Guide to Texas Employment Law Rights in Arlington

13 min read

Introduction: Why Arlington Employees Need To Know Their Rights

Arlington, Texas sits at the heart of the Dallas–Fort Worth metroplex and employs more than 200,000 workers across sectors such as aerospace, healthcare, education, logistics, and the thriving service industry that supports AT&T Stadium and Globe Life Field. In a competitive labor market, understanding Texas employment law Arlington protections is critical. Common workplace disputes in North Texas include wrongful termination, unpaid overtime, discrimination, retaliation, and harassment. These conflicts can derail careers and jeopardize financial stability. Fortunately, state and federal statutes—when used correctly—offer meaningful remedies. This guide breaks down the legal essentials, timelines, and practical steps for Arlington employees who believe their rights have been violated.

Scope of This Guide

• Texas at-will employment rules and their limits

• Wage & hour protections under the Texas Labor Code and the Fair Labor Standards Act (FLSA)

Anti-discrimination and retaliation laws enforced by the Equal Employment Opportunity Commission (EEOC) Dallas District Office Complaint procedures before the Texas Workforce Commission Civil Rights Division

• Step-by-step guidance, filing deadlines, and local resources for residents of Arlington and greater Tarrant County

Legal disclaimer: This article is for informational purposes only and does not create an attorney–client relationship. Laws can change, and outcomes depend on individual facts. Consult a qualified Texas employment attorney for personalized advice.

Understanding Your Employment Rights in Texas

1. At-Will Employment—And Its Exceptions

Texas is an at-will state, meaning an employer may terminate an employee for any reason—or no reason—unless the firing is prohibited by law. Key exceptions include:

• Discrimination based on 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).

• Retaliation for engaging in protected activity such as filing a complaint, requesting accommodation, or blowing the whistle on illegal conduct.

• Refusal to commit an illegal act under the Texas Sabine Pilot doctrine (Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)).

• Public policy exceptions like jury duty, military leave, or filing a workers’ compensation claim.

2. Wage and Hour Basics

The federal Fair Labor Standards Act (FLSA) sets the national minimum wage ($7.25/hr) and overtime rules (time-and-a-half for hours over 40 in a workweek). Texas follows the federal minimum wage, but local employers competing for labor in Arlington’s market often pay more. Key wage rights include:

• Overtime Eligibility: Non-exempt employees must receive overtime pay. Job title is not determinative; actual duties and salary test control.

• Final Paychecks: Under Tex. Labor Code § 61.014, terminated employees are owed their final wages within six calendar days.

• Deductions: Employers cannot withhold wages unless authorized in writing or required by law (e.g., taxes, court orders).

3. Federal Protections that Overlay Texas Law

Texas law largely defers to federal statutes for civil rights protections. Arlington workers therefore benefit from:

• Title VII of the Civil Rights Act of 1964

• Family and Medical Leave Act (FMLA) guaranteeing up to 12 weeks of unpaid, job-protected leave for certain medical or family reasons

• Occupational Safety and Health Act (OSHA) ensuring a safe workplace

• Uniformed Services Employment and Reemployment Rights Act (USERRA) for military members

Common Employment Disputes in Texas

1. Wrongful Termination

Although Texas is at-will, a dismissal may be illegal if it violates statutory or public policy protections. Examples seen in Arlington’s healthcare and retail sectors include firing employees after filing workers’ compensation claims or for reporting wage theft.

2. Discrimination

Discrimination claims remain prevalent in Tarrant County. Patterns include:

• Age Discrimination—Employees 40+ denied promotions in favor of younger, less-qualified hires.

• Disability Discrimination—Failure to provide reasonable accommodation (e.g., modified schedules at Arlington’s call centers).

• Sexual Harassment—Hostile work environments in bars and hospitality venues clustered near Interstate 20.

3. Wage & Hour Violations

Common infractions include off-the-clock work, misclassification of delivery drivers as independent contractors, and unpaid sales commissions. Texas law permits back wages plus an equal amount in liquidated damages if the violation is found willful.

4. Retaliation & Whistleblower Issues

Employers cannot punish workers for protected complaints (Tex. Labor Code § 21.055). Examples include reduced hours, demotions, or negative reviews after an employee flags discrimination or safety issues.

Texas Legal Protections & Regulations

1. Texas Labor Code Chapter 21 (Texas Commission on Human Rights Act)

This chapter mirrors Title VII and allows employees to file discrimination and retaliation complaints with the Texas Workforce Commission Civil Rights Division (CRD). Key points:

• Applies to private employers with 15+ employees (20+ for age claims).

• Deadline: 180 days from the date of the alleged discriminatory act to file with the CRD.

• You may request a Notice of Right to Sue after 180 days, then have 60 days to file in state court.

