Texas Minimum Wage & Employment Law in Irving, Texas

Introduction: Why Irving Workers Need to Know Their Rights

Irving, Texas—home to global employers like ExxonMobil and Fluor, a major transportation corridor near Dallas/Fort Worth International Airport, and a growing tech services sector—offers thousands of jobs that range from hourly warehouse positions to highly skilled engineering roles. Whether you punch a clock on West Irving Boulevard, staff a call center in Las Colinas, or telework for a fintech startup, understanding Texas employment law is essential to protecting your paycheck and career trajectory. Texas is an at-will employment state, meaning an employer can terminate you for any legal reason or for no reason at all. However, “at-will” is not a license to violate federal statutes such as the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act, or state counterparts like the Texas Commission on Human Rights Act (TCHRA).

This guide, slightly favoring employees but grounded only in verifiable authority, walks Irving residents through wage laws, discrimination protections, retaliation prohibitions, and practical next steps after a violation.

Understanding Your Employment Rights in Texas

1. At-Will Employment and Its Limits

Texas Labor Code § 7.001 codifies the presumption that employment is at-will unless a valid contract states otherwise. Yet employers still must obey:

• Federal anti-discrimination laws—Title VII (42 U.S.C. §2000e), the ADA, the ADEA, and the Equal Pay Act.

• State anti-discrimination law—TCHRA (Texas Labor Code Chapter 21).

• Wage and hour mandates—FLSA and Texas Payday Law (Texas Labor Code Chapter 61).

• Public-policy exceptions—An employer cannot fire an employee for refusing to commit an illegal act (Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733, Tex. 1985).

2. Minimum Wage & Overtime

The Texas Minimum Wage Act, Texas Labor Code Chapter 62, adopts the federal minimum wage, currently $7.25/hour (29 U.S.C. §206). Non-exempt employees are also owed overtime at 1.5× their regular rate for hours >40 in a workweek (FLSA, 29 U.S.C. §207). Employers who misclassify salaried workers as exempt to dodge overtime can face liquidated damages, civil penalties, and attorney’s fees.

3. Anti-Discrimination Protections

Both Title VII and the TCHRA prohibit discrimination based on race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity per Bostock v. Clayton County), religion, disability, and age (40+). Irving’s diverse workforce—52% Hispanic or Latino and sizable Asian and Black communities according to U.S. Census 2022 estimates—makes awareness of these protections critical.

4. Protected Leave Rights

While Texas has no separate paid-leave statute, eligible Irving workers may take up to 12 weeks of unpaid, job-protected leave under the federal Family and Medical Leave Act (FMLA) if the employer has 50+ employees.

Common Employment Law Violations in Texas

1. Wage Theft and Off-the-Clock Work

Wage theft can include requiring employees to work through meal breaks without pay, altering time sheets, or paying a day rate below overtime thresholds. Under Texas Payday Law, claims must be filed with the Texas Workforce Commission (TWC) within 180 days of the date wages were due.

2. Misclassification of Independent Contractors

Some Irving gig-economy platforms label workers as contractors to avoid payroll taxes and benefits. However, the economic-realities test under the FLSA focuses on control and dependence, not job titles.

3. Retaliation for Reporting Safety Violations

Section 11(c) of the Occupational Safety and Health Act (29 U.S.C. §660(c)) protects employees from retaliation for raising safety concerns. Retaliation claims must be filed with OSHA within 30 days of the adverse action.

4. Discriminatory Hiring or Promotion

In a 2023 North Texas case, EEOC v. ExxonMobil Pipeline Co., the employer paid $4.5 million to settle allegations of disability discrimination. Although not specific to Irving, the corporate headquarters sits in the city, signaling local relevance.

Texas Legal Protections & Employment Laws

1. Texas Minimum Wage Act

Key Points:

• Adopts federal minimum wage.

• Allows subminimum wage certificates for certain disabled workers, but only under federal approval (U.S. Department of Labor Certificate Program).

• Employer must display TWC poster (TWC Required Posters).

2. Texas Payday Law

Applies to all private employers regardless of size. Employees can recover wages, commissions, bonuses, and accrued vacation if promised in writing.

3. Texas Commission on Human Rights Act (TCHRA)

Mirrors Title VII but covers employers with 15+ employees (same as federal law). Provides compensatory and punitive damages capped by employer size (Texas Labor Code §21.2585).

4. Statutes of Limitation

• Discrimination (TCHRA): 180 days to file with TWC Civil Rights Division; EEOC allows 300 days because TWC is a deferral agency.

• FLSA Overtime/Minimum Wage: 2 years (3 years if willful, 29 U.S.C. §255).

• Wrongful Termination (Sabine Pilot): 2-year statute for tortious discharge.

• Retaliation under OSHA §11(c): 30 days.

5. Attorney Licensing and Board Certification

To represent clients before Texas state courts, an attorney must be licensed by the State Bar of Texas. Only lawyers certified by the Texas Board of Legal Specialization can advertise themselves as specialists in labor and employment law.

Steps to Take After Workplace Violations

• Document Everything – Save pay stubs, time sheets, emails, and witness names. In Texas, recording a conversation requires one-party consent (Texas Penal Code §16.02), meaning you may legally record if you are a participant.

• File an Internal Complaint – Many company handbooks require an internal grievance before external filings.

• Contact the Texas Workforce Commission – Wage claims and discrimination charges can be submitted online or at the Irving Workforce Solutions Center, 2520 W. Irving Blvd., Suite 100.

• File with the EEOC – The Dallas District Office (207 S. Houston St., Dallas, TX 75202) covers Irving. Schedule intake within 180 or 300 days as discussed.

• Consult an Employment Lawyer Irving Texas Residents Trust – A lawyer can calculate damages, draft a demand letter, and preserve litigation options.

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

When to Seek Legal Help in Texas

While some disputes resolve through agency processes, you should consult counsel immediately if:

• You lost wages exceeding $5,000 or workplace retaliation is ongoing.

• An employer offers a severance agreement with a release of claims.

• You need a Right-to-Sue letter to file discrimination claims in federal court (Title VII, ADA, ADEA) after the EEOC’s investigation.

• There is systemic discrimination affecting multiple employees—class or collective actions carry complex procedural requirements under Fed. R. Civ. P. 23 and 29 U.S.C. §216(b).

Local Resources & Next Steps

Texas Workforce Commission – Jobseekers & Employees

EEOC Dallas District Office

OSHA Region 6 (Dallas)

Workforce Solutions Greater Dallas – Irving Center

Stay proactive: review paychecks weekly, request updated employee handbooks, and attend free TWC webinars on wage and hour compliance.

Legal Disclaimer

This information is provided for educational purposes only and does not constitute legal advice. Employment laws are complex and fact-specific. Always consult a licensed Texas attorney about your particular 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.