Guide to Texas Employment Law in Dallas: Know Your Rights

11 min read

Introduction: Why Dallas Employees Need to Understand Texas Employment Law

Whether you work in the booming Dallas tech corridor, a downtown law firm, or one of the city’s many logistics hubs, knowing your workplace rights is essential. Texas is an at-will state, meaning employers may terminate employment for any lawful reason or no reason at all—yet that principle has limits. Federal and state statutes prohibit employers from firing or mistreating workers because of protected characteristics, retaliation, or a refusal to break the law. In the last decade, Dallas–Fort Worth has led the nation in job growth, adding more than 1.2 million jobs. With opportunity, however, comes a rise in workplace disputes: wrongful termination, unpaid overtime, discrimination, retaliation, and harassment claims all rank among the most common complaints filed with the Texas Workforce Commission (TWC) and the Equal Employment Opportunity Commission (EEOC) Dallas District Office.

This comprehensive guide—written from the perspective of protecting employees—explains how Texas employment law Dallas residents rely on actually works. You will learn key statutes, deadlines, and practical steps to preserve your rights if you suspect unlawful treatment. While this article provides educational information, it is not legal advice. For specific guidance, call Louis Law Group at 833-657-4812 for a free case evaluation.

Understanding Your Employment Rights in Texas

1. Texas At-Will Doctrine—But Not Without Boundaries

Texas follows the at-will employment doctrine, codified in common law, allowing either party to end the employment relationship at any time, for almost any reason. However, terminations cannot violate:

• Federal anti-discrimination laws (Title VII, ADA, ADEA, GINA).

• Texas Labor Code Chapter 21, which mirrors Title VII, protecting workers from discrimination based on race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity), religion, age (40+), or disability.

• Public-policy exceptions, such as refusal to commit an illegal act or reporting illegal conduct (Sabine Pilot exception).

2. Wage and Hour Rights

The federal Fair Labor Standards Act (FLSA) sets the minimum wage and overtime requirements. As of 2024, the federal minimum wage is $7.25 per hour, which Texas adopts. Non-exempt employees are entitled to overtime pay—1.5 times their regular rate—for hours worked over 40 in a workweek. Some employers misclassify workers as independent contractors or salaried exempt employees to avoid overtime. This misclassification is unlawful. You can file a wage claim with the Texas Workforce Commission within 180 days after wages became due, or file a complaint with the U.S. Department of Labor’s Wage and Hour Division.

3. Protected Concerted Activity

Even in non-union workplaces, Section 7 of the National Labor Relations Act (NLRA) gives employees the right to discuss wages and working conditions. Firing an employee for speaking about pay can constitute unlawful retaliation.

4. Retaliation Protections

Both federal statutes (Title VII, FMLA, FLSA, and the False Claims Act) and the Texas Labor Code prohibit retaliation against workers who—among other actions—file complaints, participate in investigations, report safety violations, or take family/medical leave.

Common Employment Disputes in Texas

1. Wrongful Termination

Although “wrongful termination” is not a single cause of action in Texas, several legal theories can form the basis of a claim, such as discrimination, retaliation, or breach of contract. For example, firing a Dallas worker because she requested FMLA leave or complained about unpaid wages can lead to liability.

2. Wage & Hour Violations

Dallas ranks among the top Texas cities cited for overtime misclassification. Popular schemes include labeling hourly workers as “managers” without true managerial duties or treating drivers as independent contractors. Employees may recover back pay, liquidated damages (double damages if the employer acted willfully), and attorney’s fees.

3. Discrimination and Harassment

Under Title VII and Texas Labor Code Chapter 21, employers with 15+ employees cannot discriminate based on protected characteristics. Harassment becomes unlawful when it creates a hostile work environment or results in a tangible employment action (e.g., firing or demotion). Dallas employees often report sexual harassment in hospitality, oil-field services, and professional services sectors.

4. Retaliation & Whistleblowing

The Texas Whistleblower Act protects public employees who report illegal conduct by their employer. Private-sector workers rely on federal laws (e.g., Sarbanes-Oxley for publicly traded companies) or common-law wrongful discharge. Deadlines vary, so swift action is critical.

5. Denial of Reasonable Accommodation

Employers must provide reasonable accommodations to qualified employees with disabilities unless doing so imposes an undue hardship. Failure to initiate the interactive process can be actionable.

Texas Legal Protections, Agencies, & Deadlines

1. Texas Labor Code & Key Provisions

• Chapter 21 – Discrimination & retaliation (mirrors Title VII). Must file charge within 180 days with TWC Civil Rights Division.