2. EEOC Parallel Filing

Because Texas is a “deferral state,” timely filing with the CRD is deemed timely with the EEOC and vice versa. However, EEOC allows 300 days to file, so employees should assert federal claims through a “dual filing” to preserve all rights.

3. Wage Claims Under the Texas Payday Law

Unpaid wage claims under $20,000 may be filed with the TWC Wage and Hour Department. The statute of limitations is 180 days after the wages were due. Larger claims usually proceed in civil court under Tex. Labor Code § 61.051 or the FLSA, which has a two-year statute (three years for willful violations).

4. Workers’ Compensation Retaliation

Employees fired for claiming workers’ comp benefits can sue under Tex. Labor Code § 451.003 within two years. Damages include lost wages, mental anguish, and attorney’s fees.

5. Licensing of Texas Employment Attorneys

Lawyers must be licensed by the State Bar of Texas and follow the Texas Disciplinary Rules of Professional Conduct. Always confirm a lawyer’s standing via the State Bar of Texas attorney lookup.

Steps to Take After an Employment Dispute

Step 1: Preserve Evidence Immediately

• Save emails, texts, performance reviews, schedules, pay stubs, and eyewitness statements.

• Keep a timeline journal noting dates, people involved, and details.

• Do not take proprietary documents; focus on items you legally possess.

Step 2: Review Employer Policies

Many Arlington employers—especially large defense contractors in the Aerospace Corridor—have internal complaint procedures. Review the employee handbook for reporting channels, but understand that internal processes do not toll statutory filing deadlines.

Step 3: File an Internal Complaint (Optional but Strategic)

• Submit a concise, factual complaint to HR or compliance hotlines.

• Request written confirmation of receipt.

• Follow up if management fails to respond within a reasonable time.

Step 4: Consult an Attorney Early

Even before filing with an agency, speaking with counsel helps assess merits, preserve deadlines, and draft stronger complaints. Most employment attorneys, including Louis Law Group, offer free consultations.

Step 5: File with the Appropriate Agency

• Discrimination: Submit an Intake Questionnaire to the TWC-CRD or EEOC within 180/300 days respectively.

• Wage Claims: File online or mail Form LL-1 for Texas Payday Law within 180 days.

• OSHA Safety Issues: Complaints must be filed within 30 days for retaliation claims.

Be thorough and attach evidence. Agency investigations may last six months or longer, but you can request a Right to Sue letter at key stages.

Step 6: Monitor the Statute of Limitations

• Title VII: 90 days to sue after receiving an EEOC Right to Sue.

• FLSA: 2 years (3 for willful violations).

• Texas whistleblower retaliation: 90 days for public-sector employees.

Step 7: Consider Mediation or Settlement

EEOC often offers mediation early. An attorney can negotiate reinstatement, back pay, or confidentiality clauses. Never sign releases without legal review.

Step 8: File a Civil Lawsuit if Necessary

If agency remedies stall, your attorney can file suit in federal or state court. Jury trials are common in Tarrant County District Courts, which have shown increasing sympathy toward employees in retaliation cases (e.g., Robinson v. N. Tex. Health Care, 2022).

When to Seek Legal Help in Texas

Red Flags That Require an Employment Attorney

• Your termination followed closely after a protected complaint.

• You are asked to sign a non-compete or severance agreement within days of being fired.

• An internal investigation feels one-sided or hostile.

• Your wages are withheld, or your classification suddenly changes from employee to contractor.

Why Choose a Local Arlington Attorney

Court rules can vary by judge. An attorney familiar with Judge Brown’s discovery orders in the Northern District of Texas or Tarrant County courtroom customs can streamline your case. Moreover, a local lawyer understands the jury pool and typical settlement ranges for the Arlington market.

Louis Law Group—Advocates for Arlington Employee Rights

Louis Law Group has a proven track record representing workers against Fortune 500 corporations and local employers alike. The firm’s attorneys are admitted to practice in all Texas state courts, the Northern and Eastern Districts of Texas, and the Fifth Circuit Court of Appeals.

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

Local Resources & Next Steps

Government and Non-Profit Assistance

Texas Workforce Commission (TWC) — Wage claims, unemployment benefits, and discrimination complaints. EEOC Dallas District Office — Handles most Arlington federal discrimination claims. Tarrant County Bar Association Lawyer Referral Service — Find licensed employment attorneys.

• Legal Aid of NorthWest Texas — Free or low-cost representation for qualifying low-income workers.

What Arlington Employees Should Do Now

• Document incidents in real time.

• File agency complaints before deadlines expire.

• Consult experienced counsel to maximize recovery.

Ready to stand up for your rights? Louis Law Group offers strategic, compassionate representation. Call 833-657-4812 for your free consultation today.