dallas District Office (which covers Frisco), the following issues frequently arise:

• Unpaid Wages and Overtime – Failure to pay non-exempt employees for all hours worked, off-the-clock “prep” time at restaurants around Stonebriar Centre, or shorting delivery drivers on mileage reimbursements.

• Tip Theft – Illegally pooling tips with management, or failing to ensure tipped employees’ earnings reach the $7.25 hourly floor.

• Misclassification of Workers – Labeling full-time staff as independent contractors, especially in IT consulting and logistics startups along the Frisco–Plano corridor.

• Retaliation – Disciplining or firing workers who complain internally or file wage or discrimination claims. Retaliation accounts for more than one-third of EEOC charges statewide.

• Disability Discrimination – Failing to provide reasonable accommodations, such as modified work schedules for medical appointments at Medical City Frisco.

• Sexual Harassment – Unwelcome conduct of a sexual nature that creates a hostile work environment. The Texas Labor Code was amended in 2021 to extend liability to employers with one employee for sexual-harassment claims (Tex. Labor Code § 21.141).

3. Texas Legal Protections & Employment Laws

3.1 Key Statutes and Agencies

• Fair Labor Standards Act (FLSA) – 29 U.S.C. § 201 et seq. governs minimum wage, overtime, and child labor.

• Texas Minimum Wage Act – Tex. Labor Code Chapter 62.

• Texas Payday Law – Tex. Labor Code Chapter 61; permits wage claims through the TWC within 180 days of non-payment.

• Texas Commission on Human Rights Act – Tex. Labor Code Chapter 21; handles discrimination, harassment, and retaliation claims.

• Occupational Safety and Health Act (OSHA) – Federal regulations require safe workplaces; complaints can be filed anonymously.

3.2 Statutes of Limitations

• Wage Claims (TWC): 180 days from the date wages were due (Tex. Labor Code § 61.051).

• FLSA Lawsuit: 2 years; 3 years if the violation is willful (29 U.S.C. § 255).

• EEOC/TWC Discrimination Charge: 300 days for Title VII claims in Texas; 180 days for TCHRA if not dual-filed.

• Sabine Pilot Wrongful-Termination Claim: 2-year statute of limitations for wrongful discharge contrary to public policy.

3.3 Employer Record-Keeping Requirements

The FLSA requires employers to retain payroll records for at least three years. Texas Payday Law requires keeping wage and hours worked records for the preceding two years. Failure to maintain accurate records can shift the burden of proof to the employer in a wage claim.

4. Steps to Take After Workplace Violations

4.1 Document Everything

Courts and agencies rely on evidence. Preserve emails, text messages, time sheets, pay stubs, or photographs of posted schedules. Texas recognizes electronic evidence under Tex. R. Evid. 101 and 902. Back up files to a personal, password-protected device.

4.2 Use Internal Complaint Procedures First—If Safe

Many employers in Frisco have employee handbooks that outline grievance procedures. Lodging an internal complaint can show good faith and may stop the misconduct. Retaliation for participating in protected activity is unlawful under Title VII and the Texas Labor Code.

4.3 File an Administrative Charge

Unpaid Wages: Submit a wage claim online or by mail to the Texas Workforce Commission Wage Claim Portal. Keep a copy of your submission and certified-mail receipt.

• Discrimination or Harassment: File with the EEOC Dallas District Office or the TWC Civil Rights Division. A single filing is usually dual-filed with both agencies.

• OSHA Violations: File a confidential safety complaint at the OSHA Fort Worth Area Office.

4.4 Cooperate With Investigators

You may be asked to provide statements, witness names, or additional documents. Retaliation for cooperating is illegal.

4.5 Consider Mediation or Settlement

The TWC and EEOC offer voluntary mediation. Settlement can result in back pay, reinstatement, or policy changes without the costs of litigation.

4.6 File a Lawsuit Before Limitations Expire

After receiving a right-to-sue letter from the EEOC or TWC, you typically have 90 days to file discrimination claims in court. Wage and hour lawsuits may be filed directly in federal or state court after required agency processes (if any) or limitations have been met.

Discover more about our services on the Louis Law Group website.

5. When to Seek Legal Help in Texas

Employment statutes are complex and deadlines unforgiving. You should consult an attorney licensed by the State Bar of Texas when:

• Your employer fired you shortly after you complained about pay or harassment.

• You are negotiating a severance agreement from a corporate headquarters along the Platinum Corridor.

• You suspect large-scale misclassification or wage theft involving multiple employees (potential collective action under FLSA).

• You need accommodations for a disability and HR refuses.

• You have been subjected to repeated hostile behavior due to race, gender, or age.

Texas lawyers must be in good standing with the State Bar and may not charge an unconscionable fee (Tex. Disciplinary R. Prof’l Conduct 1.04). Many employment attorneys represent employees on a contingency-fee basis or offer hourly consultations.

6. Local Resources & Next Steps

• Workforce Solutions for North Central Texas – Collin County (address: 1701 W. Eldorado Pkwy., McKinney, TX 75069) serves Frisco jobseekers with unemployment claims and retraining.

• EEOC Dallas District Office – 207 S. Houston St., 3rd Floor, Dallas, TX 75202; covers Collin and Denton Counties.

• Collin County District Courts (in McKinney) and Denton County District Courts (in Denton) hear state employment lawsuits arising from Frisco workplaces.

Texas Statutes Online – Official access to the Texas Labor Code.

U.S. Department of Labor FLSA Overview

Next Steps: Evaluate the evidence you have, confirm deadlines, and decide whether to file an agency complaint or contact counsel. Early legal advice can preserve claims and maximize recovery.

Legal Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Employment law is fact-specific; consult a licensed Texas attorney to evaluate your particular situation.

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.