Irving Guide to Texas Employment Law: Know Your Rights

13 min read

Introduction: Why Irving Workers Need to Understand Texas Employment Law

Irving, Texas is home to a diverse job market—ranging from Fortune 500 headquarters in nearby Las Colinas to the small businesses that power the city’s bustling entertainment, hospitality, and logistics sectors. While employment has grown steadily, so too have workplace disputes. In the past decade, the Texas Workforce Commission (TWC) has received thousands of wage and discrimination complaints from Dallas County residents, and the Equal Employment Opportunity Commission (EEOC) reports that Texas consistently ranks among the top five states for federal discrimination charges filed.

Whether you work in aviation at DFW, tech support along SH-114, or hospitality on Belt Line Road, understanding your rights is critical. Texas is an at-will state, meaning employers can terminate employees for almost any reason—or no reason at all—unless that reason violates federal or state law. Common disputes include:

• Wrongful termination

• Unpaid wages or overtime

• Discrimination based on race, sex, disability, age, or other protected traits

• Retaliation for whistleblowing or requesting accommodations

• Sexual and other forms of workplace harassment

This comprehensive guide—crafted for employees in Irving—explains Texas-specific statutes, key deadlines, and actionable steps to assert your rights. If you believe your workplace rights have been violated, call Louis Law Group today at 833-657-4812 for a free case evaluation.

Understanding Your Employment Rights in Texas

At-Will Employment—With Important Exceptions

Under Texas law, employment is presumed at-will (Texas Labor Code § 7.001). Your employer can fire you without notice for any lawful reason. However, four broad exceptions protect employees:

• Contractual Protection: Written or implied contracts (including union collective-bargaining agreements) can limit at-will firing.

• Statutory Protection: State and federal statutes prohibit discharge for discriminatory or retaliatory reasons.

• Public-Policy Exception: Texas courts recognize claims for workers fired for refusing to perform illegal acts (Sabine Pilot Service, Inc. v. Hauck).

• Protected Leave: Laws such as the FMLA safeguard employees who take qualifying medical or family leave.

Federal Protections That Apply to Irving Employees

• Title VII of the Civil Rights Act of 1964 – Prohibits employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), and national origin.

• Age Discrimination in Employment Act (ADEA) – Protects workers aged 40 and older.

• Americans with Disabilities Act (ADA) – Requires reasonable accommodations for qualified employees with disabilities.

• Fair Labor Standards Act (FLSA) – Establishes minimum wage, overtime pay, and record-keeping requirements.

Texas-Specific Statutes

The Texas Labor Code parallels many federal protections but often has different coverage thresholds and filing deadlines. For instance, the Texas Commission on Human Rights Act (TCHRA) extends anti-discrimination safeguards to employers with 15 or more employees, matching Title VII’s threshold. Key wage provisions—such as payment within six days of termination for day laborers—are uniquely Texas.

Common Employment Disputes in Texas

1. Wrongful Termination

Because Texas is at-will, wrongful termination claims typically hinge on proving illegal motives: discrimination, retaliation, or breach of contract. Retaliation claims surged after the COVID-19 pandemic, as employees who complained about unsafe conditions were sometimes dismissed. Statute of limitations vary—often 180 days with the TWC or EEOC, or two years for breach of contract.

2. Wage and Hour Violations

Texas adopts the federal minimum wage: $7.25 per hour. Overtime must be paid at 1.5 times the regular rate for hours worked over 40 in a workweek, unless the employee is exempt. Common wage issues in Irving include:

• Misclassifying employees as independent contractors or salaried “exempt.”

• Off-the-clock work in call centers and logistics.

• Unpaid commissions or bonuses, particularly in tech and sales roles.

3. Discrimination and Harassment

Between 2018 and 2023, Dallas County employees filed more than 5,000 discrimination charges with the EEOC. Discrimination may manifest through disparate pay, failure to promote, or hostile work environments. Sexual harassment remains prevalent in hospitality and service industries. Employers must investigate complaints promptly and take corrective action.

4. Retaliation & Whistleblower Claims

Retaliation is the number-one basis for EEOC charges nationally. Under both Title VII and the TCHRA, it is illegal to punish an employee for reporting discrimination, participating in an EEOC proceeding, or requesting accommodations. Public employees (such as those working for the City of Irving) have additional whistleblower rights under the Texas Whistleblower Act.

Texas Legal Protections & Regulatory Framework

Texas Commission on Human Rights Act (TCHRA)

The TCHRA (Texas Labor Code Chapter 21) mirrors federal civil rights laws but expands the definition of disability and provides a 180-day deadline from the date of discrimination to file a charge with the TWC Civil Rights Division.

