Minimum Wage & Employment Law Guide – Fort Worth, Texas

Introduction: Why Fort Worth Workers Need a Local Employment Law Guide

Fort Worth, Texas sits at the crossroads of cattle, energy, aviation, and a fast-growing tech sector. From Lockheed Martin’s massive assembly lines on the west side to bustling Sundance Square restaurants downtown, the city’s diverse workforce keeps Tarrant County’s economy humming. Yet even in “Cowtown,” employees still face unpaid overtime, discrimination, and wrongful terminations. Understanding how Texas minimum wage law interacts with federal statutes, the Texas Labor Code, and local procedures is critical for protecting your livelihood.

This guide provides Fort Worth-specific insight, a slight tilt toward employee protections, and strictly factual explanations based on authoritative sources such as the Fair Labor Standards Act (29 U.S.C. §201 et seq.), Title VII of the Civil Rights Act of 1964 (42 U.S.C. §2000e), the Texas Labor Code, and recent Texas court opinions.

Whether you punch a clock at Alliance Airport, code for a start-up in Near Southside, or serve steaks on West 7th, you have legal rights. Below, we break down what every Fort Worth worker should know about wages, discrimination, retaliation, and the steps to take when those rights are violated.

Understanding Your Employment Rights in Texas

1. The At-Will Doctrine and Its Exceptions

Texas is an at-will employment state. Under Texas common law, either the employer or the employee may end the employment relationship at any time, for any lawful reason, or for no reason at all. Yet “lawful” is the operative term. Several well-defined exceptions protect Fort Worth workers:

• Statutory Protections: Employers may not terminate or discipline you for reasons prohibited by federal or state law, including race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40+), disability, or certain whistleblowing activities.

• Sabine Pilot Retaliation: The Texas Supreme Court’s decision in Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985) created a narrow common-law exception barring termination for an employee’s refusal to perform an illegal act. Claims must be filed within two years under Texas Civil Practice & Remedies Code §16.003.

• Public Policy & Statutory Leaves: Firing someone for taking protected leave under the Family and Medical Leave Act (FMLA) or for reporting workers’ compensation claims violates federal or state law.

2. Minimum Wage & Overtime Basics

The Texas Minimum Wage Act (Texas Labor Code §62) adopts the federal Fair Labor Standards Act (FLSA) rate. As of 2024, that rate is $7.25 an hour. Key points:

• Overtime: Non-exempt employees must receive time-and-a-half for hours worked over 40 in a workweek (29 U.S.C. §207).

• Tipped Employees: Employers may pay as little as $2.13 per hour in direct wages if tips make up the difference to $7.25, but tip pooling must be lawful.

• Recordkeeping: Employers must retain payroll records for at least three years (29 C.F.R. §516).

Texas does not mandate daily overtime, rest breaks, or meal periods for adults, though federal child-labor rules apply to minors.

3. Anti-Discrimination & Harassment Protections

Two key statutes protect Fort Worth workers:

• Title VII of the Civil Rights Act of 1964 (42 U.S.C. §2000e) – covers employers with 15+ employees and prohibits discrimination based on race, color, religion, sex, and national origin.

• Texas Commission on Human Rights Act (TCHRA) (Texas Labor Code §21) – mirrors Title VII and also covers disability and age (40+), incorporating ADA and ADEA standards.

The same conduct can violate both federal and state law, allowing overlapping remedies.

Common Employment Law Violations in Texas

1. Wage Theft in Service & Oil-Field Jobs

Wage theft—from misclassifying oil-field operators as independent contractors to illegal deduction schemes in Fort Worth restaurants—remains one of the most frequent complaints filed with the Texas Workforce Commission (TWC). Under the FLSA, employees must be paid for all hours worked, including off-the-clock tasks such as pre-shift setup or donning required safety gear.