Chapter 61 (Texas Payday Law) – Wage claims (180-day deadline). See statute text at Texas Labor Code §61.

• Chapter 451 – Workers’ compensation retaliation (2-year statute of limitations in district court, but earlier administrative steps recommended).

2. EEOC & Dual-Filing

The EEOC Dallas District Office investigates federal discrimination charges. Because the EEOC and TWC have a work-sharing agreement, filing with one is deemed filed with both if you check the dual-filing box. You have 300 days from the discriminatory act to file under federal law in Texas.

3. Texas Workforce Commission Procedures

• Submit a wage claim or discrimination charge online, by mail, or in person. Keep proof of delivery.

• TWC reviews and may request additional information or mediation.

• You will receive a written determination. For discrimination, you may request a right-to-sue letter after 180 days have passed, allowing you to proceed in court.

4. Statutes of Limitation Snapshot

• Wage Claims (TWC): 180 days from when wages became due.

• Federal Discrimination (EEOC): 300 days from act; 90 days to file lawsuit after right-to-sue.

• Workers’ Comp Retaliation: 2 years.

• Sabine Pilot wrongful discharge: 2 years.

• Texas Whistleblower Act (public employees): 90 days to sue after employer’s final action.

Steps to Take After Experiencing an Employment Dispute

1. Document Everything

Maintain a private log of incidents, dates, witnesses, and any management response. Save emails, text messages, and pay stubs. Under Texas Penal Code §31.05, you may keep copies of documents proving wage theft even if marked "confidential." Avoid taking proprietary data unrelated to your claim.

2. Review Company Policies

Most employers in Dallas have handbooks outlining complaint procedures. Follow them when feasible; courts sometimes dismiss cases when employees fail to exhaust internal processes, especially for harassment claims under Faragher/Ellerth principles.

3. File Internal Complaints Promptly

Put your concerns in writing (email) to HR or management. Keep a copy. Timely complaints establish that the employer knew of the problem and help defeat an "unknowing employer" defense.

4. Submit External Charges

If internal efforts fail or retaliation occurs, consider filing with relevant agencies:

• TWC Wage Claim – Use online portal within 180 days.

EEOC Dallas District Office – Schedule an intake interview or submit online. (EEOC Dallas Office)

• TWC Civil Rights Division – Discrimination charges; dual-file with EEOC.

• OSHA – Safety complaints within 30 days of retaliation for safety reporting.

5. Preserve Deadlines

Calculate your filing deadline from the date of the adverse action (termination, demotion, missed paycheck). Mark multiple reminders in your calendar.

6. Avoid Social Media Pitfalls

Posts can be discoverable evidence. Share concerns only with counsel or close family. Public posts could be used against you.

7. Consult an Employment Attorney Early

An attorney can assess claims, draft agency charges, negotiate severance, and ensure you meet procedural hurdles. Many offer contingency or hybrid fee options, meaning no upfront cost.

When to Seek Legal Help in Texas

You should contact an employment lawyer if:

• You missed filing deadlines or are unsure how to calculate them.

• Management retaliates after you complain.

• You are asked to sign a severance, non-compete, or arbitration agreement.

• Your case involves complex statutes such as the FMLA, ADA, or Sarbanes-Oxley.

• You need to file a lawsuit after receiving a right-to-sue letter.

Louis Law Group has extensive experience representing Dallas employees in wage, discrimination, and retaliation cases. Our attorneys are licensed in Texas, admitted to the Northern District of Texas federal courts, and have recovered millions in back pay and damages. We act quickly to preserve electronic evidence, subpoena records, and negotiate favorable settlements or proceed to trial.

Local Resources & Next Steps for Dallas Workers

Texas Workforce Commission – Wage claims, discrimination charges, and unemployment appeals. EEOC Dallas District Office – Federal discrimination charges. Dallas Bar Association Lawyer Referral Service – Low-cost consultations. U.S. Department of Labor: FLSA – Federal wage-and-hour information.

If you suspect your Dallas employer violated Texas workplace laws, do not wait. Evidence grows stale and deadlines expire quickly. Preserve documents, file timely complaints, and seek experienced counsel.

Free Case Evaluation

If you believe your workplace rights have been violated, call Louis Law Group at 833-657-4812 for a free case evaluation and policy review. Our attorneys fight aggressively for Dallas employee rights, pursuing unpaid wages, reinstatement, and monetary damages. Evening and weekend appointments available. No recovery, no fee.

Legal Disclaimer

This guide is for informational purposes only and does not create an attorney–client relationship. Laws change, and individual circumstances vary. Consult a qualified Texas employment attorney for advice regarding your situation.