Texas Employment Law Guide for Irving Workers

11 min read

Introduction: Why Irving Employees Need to Know Their Rights

Irving, Texas is home to more than 250,000 residents and a rapidly growing business corridor anchored by Fortune 500 employers, technology start-ups, and logistics hubs tied to DFW International Airport. While this diverse job market creates opportunity, it also produces workplace conflict—unpaid overtime, sudden terminations, and discriminatory practices. Because Texas is an at-will employment state, many workers mistakenly believe they have no recourse. In reality, both state and federal statutes give Irving employees powerful protections against wrongful termination, wage theft, retaliation, and harassment. Understanding how these laws work—and the strict deadlines that apply—can be the difference between recovering lost wages and watching valuable claims expire.

This comprehensive guide explains the most common Texas employment disputes, the relevant sections of the Texas Labor Code and federal law, and the step-by-step actions Irving workers should take when their rights are violated. It includes contact information for local agencies, filing windows, and practical tips for preserving evidence. Throughout, the focus tilts slightly toward protecting employees, ensuring you have the tools to level the playing field against larger employers.

Understanding Your Employment Rights in Texas

1. At-Will Employment—But Not Without Limits

Texas follows the “at-will” doctrine, meaning an employer can terminate employment for any lawful reason—or no reason at all—without advance notice. However, an employer cannot fire or discipline workers for unlawful reasons, such as discrimination, retaliation for whistleblowing, or exercising protected rights (for example, requesting overtime pay). Firing someone for an illegal motive converts an at-will termination into wrongful termination.

2. Protected Classes Under State and Federal Law

• Race, color, national origin, religion, sex (including pregnancy, sexual orientation, and gender identity)—protected by Title VII of the Civil Rights Act and Chapter 21 of the Texas Labor Code.

• Age (40+)—protected by the Age Discrimination in Employment Act (ADEA) and Texas Labor Code § 21.051.

• Disability—protected by the Americans with Disabilities Act (ADA) and the Texas Commission on Human Rights Act.

• Genetic information—protected under the Genetic Information Nondiscrimination Act (GINA).

If an Irving employee is treated adversely because they fall into one of these classes, they may have a valid discrimination claim.

3. Wage and Hour Rights

The Fair Labor Standards Act (FLSA) sets the federal minimum wage ($7.25/hour) and overtime (1.5× pay for hours worked beyond 40 in a workweek). Texas has adopted the federal minimum but does not add state-specific overtime rules. However, Texas Labor Code Chapter 61 (the Payday Law) requires timely payment of earned wages, commissions, and bonuses. Violations can be reported to the Texas Workforce Commission (TWC).

4. Retaliation Protections

An employer cannot retaliate when an employee asserts a protected right—such as filing a discrimination charge, requesting family or medical leave, or reporting unsafe conditions. Retaliation claims often succeed even when the underlying complaint is ultimately dismissed, as long as the complaint was made in good faith.

Common Employment Disputes in Irving, Texas

Wrongful Termination

Common scenarios include firing after:

• Reporting wage theft or safety violations.

• Requesting reasonable accommodations for a disability or pregnancy-related condition.

• Taking protected leave under the Family and Medical Leave Act (FMLA).

Employees have 300 days from the date of termination to file a discrimination or retaliation charge with the Equal Employment Opportunity Commission (EEOC) if state law also applies; otherwise, the federal deadline is 180 days.

Wage and Hour Violations

Examples include unpaid overtime, off-the-clock work, misclassification of employees as independent contractors, and unlawful deductions. Workers can file a wage claim with the TWC within 180 days of when wages became due or sue in federal court under the FLSA within two years (three for willful violations).

Workplace Discrimination

Discrimination can appear in hiring, promotions, pay, discipline, or discharge. Victims must file a charge with the EEOC or the TWC Civil Rights Division before pursuing a lawsuit. Strict deadlines apply: 300 days for most claims in Texas.

Retaliation and Whistleblower Claims

Employees who report illegal activity under the Texas Whistleblower Act (public-sector workers) or federal Sarbanes-Oxley and Dodd-Frank laws (certain private-sector workers) are protected. The Texas Whistleblower Act has a short 90-day deadline to file suit after the retaliation occurs.

