Texas Minimum Wage & Employment Law Guide – Arlington, Texas

Introduction: Why Arlington Workers Need to Know Texas Employment Law

Arlington, Texas—situated between Dallas and Fort Worth—hosts more than 390,000 residents and tens of thousands of workers employed by major local employers such as General Motors, the University of Texas at Arlington, Arlington Independent School District, and numerous hospitality venues near AT&T Stadium and Globe Life Field. Whether you clock in at an advanced manufacturing plant in the Great Southwest Industrial District, serve guests in the city’s thriving tourism sector, or telework for one of the technology start-ups blossoming along I-30, understanding your rights under Texas employment law is essential. Even though Texas is an at-will state, employees still have robust federal and state protections against discrimination, unpaid wages, and wrongful termination.

This guide—written with a slight pro-employee tilt but grounded strictly in authoritative sources—walks Arlington workers through the laws that matter most, including the Texas Minimum Wage Act, the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act, and the Texas Commission on Human Rights Act.

We also explain how to file complaints with the Texas Workforce Commission (TWC) and the Equal Employment Opportunity Commission (EEOC), identify deadlines you cannot miss, and outline local resources—from the TWC Workforce Solutions office on East Lamar Boulevard to legal aid clinics at UT-Arlington—that can help you stand up for your workplace rights.

Understanding Your Employment Rights in Texas

1. Texas’s At-Will Employment Doctrine

Like most states, Texas follows the at-will employment rule: an employer may terminate an employee at any time, with or without cause, and the employee may resign in the same manner. Tex. Labor Code § 7.001 et seq. codifies at-will principles, but courts have carved out several important exceptions:

• Statutory Exceptions – Employers cannot fire workers for reasons that violate anti-discrimination laws (e.g., Title VII, Americans with Disabilities Act, Age Discrimination in Employment Act) or retaliation provisions in statutes such as the Occupational Safety and Health Act.

• Public Policy Exception – Under Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), an employee terminated solely for refusing to perform an illegal act may sue for wrongful termination.

• Contractual Exceptions – Written employment contracts, collective-bargaining agreements, or well-documented employer policies can override at-will status.

2. The Texas Minimum Wage Act

The Texas Minimum Wage Act (Tex. Labor Code Chapter 62) adopts the federal minimum wage set by the FLSA—currently $7.25 per hour. Municipalities may not enact higher minimum wages for private employers, and Arlington follows the statewide rate. Key points:

• Tipped Employees – Employers can credit up to $5.12 of tips per hour toward the minimum wage, but must make up the difference if actual wages plus tips fall below $7.25.

• Youth Wage – Workers under 20 may be paid $4.25 for the first 90 calendar days of employment if allowed by federal law (29 U.S.C. §206(g)).

• Overtime – The FLSA (but not state law) requires non-exempt employees to receive 1.5 times their regular rate for hours over 40 in a workweek.

3. Anti-Discrimination Statutes

Both federal and Texas statutes protect employees from discrimination in hiring, promotion, compensation, and termination:

• Title VII of the Civil Rights Act of 1964 – Prohibits discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), and national origin.

• Texas Commission on Human Rights Act (TCHRA), Tex. Labor Code §§ 21.001–21.556 – Mirrors Title VII but applies to employers with at least 15 employees and provides a state administrative avenue via the TWC’s Civil Rights Division.

• Americans with Disabilities Act (ADA) and Texas Labor Code § 21.051 – Protect qualified individuals from disability discrimination and require reasonable accommodations.

• Age Discrimination in Employment Act (ADEA) – Protects workers 40 and older from age-based adverse actions.

4. Wage & Hour Rights Under the FLSA

The FLSA, enforced by the U.S. Department of Labor (DOL), addresses overtime, child labor, and record-keeping. Because Texas has not enacted a separate overtime statute, Arlington employees rely on the FLSA for time-and-a-half pay and for remedies such as liquidated damages (double back wages) when employers act in bad faith.

Common Employment Law Violations in Texas

1. Unpaid Overtime and Minimum Wage Shortfalls

Some Arlington hospitality and gig-economy workers report being classified as “independent contractors” to avoid overtime. The Fifth Circuit Court of Appeals applies an “economic realities” test (Hopkins v. Cornerstone America, 545 F.3d 338 (5th Cir. 2008)) to decide if workers are employees entitled to overtime. Indicators favoring employee status include:

• Employer’s right to control work details.

• Worker’s opportunity for profit or loss.

• Investment in equipment.

• Permanency of the relationship.

• Skill and initiative required.

2. Discrimination and Harassment

Despite Texas’s booming economy, EEOC Dallas District (which covers Arlington) consistently lists race and sex discrimination among the top charges filed. Harassment that creates a hostile work environment—such as repeated racial slurs or unwelcome sexual advances—violates Title VII when it is severe or pervasive.

