by Mark Levine, Weycer, Kaplan, Pulaski & Zuber, P.C.
Texas employers must navigate a range of legal requirements when recruiting and hiring, making compliance a key consideration for HR professionals, recruiters, and people managers. This guide provides a practical, HR‑focused overview of Texas laws governing employer recruiting practices, helping organizations attract talent while minimizing legal and discrimination risks.
Designed to support compliant recruiting strategies, the guide covers accepted recruiting methods and sources, advertising dos and don’ts, and legal considerations related to job applications and training programs. It also addresses specialised hiring issues, including recruiting underage workers, veterans’ preference, and the risks associated with outsourcing, staff leasing services, and independent contractor misclassification. Guidance on new hire reporting and applicable local requirements, such as Austin’s smoking ordinance, further supports lawful hiring practices.
Whether you are reviewing job ads, updating application materials, or training hiring managers, this resource serves as a reliable reference for navigating Texas recruiting compliance and preparing for future legal developments.
In this guide, learn about:
- Texas Commission on Human Rights Act
- Discriminatory advertisements
- Job applications
- Training programs
- Recruiting underage workers
- Veterans preference
- Outsourcing and independent contractors
- Misclassification risks
- Staff leasing services
- New hire reporting
- Local requirements
- Austin smoking in public places ordinance
- Future developments
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About the author
Weycer, Kaplan, Pulaski & Zuber, P.C.
Weycer, Kaplan, Pulaski & Zuber is a full-service law firm with attorneys practicing in a wide variety of practice areas including estate planning and administration, appellate, bankruptcy and non-profit.
The firm’s labor and employment attorneys are experienced in defending against employment-related claims such as allegations of discrimination, harassment, retaliation, wrongful termination, breach of contract and violations of the FMLA and FLSA. They also help clients through wage and hour investigations and provide counsel on various issues such as disabilities and reasonable accommodations, trade secrets and non-compete matters.
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