Pasadena, Texas Employment Law Guide: Know Your Rights

12 min read

Introduction: Why Pasadena Employees Need This Guide

Pasadena, Texas, sits in the heart of the Houston–The Woodlands–Sugar Land metro area, home to more than seven million residents and a diverse workforce—from petrochemical plant operators off State Highway 225 to healthcare workers at HCA Houston Healthcare Southeast. In such a dynamic labor market, workplace disputes are inevitable. Whether you believe you were wrongfully terminated, denied overtime, subjected to workplace discrimination, or retaliated against for reporting safety violations, understanding your rights under Texas employment law is the critical first step toward justice.

This guide offers employees in Pasadena an in-depth look at their legal protections, deadlines, and avenues for relief. It draws on authoritative sources such as the Texas Workforce Commission (TWC), the EEOC Houston District Office, and the Texas Labor Code Chapter 21. While every effort has been made to keep this material current and accurate, employment law is fact-specific. If you think your rights have been violated, call Louis Law Group at 833-657-4812 for a free case evaluation.

Understanding Your Employment Rights in Texas

1. At-Will Employment—But With Limits

Texas is an at-will state, meaning employers can terminate employees for any reason—or no reason—so long as the reason is not illegal (for example, discrimination based on race, color, sex, religion, national origin, age, disability, or genetic information). This safeguard stems from Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and Texas Labor Code §21.051.

2. Wage and Hour Protections

• Minimum Wage: Texas follows the federal minimum wage of $7.25/hour.

• Overtime: Under the Fair Labor Standards Act (FLSA), non-exempt employees are entitled to 1.5× their regular rate for hours worked over 40 in a week.

• Timing of Final Paychecks: Texas Labor Code §61.014 requires terminated employees to receive their final paycheck within six calendar days; resigning employees must be paid on the next regular payday.

3. Protected Activities and Retaliation

You cannot be fired or punished for exercising statutory rights—such as filing a workers’ compensation claim, reporting wage theft, or opposing discriminatory practices. Both federal law (e.g., 29 U.S.C. §215) and Texas Labor Code §21.055 prohibit retaliation.

4. Leave Laws

While Texas lacks a state equivalent to the federal Family and Medical Leave Act (FMLA), eligible employees working for covered employers may take up to 12 weeks of unpaid, job-protected leave for qualifying reasons. Additionally, Texas Military Leave laws protect members of the Texas National Guard, State Guard, and U.S. Armed Forces Reserves.

Common Employment Disputes in Pasadena, Texas

• Wrongful Termination Claims arise when an employer fires an employee for an illegal reason—e.g., discrimination or retaliation. In the 2020 case Waffle House, Inc. v. Williams, the Texas Supreme Court reaffirmed that common-law wrongful discharge remedies do not preempt statutory discrimination claims, underscoring employees’ ability to pursue relief under Chapter 21.

• Discrimination based on Protected Characteristics Discrimination remains prevalent in Pasadena’s petrochemical and manufacturing sectors, where gender and racial wage gaps persist. Discriminatory practices include unequal pay, denial of promotions, and hostile work environments.

• Retaliation and Whistleblower Claims Texas Government Code §554.002 protects public employees who report illegal acts by their employer. Although private-sector protections are narrower, Section 21.055 of the Texas Labor Code and various federal statutes prohibit retaliation for protected activity.

• Wage & Hour Violations Common issues include misclassification of employees as independent contractors or exempt salaried managers to avoid paying overtime. Pasadena’s bustling logistics industry is a hot spot for misclassification claims.

• Harassment Sexual and racial harassment claims require proof that unwelcome conduct created an abusive workplace. Under Burlington Indus., Inc. v. Ellerth, employers may be liable even if no tangible employment action occurred.

Texas Legal Protections & Regulations

1. Key Statutes

• Texas Labor Code Chapter 21 – Mirrors Title VII but covers employers with 15+ employees (30+ for age claims) and provides administrative remedies through the TWC’s Civil Rights Division.

• Texas Payday Law (Labor Code Chapter 61) – Governs timely payment of wages, allowing employees to file wage claims with the TWC.

• Federal Statutes – FLSA, FMLA, ADA, ADEA, and the Equal Pay Act each protect different aspects of the employment relationship.

2. Filing Deadlines

• Discrimination/Retaliation: 180 days (federal) or 300 days (state/federal overlap) from the last discriminatory act to file a charge with the EEOC or TWC.

• FLSA Overtime/Minimum Wage: 2 years (3 for willful violations) to file suit in federal court.

• Texas Payday Claim: 180 days from the date wages were due.

• Whistleblower (Public Employees): 90 days to file suit in state court after the alleged adverse action.

3. Agency Enforcement

The TWC investigates wage claims and discrimination under state law, while the EEOC Houston District Office enforces federal anti-discrimination statutes. Cooperation agreements allow dual filing, preserving both state and federal rights.

Steps to Take After an Employment Dispute

Document Everything

• Keep emails, texts, policies, pay stubs, and write contemporaneous notes of all events.

• Identify witnesses: co-workers who observed the treatment or payroll records.

• Report Internally Use your employer’s grievance procedure or HR portal. Written complaints create a paper trail and can bolster retaliation claims if adverse action follows.

• File an Administrative Charge For discrimination or retaliation, file with the EEOC/TWC within 180/300 days. You can submit online, by mail, or in person at the EEOC’s Houston office (1919 Smith St.).

• Pursue a Wage Claim Complete the TWC Wage Claim form within 180 days. The agency will issue a preliminary wage determination and may hold a telephone hearing.

• Preserve Evidence for Litigation Do not delete emails or social media posts. Back up your phone and cloud data. Courts can sanction parties for spoliation.

• Consult an Attorney Early Deadlines are unforgiving. A Texas employment attorney can advise on whether to accept a settlement, request a right-to-sue letter, or file directly in court.

When to Seek Legal Help in Texas

Some employees attempt to navigate the administrative process alone, yet many disputes involve complex questions, such as:

• Whether you are truly an exempt employee under FLSA’s executive, administrative, or professional tests.

• If your employer’s “reduction in force” was a pretext for age discrimination.

• Calculating back pay, front pay, liquidated damages, and attorney’s fees under overlapping state and federal claims.

If any of these scenarios resonate—or if you have received a severance agreement—speak to qualified counsel. Louis Law Group’s attorneys are licensed in Texas courts and the Southern District of Texas. They can analyze your claim, handle negotiations, and, if necessary, litigate in Harris County District Court or federal court.

Local Resources & Next Steps

Texas Workforce Commission – File wage claims and discrimination complaints. EEOC Houston District Office – Initiate federal discrimination charges. Houston Bar Association Lawyer Referral Service – Obtain low-cost consultations if you are undecided about hiring counsel.

• Local Legal Aid: Lone Star Legal Aid (serving Harris County) provides free representation to qualifying low-income workers.

Ready to take action? If you believe your Pasadena employee rights have been violated under Texas workplace laws, do not delay. Call Louis Law Group at 833-657-4812 for a free case evaluation and policy review. Our team fights aggressively to recover lost wages, reinstatement, and other damages you deserve.

Legal Disclaimer

This guide is for informational purposes only and does not create an attorney–client relationship. Laws change and the outcome of each case depends on its facts. For personalized advice, consult a qualified Texas employment attorney.