3. Retaliation

Retaliation is the most frequently alleged violation nationally and in Texas. Employers may not punish workers for reporting wage theft, filing an EEOC charge, or participating in a discrimination investigation. Retaliation claims often succeed even when the underlying discrimination claim fails.

4. Wrongful Termination

Wrongful termination claims generally arise from statutory or public-policy exceptions to at-will employment. For example, firing a mechanic for refusing to falsify emissions results would violate Sabine Pilot. Likewise, an Arlington nurse dismissed for reporting patient-safety violations could bring a claim under Texas’s Whistleblower statutes (Tex. Health & Safety Code § 161.134).

Texas Legal Protections & Employment Laws

1. Statutes of Limitation

• EEOC/TWC Discrimination Charges – 300 days from the adverse action if a state law also covers the claim (Texas does), or 180 days for purely federal statutes not enforced by the state.

• FLSA Minimum Wage/Overtime – 2 years, extended to 3 years for “willful” violations (29 U.S.C. §255).

• Texas Payday Law Claims – 180 days to file with TWC (Tex. Labor Code § 61.051).

• Sabine Pilot Wrongful Discharge – 2 years from termination (tort limitations).

2. Filing an Administrative Complaint

Discrimination/Harassment

• Submit an Intake Questionnaire to the EEOC’s Dallas Field Office or file online.

• The charge dual-files automatically with the TWC Civil Rights Division under the Work-sharing Agreement.

  • An investigator may mediate, request documents, or interview witnesses.

Unpaid Wages

• File a Wage Claim with TWC within 180 days of the date wages were due.

• TWC can order payment of wages plus penalties; decisions are appealable to state district court.

• Alternatively, sue under the FLSA in federal court after consulting counsel.

3. Remedies Available

• Back Pay and Reinstatement – Common in discrimination cases.

• Compensatory & Punitive Damages – Title VII caps depend on employer size (up to $300,000 for 501+ workers).

• Liquidated Damages – Double back wages under the FLSA for willful violations.

• Attorney’s Fees & Costs – Often recoverable to encourage private enforcement.

4. Licensing & Attorney Practice Requirements

To represent clients in Texas state courts, lawyers must be licensed by the State Bar of Texas under Texas Government Code § 81.051. Federal employment claims in the Northern District of Texas (Fort Worth Division) require admission to that court’s bar.

Steps to Take After Workplace Violations

1. Document Everything

Maintain copies of pay stubs, schedules, performance reviews, and correspondence. In wage cases, log your hours daily; contemporaneous records carry great weight in court.

2. Follow Internal Complaint Channels

Most federal statutes require employees to give employers a reasonable chance to fix the problem. Report discrimination or wage issues to HR in writing and keep proof of submission.

3. File Administrative Charges on Time

Missing the 180/300-day discrimination deadline or the 180-day payday deadline bars your claim. Mark the due date on a calendar as soon as a violation occurs.

4. Seek Medical or Counseling Support if Needed

In harassment cases, medical records documenting anxiety or depression can substantiate emotional-distress damages.

5. Consult an Employment Attorney Early

An employment lawyer Arlington Texas can assess claims, send preservation letters, and negotiate settlements before litigation escalates. Many offer contingency arrangements or free consultations.

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

When to Seek Legal Help in Texas

1. Complexity of the Claims

Certain disputes—such as misclassification of overtime-exempt employees or overlapping ADA/TCHRA accommodation issues—require statutory interpretation and strategic choice of forum (state vs. federal court).

2. Imminent Deadlines

If you are within 60 days of an EEOC or wage-claim filing deadline, professional assistance is crucial to draft a legally sufficient charge.

3. Employer Representation

Arlington’s larger employers retain experienced defense counsel. To level the playing field, employees should secure counsel familiar with Texas wrongful termination jurisprudence and FLSA collective actions.

Local Resources & Next Steps

1. Texas Workforce Commission – Workforce Solutions for Tarrant County

Address: 201 E. Lamar Blvd., Arlington, TX 76011. Offers job placement, wage-claim forms, and training grants.

2. EEOC Dallas District Office

Address: 207 Philadelphia St., Suite 400, Dallas, TX 75201. Handles intake interviews by appointment or walk-in.

3. University of Texas at Arlington Legal Aid Clinic

Provides limited assistance to low-income workers on wage and discrimination matters; call ahead for eligibility.

4. Non-Profit & Government Links

Texas Workforce Commission – Worker Rights

EEOC Dallas Field Office

U.S. Department of Labor – FLSA Overview

Texas Labor Code Chapter 62 – Minimum Wage

5. Prepare for Consultation

Bring all relevant documents, a timeline of events, and witness contact information when meeting with an attorney. Ask about fee structures (hourly vs. contingency) and potential damages.

Legal Disclaimer: This guide provides general information for Arlington, Texas employees. It is not legal advice and does not create an attorney–client relationship. Always consult a licensed Texas employment lawyer for advice on your specific 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.