Texas Payday Law

The Texas Payday Law (Labor Code §§ 61.001-61.095) allows employees to file wage claims with the TWC within 180 days after the wages became due. The agency can order payment of wages, penalties, and interest.

Filing with the EEOC or TWC

Employees can dual-file claims—one charge satisfies both state and federal requirements. In Irving, you may file online or visit the EEOC Dallas District Office (located 15 minutes from downtown Irving). For discrimination:

• Deadline: 300 days for EEOC charges in Texas (because of state agency work-sharing).

• Relief: Back pay, reinstatement, compensatory and punitive damages (capped based on employer size), attorney’s fees.

Recent Texas Case Law Impacting Employees

• Bostock v. Clayton County (U.S. Supreme Court, 2020) – Applied in Texas to protect LGBTQ employees under Title VII.

• Woods v. START Treatment & Recovery Centers, Inc. (5th Cir., 2022) – Reaffirmed that a causal link is enough to survive summary judgment in retaliation claims.

• Green v. Dallas County (5th Cir., 2023) – Held that any adverse action motivated by discrimination is actionable, expanding employee protections.

Steps to Take After an Employment Dispute

1. Document Everything

From the first sign of trouble, compile a timeline:

• Emails, texts, or Slack messages showing discriminatory statements or schedule changes.

• Time cards and pay stubs reflecting unpaid overtime.

• Performance reviews contradicting sudden termination claims.

2. Review Employer Policies

Texas courts often defer to internal complaint procedures. Follow your company’s handbook steps to report harassment or wage disputes. Failure to do so can limit damages under federal law (the Faragher-Ellerth defense).

3. File Administrative Charges Timely

• Discrimination/Retaliation: 180-day deadline with TWC; 300 days with EEOC.

• Wage Claims (TWC Payday Law): 180 days from the due date of wages.

• FLSA Overtime Lawsuit: 2 years (3 if willful) in federal court.

Remember, filing deadlines are strictly enforced. Missing them can bar your claim entirely.

4. Preserve Electronic Evidence

Back up files to a personal, secure device. Do not violate company data-security policies; instead, save copies of your own emails or download publicly accessible payroll records.

5. Avoid Retaliation Traps

If you suspect retaliation, keep notes of every disciplinary action and continue performing your job duties diligently. Texas courts look favorably on employees who maintain professionalism while asserting their rights.

6. Consult an Employment Attorney

Speaking with a lawyer early can prevent missteps. Attorneys can calculate damages, negotiate severance agreements, and file lawsuits in state or federal court. Louis Law Group serves clients across Irving and can evaluate your case for free—call 833-657-4812.

When to Seek Legal Help in Texas

Red Flags You Shouldn’t Ignore

• You’ve been fired within weeks of reporting harassment.

• Your employer classifies you as “exempt,” yet you spend most time on manual labor.

• HR dismisses your accommodation request without discussion.

• You’re offered a severance package that includes a broad release of claims.

Why Legal Representation Matters

Employers often have dedicated HR and legal departments. Having a knowledgeable advocate levels the playing field, especially in federal court where procedural rules are complex. An attorney can:

• Assess whether state or federal court is better for your claim.

• Maximize damages by adding state law causes of action (e.g., intentional infliction of emotional distress).

• Engage in mediation or arbitration mandated in your employment contract.

• Negotiate confidential settlements that protect your future employment prospects.

Louis Law Group has Texas-licensed attorneys familiar with local judges and the Northern District of Texas. Initial consultations are free. Dial 833-657-4812 today.

Local Resources & Next Steps

Key Agencies Serving Irving Employees

Texas Workforce Commission – File wage claims, discrimination charges, or unemployment appeals. EEOC Dallas District Office – 207 South Houston Street, Dallas, TX 75202. Dallas Bar Association Lawyer Referral Service – Connects low-income employees with pro bono counsel.

Community Support

In Irving, nonprofit groups like Legal Aid of NorthWest Texas and Mosaic Family Services provide free or sliding-scale assistance for low-wage workers and immigrants facing labor abuses.

Your Next Steps

• Gather all relevant documents—employment contracts, pay stubs, performance reviews.

• Write a detailed chronology of events while memories are fresh.

• Contact the appropriate agency (TWC or EEOC) before deadlines expire.

• Call Louis Law Group at 833-657-4812 for a no-cost review of your potential claims and legal strategy.

Remember: Taking prompt, informed action can preserve your rights and increase your chances of recovery. If you suspect your employer violated Texas or federal law, don’t wait. If you believe your workplace rights have been violated, call 833-657-4812 for a free case evaluation with Louis Law Group.

Legal Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Reading this material does not create an attorney-client relationship. Laws change regularly and may vary based on specific facts. For advice regarding your particular situation, consult a qualified Texas employment attorney.