2. Misclassification of Employees as Independent Contractors

Ride-share drivers, construction laborers along I-35W expansions, and gig-economy technicians often discover they have been wrongly classified as contractors. The U.S. Department of Labor’s “economic reality” test focuses on control, opportunity for profit/loss, and integration into the employer’s business. Misclassified workers lose overtime, unemployment insurance, and workers’ compensation protections.

3. Discrimination & Harassment in the Workplace

Tarrant County saw 1,236 discrimination charges filed with the EEOC and TWC Civil Rights Division combined in fiscal year 2023 (source: EEOC charge data). The largest categories were retaliation, sex discrimination (including pregnancy), and disability discrimination. Hostile work environment claims often arise in male-dominated industries such as aerospace manufacturing.

4. Retaliation for Whistleblowing or Filing Claims

Retaliation is prohibited under both Title VII and the FLSA. Texas Labor Code §21.055 bars employers from retaliating against an employee who opposes a discriminatory practice or files a charge.

5. Wrongful Termination in Violation of Public Policy

While “wrongful termination” is not an independent cause of action in Texas, terminations that breach statutes (e.g., for attending National Guard duty, reporting workplace injuries, or refusing illegal acts) may give rise to claims.

Texas Legal Protections & Employment Laws

1. The Fair Labor Standards Act (FLSA)

Administered by the U.S. Department of Labor (DOL), the FLSA establishes minimum wage, overtime, child labor, and recordkeeping rules. Claims must typically be filed within two years (three years for willful violations) under 29 U.S.C. §255.

2. Title VII & the Texas Commission on Human Rights Act (TCHRA)

To preserve your discrimination claim, you must file a charge with either the EEOC or the TWC Civil Rights Division within 300 days of the unlawful employment practice (for EEOC dual-filing in Texas) or 180 days for purely state charges. After the agency issues a Notice of Right to Sue, you have 90 days (federal) or 60 days (state) to file a lawsuit.

3. Americans with Disabilities Act (ADA) & Accommodation Rights

The ADA (42 U.S.C. §12101 et seq.) requires employers with 15+ employees to provide reasonable accommodation to qualified workers with disabilities unless doing so would cause undue hardship. Interactive dialogue is mandated.

4. Family and Medical Leave Act (FMLA)

Eligible employees working for employers with 50+ employees within 75 miles of the worksite m### 1. The At-Will Doctrine and Its Exceptions

Texas is an at-will employment state. Under Texas common law, either the employer or the employee may end the employment relationship at any time, for any lawful reason, or for no reason at all. Yet “lawful” is the operative term. Several well-defined exceptions protect Fort Worth workers:

• Statutory Protections: Employers may not terminate or discipline you for reasons prohibited by federal or state law, including race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40+), disability, or certain whistleblowing activities.

• Sabine Pilot Retaliation: The Texas Supreme Court’s decision in Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985) created a narrow common-law exception barring termination for an employee’s refusal to perform an illegal act. Claims must be filed within two years under Texas Civil Practice & Remedies Code §16.003.

• Public Policy & Statutory Leaves: Firing someone for taking protected leave under the Family and Medical Leave Act (FMLA) or for reporting workers’ compensation claims violates federal or state law.

2. Minimum Wage & Overtime Basics

The Texas Minimum Wage Act (Texas Labor Code §62) adopts the federal Fair Labor Standards Act (FLSA) rate. As of 2024, that rate is $7.25 an hour. Key points:

• Overtime: Non-exempt employees must receive time-and-a-half for hours worked over 40 in a workweek (29 U.S.C. §207).

• Tipped Employees: Employers may pay as little as $2.13 per hour in direct wages if tips make up the difference to $7.25, but tip pooling must be lawful.

• Recordkeeping: Employers must retain payroll records for at least three years (29 C.F.R. §516).

Texas does not mandate daily overtime, rest breaks, or meal periods for adults, though federal child-labor rules apply to minors.

3. Anti-Discrimination & Harassment Protections

Two key statutes protect Fort Worth workers:

• Title VII of the Civil Rights Act of 1964 (42 U.S.C. §2000e) – covers employers with 15+ employees and prohibits discrimination based on race, color, religion, sex, and national origin.

