Texas Employment Law Guide for Arlington Workers

12 min read

Introduction: Why Arlington Employees Need to Know Their Rights

Arlington, Texas sits in the heart of the Dallas–Fort Worth metroplex, one of the fastest-growing labor markets in the United States. Major employers such as General Motors, Texas Health Resources, and the University of Texas at Arlington contribute to a diverse workforce that ranges from manufacturing to healthcare, hospitality, and higher education. With opportunity, however, comes risk: wrongful terminations, unpaid wages, discrimination, retaliation, and harassment claims consistently rank among the most common employment disputes reported to the Texas Workforce Commission (TWC) each year. If you work in Arlington, Texas, understanding state and federal workplace protections can be the difference between protecting your career and losing vital income. This comprehensive guide—written from a worker-centric perspective—explains Texas employment law, outlines actionable steps after a dispute, and highlights local resources to help you assert your rights.

Understanding Your Employment Rights in Texas

Texas At-Will Employment—But With Important Exceptions

Texas follows the “at-will” employment doctrine. In simple terms, your employer can end the employment relationship at any time, for any legal reason, or for no reason at all. Yet “at-will” does not give employers a free pass to fire workers for unlawful motives. Federal and state statutes prohibit termination based on protected characteristics, retaliation for exercising legal rights, or refusal to commit illegal acts. Key limitations include:

• Anti-Discrimination Laws. Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and Chapter 21 of the Texas Labor Code prohibit discriminatory actions based on race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity), religion, disability, or age (40+).

• Retaliation Protections. The Texas Whistleblower Act (for public employees) and multiple federal laws protect workers who complain about discrimination, safety issues, or illegal pay practices.

• Public-Policy Exception. Texas courts recognize a limited exception that bars employers from firing employees for refusing to perform an illegal act (e.g., falsifying safety data). See Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985).

Wage & Hour Rights Under the FLSA and Texas Law

Although Texas does not have its own state minimum wage above the federal level, the Fair Labor Standards Act (FLSA) sets the current hourly minimum at $7.25. Non-exempt employees are also entitled to overtime at 1.5 times their regular rate for hours worked beyond 40 in a workweek. Violations—such as misclassifying hourly staff as “independent contractors” or instructing workers to perform off-the-clock tasks—remain common, especially in the restaurant, construction, and retail sectors prevalent around Arlington’s Interstate-20 and State Highway 360 corridors.

Texas Labor Code § 61.051 grants employees a private right to file a wage claim with the TWC within 180 days of the date the wages were due. Importantly, filing a wage claim does not bar you from pursuing additional damages in court once the TWC process is exhausted.

Other Federal Protections That Apply in Arlington

• Family and Medical Leave Act (FMLA). Guarantees eligible employees up to 12 weeks of unpaid, job-protected leave for specified family and medical reasons.

• Occupational Safety and Health Act (OSHA). Entitles workers to a safe workplace and allows complaints of unsafe conditions to be made without fear of retaliation.

• Uniformed Services Employment and Reemployment Rights Act (USERRA). Protects reservists and National Guard members from discrimination and ensures reemployment after military service.

Common Employment Disputes in Texas

1. Wrongful Termination

Wrongful termination claims typically involve allegations that an employer fired an employee for an illegal reason—discrimination, retaliation, or refusal to perform unlawful orders. In Arlington, wrongful-termination lawsuits often arise in the aerospace and healthcare industries when workers report safety issues or billing fraud. Remember: filing an EEOC (Equal Employment Opportunity Commission) or TWC civil rights complaint within the deadline is mandatory before suing for discrimination.

2. Wage & Hour Violations

Examples include:

• Failing to pay overtime to non-exempt employees.

• Misclassifying employees as exempt or as independent contractors.

• Deducting meal breaks not actually taken (common in fast-food outlets near AT&T Stadium).

Under the FLSA, Arlington workers may recover back pay plus an equal amount in liquidated damages if the employer cannot prove a good faith compliance effort.

3. Workplace Discrimination & Harassment

Whether overt (racial slurs) or subtle (passing over pregnant employees for promotions), discriminatory practices violate Title VII and Chapter 21. Sexual harassment—unwelcome sexual conduct that alters employment conditions—is also illegal. The Fifth Circuit Court of Appeals, which covers Texas, has affirmed liability even where victims did not suffer tangible employment actions, provided the employer failed to act on notice of a hostile workplace.

4. Retaliation & Whistleblower Claims

Retaliation now surpasses race discrimination as the most frequently filed EEOC charge nationwide. If you report wage theft, discrimination, or unsafe work conditions, and you then suffer adverse actions—demotion, suspension, or termination—you may have a viable retaliation claim. Public employees in Arlington can additionally invoke the Texas Whistleblower Act within 90 days of the retaliatory act.