Harassment and Hostile Work Environment

Severe or pervasive harassment based on protected classes violates both federal and state law. Irving employees should promptly report incidents to HR or a supervisor to give the employer a chance to correct. Failure by the employer to act preserves the worker’s right to pursue legal remedies.

Texas Legal Protections & Regulations

Key Statutes

• Texas Labor Code Chapter 21—Mirrors Title VII and protects against employment discrimination.

• Texas Labor Code Chapter 61 (Payday Law)—Ensures timely wage payments; enforced by the TWC.

• Texas Labor Code Chapter 451—Prohibits retaliation for filing a workers’ compensation claim.

• Texas Civil Practice & Remedies Code § 16.003—General two-year statute of limitations for tort claims such as defamation that sometimes arise in employment disputes.

Oversight Agencies

Texas Workforce Commission (TWC) — Handles unpaid wage claims, unemployment benefits, and state discrimination complaints. EEOC Dallas District Office — Covers Irving; enforces federal anti-discrimination laws. U.S. Department of Labor Wage and Hour Division — Oversees FLSA overtime and minimum-wage issues. Local legal aid: Legal Aid of NorthWest Texas — Free or low-cost help for qualifying workers.

Filing Deadlines (Statutes of Limitations)

• EEOC/TWC discrimination charge: 180–300 days from the adverse action.

• Texas Payday Law wage claim: 180 days from due date.

• FLSA overtime claim: 2 years (3 if willful).

• Workers’ compensation retaliation (Ch. 451): 2 years.

• Texas Whistleblower Act (public employees): 90 days to file suit after retaliation.

Steps to Take After an Employment Dispute

Document Everything

- Keep emails, texts, performance reviews, pay stubs, timesheets, and witness statements.

- Write a contemporaneous timeline of events while details are fresh.

Report Internally

- Use your company’s handbook procedures—HR hotline, supervisor chain of command, or ethics portal.

- Stick to facts; avoid emotional language.

File an Administrative Charge

- Discrimination/retaliation: file with the EEOC or TWC Civil Rights Division.

- Wage claims: file with the TWC or U.S. Department of Labor for FLSA issues.

- Unemployment benefits: apply through TWC within 14 days of job separation.

Preserve Electronic Evidence

- Forward relevant emails to a personal account (without violating privacy policies).

- Take screenshots of time-clock discrepancies or harassing messages.

Consult an Employment Attorney

- Meet before critical deadlines pass; attorneys often offer free consultations.

- Bring all documents and a concise timeline to maximize the meeting.

When to Seek Legal Help in Texas

While many disputes can be resolved internally, certain red flags signal the need for immediate legal counsel:

• You have been fired shortly after making a protected complaint.

• Your employer pressures you to sign a severance or non-compete agreement without time to review.

• You are asked to classify time as “volunteer” or “contractor” that you believe is employee work.

• You feel unsafe after reporting harassment.

Texas employers often retain experienced defense counsel. Having a knowledgeable advocate levels the field, ensures deadlines are met, and maximizes potential recovery. Louis Law Group represents workers across Irving in wrongful termination, wage theft, discrimination, and retaliation claims. The firm’s attorneys are licensed in Texas and familiar with local courts in Dallas County and the Northern District of Texas federal system.

Local Resources & Next Steps

Key Irving-Area Agencies

TWC Workforce Solutions Greater Dallas 6363 N. State Highway 161, Irving, TX 75038 EEOC Dallas District Office 207 S. Houston Street, 3rd Floor, Dallas, TX 75202 Legal Aid of NorthWest Texas—Dallas Branch 600 E. John Carpenter Freeway, Irving, TX 75062

Additional Tips for Irving Employees

• Network with former coworkers who may corroborate your account.

Check the employer’s filings with the SEC or public records for systemic issues.

• Stay professional—avoid venting on social media, which can be used against you.

If you believe your workplace rights have been violated, call 833-657-4812 for a free case evaluation with Louis Law Group. Our attorneys will review your documentation, calculate damages, and explain your options under Texas and federal law—no fee unless we win. Disclaimer: This guide provides general information for workers in Irving, Texas, and is not legal advice. Deadlines and laws may change. Consult an attorney to obtain advice regarding your specific situation.