• Texas Commission on Human Rights Act (TCHRA) (Texas Labor Code §21) – mirrors Title VII and also covers disability and age (40+), incorporating ADA and ADEA standards.

The same conduct can violate both federal and state law, allowing overlapping remedies.

Common Employment Law Violations in Texas

1. Wage Theft in Service & Oil-Field Jobs

Wage theft—from misclassifying oil-field operators as independent contractors to illegal deduction schemes in Fort Worth restaurants—remains one of the most frequent complaints filed with the Texas Workforce Commission (TWC). Under the FLSA, employees must be paid for all hours worked, including off-the-clock tasks such as pre-shift setup or donning required safety gear.

2. Misclassification of Employees as Independent Contractors

Ride-share drivers, construction laborers along I-35W expansions, and gig-economy technicians often discover they have been wrongly classified as contractors. The U.S. Department of Labor’s “economic reality” test focuses on control, opportunity for profit/loss, and integration into the employer’s business. Misclassified workers lose overtime, unemployment insurance, and workers’ compensation protections.

3. Discrimination & Harassment in the Workplace

Tarrant County saw 1,236 discrimination charges filed with the EEOC and TWC Civil Rights Division combined in fiscal year 2023 (source: EEOC charge data). The largest categories were retaliation, sex discrimination (including pregnancy), and disability discrimination. Hostile work environment claims often arise in male-dominated industries such as aerospace manufacturing.

4. Retaliation for Whistleblowing or Filing Claims

Retaliation is prohibited under both Title VII and the FLSA. Texas Labor Code §21.055 bars employers from retaliating against an employee who opposes a discriminatory practice or files a charge.

5. Wrongful Termination in Violation of Public Policy

While “wrongful termination” is not an independent cause of action in Texas, terminations that breach statutes (e.g., for attending National Guard duty, reporting workplace injuries, or refusing illegal acts) may give rise to claims.

Texas Legal Protections & Employment Laws

1. The Fair Labor Standards Act (FLSA)

Administered by the U.S. Department of Labor (DOL), the FLSA establishes minimum wage, overtime, child labor, and recordkeeping rules. Claims must typically be filed within two years (three years for willful violations) under 29 U.S.C. §255.

2. Title VII & the Texas Commission on Human Rights Act (TCHRA)

To preserve your discrimination claim, you must file a charge with either the EEOC or the TWC Civil Rights Division within 300 days of the unlawful employment practice (for EEOC dual-filing in Texas) or 180 days for purely state charges. After the agency issues a Notice of Right to Sue, you have 90 days (federal) or 60 days (state) to file a lawsuit.

3. Americans with Disabilities Act (ADA) & Accommodation Rights

The ADA (42 U.S.C. §12101 et seq.) requires employers with 15+ employees to provide reasonable accommodation to qualified workers with disabilities unless doing so would cause undue hardship. Interactive dialogue is mandated.

4. Family and Medical Leave Act (FMLA)

Eligible employees working for employers with 50+ employees within 75 miles of the worksite may take up to 12 weeks of unpaid, job-protected leave in a 12-month period for serious health conditions, birth, or adoption, and up to 26 weeks for military caregiver leave.

5. Texas Payday Law

Texas Labor Code §61 authorizes employees to file wage claims with the TWC within 180 days of when the unpaid wages originally became due.

6. Statutes of Limitations Snapshot

• FLSA overtime/minimum wage: 2 years (3 for willful).

• Title VII/TCHRA discrimination: Charge within 300/180 days; suit within 90/60 days after right-to-sue.

• Sabine Pilot wrongful discharge: 2 years.

• Texas Payday Law wage claim (administrative): 180 days.

• FMLA interference/retaliation: 2 years (3 for willful).

• Steps to Take After Workplace Violationsay: take up to 12 weeks of unpaid, job-protected leave in a 12-month period for serious health conditions, birth, or adoption, and up to 26 weeks for military caregiver leave.

