Texas Employment Law Guide for Fort Worth Workers

13 min read

Introduction: Why Fort Worth Employees Need to Understand Texas Employment Law

Fort Worth’s economy is booming, driven by aerospace, logistics, healthcare, and energy. A thriving job market, however, does not eliminate workplace conflicts. From unpaid overtime at a distribution center near Alliance Airport to retaliation after reporting safety hazards on a drilling site just outside the city, employment disputes touch every sector. Knowing your rights under Texas and federal law is the first step toward protecting your livelihood, your reputation, and your future income.

This guide, written for employees working or living in Fort Worth, Texas, explains:

• The foundations of Texas employment law—including the state’s at-will doctrine.

• Common disputes such as wrongful termination, wage theft, discrimination, retaliation, and harassment.

• Statutes of limitations and strict filing deadlines with the Texas Workforce Commission (TWC) and Equal Employment Opportunity Commission (EEOC).

• Practical, step-by-step actions you can take today to protect your claims.

• When and how to contact an experienced employment attorney at Louis Law Group for a free case evaluation at 833-657-4812.

Understanding Your Employment Rights in Texas

Texas Is an At-Will State—But Exceptions Protect Employees

Texas follows the at-will employment doctrine. Your employer can fire you for almost any reason—or no reason at all—as long as the reason is not illegal. Terminations based on protected characteristics (race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity), religion, disability, age 40+, or genetic information) violate both Title VII of the Civil Rights Act and Chapter 21 of the Texas Labor Code.

Wage and Hour Basics

The federal Fair Labor Standards Act (FLSA) and Chapter 62 of the Texas Labor Code require:

• Minimum wage of $7.25 per hour (Texas does not set a higher state rate).

• Overtime pay at 1.5 times the regular rate after 40 hours in a workweek for non-exempt workers.

• Timely payment of all wages owed—including accrued but unused vacation if promised by company policy.

If you are classified as “exempt,” your employer must meet specific salary and duties tests. Misclassification is rampant in construction and oil-field services across Tarrant County.

Federal Protections Layered on Top of State Law

Fort Worth employees are also protected by:

• Family and Medical Leave Act (FMLA): Up to 12 weeks of unpaid leave for serious health conditions, births, or family military deployments.

• Occupational Safety and Health Act (OSHA): Right to a safe workplace without retaliation for reporting hazards.

• National Labor Relations Act (NLRA): Even in non-union settings, employees may engage in protected concerted activity (e.g., discussing pay or conditions).

Common Employment Disputes in Fort Worth

1. Wrongful Termination

Typical scenarios include being fired:

• After complaining to HR about sexual harassment at a Stockyards restaurant.

• Because you refused to operate unsafe machinery in a Trinity River manufacturing facility.

• For taking FMLA leave to care for a child at Cook Children’s Medical Center.

2. Wage and Hour Violations

Red flags include:

• Unpaid pre-shift or post-shift work (common in aviation maintenance near Naval Air Station Joint Reserve Base).

• Managers forcing non-exempt employees to “clock out” but keep working during busy rodeo season at Dickies Arena.

• Misclassifying delivery drivers as independent contractors to avoid overtime.

3. Discrimination and Harassment

Evidence may consist of discriminatory comments via text messages, exclusion from meetings, or sudden disciplinary actions after announcing a pregnancy. Under Texas law, employers with 15+ employees are covered (20+ for age discrimination).

4. Retaliation

The Texas Whistleblower Act (for public employees) and various federal statutes shield workers who report safety issues, unpaid wages, or illegal activity. Retaliation can be termination, demotion, pay cuts, or schedule changes.

Texas Legal Protections & Regulations

Key Statutes

• Texas Labor Code Chapter 21: State analogue to Title VII and ADA; enforced by the TWC Civil Rights Division.

• Texas Payday Law (Labor Code Chapter 61): Governs timely wage payments and authorizes TWC investigations.

• Texas Whistleblower Act: Protects public-sector employees reporting violations of law to appropriate authorities.

Where and When to File

Claim TypeAgencyDeadline (Fort Worth) Discrimination/HarassmentTWC or EEOC300 days from the adverse action Unpaid Wages (State Payday)TWC Labor Enforcement180 days after wages were due OSHA RetaliationOSHA30 days FMLA Interference/RetaliationFederal Court2 years (3 if willful) FLSA OvertimeFederal Court or DOL2 years (3 if willful)

How the Parallel-Filing System Works

In Texas, filing a complaint with the TWC Civil Rights Division automatically “dually files” your charge with the EEOC, preserving federal rights. However, you must expressly request a Right-to-Sue letter before you can file a civil lawsuit. Deadlines are unforgiving—missing even one day can bar your claim.

Learn more directly from the Texas Workforce Commission discrimination portal.

Steps to Take After an Employment Dispute

Document Everything

• Save emails, performance reviews, text messages, and voicemails.

• Keep a contemporaneous journal with dates, times, witnesses, and direct quotes.

• Download pay stubs and timecards before your access is revoked.

Report Internally (When Safe)

• Follow your company’s written grievance procedure.

• Use HR email so you have a date-stamped record.

• If harassment is from your direct supervisor, escalate to another manager per EEOC guidelines.

File an External Complaint

• Discrimination: Submit an intake questionnaire to the EEOC Dallas District Office, which covers Fort Worth (207 S. Houston St., Dallas, TX 75202).

• Wage claims: File online with TWC within 180 days—form CIS50.

• Safety hazards: Call OSHA Region VI or file online within 30 days for retaliation.

Preserve Digital Evidence

• Screenshot Slack messages.

• Export data from your time-tracking app (e.g., Kronos).

• Store copies on a private, password-protected device—never company hardware.

• Consult an Experienced Texas Employment Lawyer Even if you haven’t decided to sue, legal counsel ensures you meet deadlines and avoid missteps. Louis Law Group offers free case evaluations statewide.

When to Seek Legal Help in Texas

Waiting can kill your claim. Contact a lawyer immediately if:

• You receive a Notice of Separation that lists false reasons.

• Your employer offers a severance agreement containing a broad release—you have 21 days (40 if age 40+) to review under the Older Workers Benefit Protection Act.

• You suspect wage theft exceeds $30,000—felony threshold under Texas Penal Code § 31.03.

• You face retaliation within weeks of whistleblowing.

Louis Law Group aggressively represents Fort Worth workers in state and federal courts, arbitrations, and TWC hearings. Many cases are handled on a contingency-fee basis—you pay nothing unless we recover.

Local Resources & Next Steps

EEOC Dallas District Office (covers Fort Worth)

• Phone: 1-800-669-4000
• Schedule an intake appointment online.

Texas Workforce Commission

• 800-832-9243 (Wage & Hour)
• 817-420-1600 (Fort Worth Workforce Solutions)

State Bar of Texas Lawyer Referral – 800-252-9690

• Legal Aid of NorthWest Texas – 888-529-5277 (for low-income workers)

Still unsure of your next move? A single call can clarify your rights and options. If you believe your workplace rights have been violated, call Louis Law Group at 833-657-4812 for a free, confidential case evaluation.

Legal Disclaimer

This guide is for informational purposes only and does not create an attorney‑client relationship. Laws change frequently; consult a licensed Texas employment attorney for advice about your specific situation.