Texas Legal Protections & Regulations

Key Statutes

• Texas Labor Code Chapters 21 & 61. Anti-discrimination provisions and wage payment regulations.

• Texas Payday Law. Mandates timely payment of wages and commissions.

• Texas Workers’ Compensation Act. Offers remedies for workplace injuries and bars retaliation for filing claims.

Administrative Agencies & Filing Deadlines

Texas Workforce Commission (TWC) – File wage claims (180-day deadline) and discrimination charges (180-day state deadline). EEOC Dallas District Office – Investigates federal discrimination charges. Deadline is 300 days if dual-filed with the TWC or 180 days if not. Texas Labor Code Chapter 21 – Governs state anti-discrimination claims.

Meeting these deadlines is critical because missing one could permanently bar your claim. For example, filing an EEOC charge on day 301 after a discriminatory firing will almost certainly result in dismissal.

Court Precedents Every Arlington Worker Should Know

• Nassar v. UT Southwestern, 570 U.S. 338 (2013) – Retaliation claims require proof that retaliation was a “but-for” cause of adverse action.

• Mission ISD v. Garcia, 372 S.W.3d 629 (Tex. 2012) – Clarifies that Chapter 21 imposes a two-year statute of limitations once the administrative process concludes.

Steps to Take After an Employment Dispute

The choices you make immediately after experiencing discrimination, wage theft, or retaliation often dictate the outcome of your case. Follow this systematic plan to enhance your legal position:

1. Preserve Evidence

• Save pay stubs, emails, schedules, performance reviews, and text messages on a personal—not company—device.

• Create a contemporaneous journal. Document dates, times, names, and witnesses. Texas courts view timely notes as more credible than recollections made months later.

2. Utilize Internal Complaint Channels

Many companies in Arlington require employees to report harassment or payroll errors to HR first. Use the official policy and keep copies of everything you submit. If your employer later claims ignorance, your documented complaint will undermine that defense.

3. File With the Appropriate Agency

• Discrimination or Harassment: File a Charge of Discrimination with the TWC Civil Rights Division or EEOC within 180/300 days. Dual-filing covers both state and federal claims.

• Unpaid Wages: Submit a wage claim to the TWC Wage & Hour Department within 180 days. Include check stubs and detailed hours.

• OSHA Issues: Report safety hazards via OSHA’s online portal or 800-321-OSHA within 30 days for retaliation claims.

4. Comply With Texas Limitations Periods

Below is a quick-reference table of commonly missed deadlines:

• EEOC/TWC Discrimination: 180 days (state) or 300 days (federal dual-filed)

• Texas Payday Law Claim: 180 days from due date

• FMLA Lawsuit: 2 years (3 years for willful violations)

• Sabine Pilot Wrongful Termination: 2 years

• Workers’ Compensation Retaliation: 1 year

5. Consult an Experienced Texas Employment Attorney

The administrative process can be confusing. A skilled lawyer can draft your EEOC charge, calculate damages, and preserve evidence admissible in court. In some cases, early legal intervention prompts a favorable settlement long before trial.

When to Seek Legal Help in Texas

Indicators You Should Call an Employment Lawyer

• You were fired or demoted shortly after reporting misconduct.

• Your employer’s HR department ignored written complaints.

• You suspect wage theft exceeds a few hundred dollars (higher damages can justify attorney involvement).

• You received a “Right to Sue” notice from the EEOC or TWC and are unsure of the next step.

Why Choose Louis Law Group

Louis Law Group’s employment team focuses on protecting Texas workers. Licenced across Texas state and federal courts, our attorneys have recovered millions for wronged employees through negotiation and litigation. We handle wrongful termination, unpaid overtime, discrimination, and whistleblower cases—and we stay ahead of Texas jurisprudence so you don’t have to.

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

Local Resources & Next Steps

Texas Workforce Commission Employee Portal – File wage claims and unemployment appeals. Legal Aid of Northwest Texas – Provides free or low-cost legal assistance to qualifying Arlington residents. State Bar of Texas Lawyer Referral Service – Verify attorney licensure and ethics history.

Finally, stay proactive. Mark claim deadlines on your calendar, gather documentation in advance, and seek counsel early.

Ready to protect your Arlington employee rights? Contact Louis Law Group at 833-657-4812 or complete our online form for a free case evaluation, policy review, and individualized strategy session.

Disclaimer

This guide provides general information for educational purposes and does not constitute legal advice. Laws can change, and application varies by circumstance. Consult a qualified Texas employment attorney for guidance specific to your situation.