5. Texas Payday Law

Texas Labor Code §61 authorizes employees to file wage claims with the TWC within 180 days of when the unpaid wages originally became due.

6. Statutes of Limitations Snapshot

• FLSA overtime/minimum wage: 2 years (3 for willful).

• Title VII/TCHRA discrimination: Charge within 300/180 days; suit within 90/60 days after right-to-sue.

• Sabine Pilot wrongful discharge: 2 years.

• Texas Payday Law wage claim (administrative): 180 days.

• FMLA interference/retaliation: 2 years (3 for willful).

Steps to Take After Workplace Violations

1. Document Everything

Keep copies of pay stubs, schedules, emails, performance evaluations, and witness statements. In Fort Worth, you may need these records to file with the TWC Wage & Hour Division located at 101 E. 15th Street in Austin (claims are processed statewide) or with the Dallas District Office of the EEOC, which has jurisdiction over Tarrant County.

2. Report Internally When Safe

Many large Fort Worth employers—such as American Airlines and Texas Health Resources—maintain HR hotlines. Reporting in writing creates a record of your good-faith attempt to resolve issues and may be required before certain retaliation claims.

3. File Administrative Charges Promptly

• Wage Claim (TWC): Complete Form LL-1 online or by mail within 180 days.

• Discrimination Charge (EEOC/TWC): File online, by phone, or in person within 300/180 days. Dual filing covers both agencies.

• OSHA Complaint: For safety hazards or whistleblower issues, complaints should be filed within 30 days of retaliation under Section 11(c) of the OSH Act.

4. Consider Mediation

The EEOC offers free mediation services in Dallas-Fort Worth. Early resolution can save time and stress, though you should weigh potential settlements against statutory damages.

5. Consult a Licensed Texas Employment Lawyer

Texas attorneys must be licensed by the State Bar of Texas and in good standing to represent you in state or federal court. An attorney can calculate back pay, front pay, liquidated damages, emotional distress damages, and attorney’s fees potentially recoverable under the FLSA, Title VII, or TCHRA.

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

When to Seek Legal Help in Texas

Contact an employment lawyer fort worth texas if:

• You are terminated after refusing to falsify oil-field logs.

• Your employer fails to pay promised overtime despite 50-hour weeks at a logistics warehouse near DFW Airport.

• You experience sexual harassment at a Stockyards restaurant and management ignores complaints.

• You need a reasonable accommodation for a disability and HR refuses without explanation.

• You receive a Notice of Right to Sue and have limited time to file in federal court.

Texas wrongful termination cases move quickly once administrative prerequisites are met. An attorney can file in the U.S. District Court for the Northern District of Texas, Fort Worth Division, or in Tarrant County state courts depending on venue and claims.

Local Resources & Next Steps

1. Government Agencies Serving Fort Worth

• EEOC Dallas District Office: 207 S. Houston St., Dallas, TX 75202 – (800) 669-4000.

• TWC Civil Rights Division: 1117 Trinity St., Rm 144-T, Austin, TX 78701 – (888) 452-4778.

• Tarrant County Bar Association Lawyer Referral: (817) 336-4101.

2. Worker Centers & Legal Aid

• Texas RioGrande Legal Aid – Fort Worth Office

• Workers Defense Project (Dallas outreach) for construction wage theft.

3. Continuing Education for Employees & Employers

Free webinars on DOL Wage and Hour Division compliance, TWC’s Texas Conference for Employers, and the EEOC’s “Start Smart” program offer ongoing learning.

Authoritative External Links

Texas Labor Code Chapter 62 – Minimum Wage

Code of Federal Regulations, Title 29 – Labor

U.S. Equal Employment Opportunity Commission

Texas Workforce Commission Official Site

DOL Wage & Hour Fact Sheets

Legal Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Employment law is complex and fact-specific; you should consult a licensed Texas attorney about 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.