{"id":6802,"date":"2012-05-31T21:27:00","date_gmt":"2012-05-31T21:27:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6802"},"modified":"2026-02-03T05:37:06","modified_gmt":"2026-02-03T10:37:06","slug":"texas-employment-law","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/texas-employment-law\/","title":{"rendered":"Texas employment law overview"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\"><strong>The<\/strong> <strong>Brightmine Editorial Team<\/strong><\/a><\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">Texas generally follows federal law with respect to antidiscrimination, minimum wage, child labor and leave laws, but provides employees with broader rights with respect to topics such as health care continuation coverage and emergency evacuation leave.<\/p>\n\n\n\n<p class=\"\">Select Texas employment requirements are summarized below to help an employer understand the range of employment laws affecting the employer-employee relationship in the state. An employer must <a href=\"https:\/\/www.brightmine.com\/us\/solutions\/reduce-compliance-risk\/\">comply<\/a> with both federal and state law.<\/p>\n\n\n\n<p class=\"\">An employer must also comply with applicable municipal law obligations affecting the employment relationship, in addition to complying with state and federal requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/h2>\n\n\n\n<p class=\"\">Texas law regarding discrimination in employment essentially mirrors federal law. The Texas Commission on Human Rights Act (Texas Labor Code, Chapter 21) applies to private employers with 15 or more employees. Protected characteristics include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Race<\/li>\n\n\n\n<li class=\"\">Color<\/li>\n\n\n\n<li class=\"\">National origin<\/li>\n\n\n\n<li class=\"\">Religion<\/li>\n\n\n\n<li class=\"\">Sex<\/li>\n\n\n\n<li class=\"\">Age (age 40 or older)<\/li>\n\n\n\n<li class=\"\">Disability<\/li>\n\n\n\n<li class=\"\">Genetic information<\/li>\n<\/ul>\n\n\n\n<p class=\"\">However, the state&#8217;s law prohibiting sexual harassment applies to all employers with one or more employees. The law imposes a duty on employers to take immediate and appropriate corrective action when an employee experiences sexual harassment and the employer knows or should have known the harassment is occurring.<\/p>\n\n\n\n<p class=\"\">The TCHRA also prohibits an employer from retaliating against employees for:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Opposing discriminatory or otherwise unlawful employment practices;<\/li>\n\n\n\n<li class=\"\">Filing a charge or complaint; or<\/li>\n\n\n\n<li class=\"\">Testifying or otherwise participating in an investigation, proceeding or hearing.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wage-hour\">Wage and hour<\/h2>\n\n\n\n<p class=\"\">Key Texas requirements impacting wages and hours are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"minimum-wage-tx\">Minimum wage<\/h3>\n\n\n\n<p class=\"\">Texas adopts the federal minimum wage rate by reference. The requirements for using the tip credit vary slightly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"child-labor-tx\">Child labor<\/h3>\n\n\n\n<p class=\"\">Child labor laws in Texas restrict the occupations in which minors may be employed and the number of hours and times during which they may work.<\/p>\n\n\n\n<p class=\"\">Texas follows federal law in regard to prohibited and permitted occupations for minors, with special rules for solicitations and sales, sexually oriented businesses and driving.<\/p>\n\n\n\n<p class=\"\">Minors who are 14 or 15 years old may not work:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">More than eight hours in one day<\/li>\n\n\n\n<li class=\"\">More than 48 hours in one week<\/li>\n\n\n\n<li class=\"\">Between 10:00 p.m. and 5:00 a.m. on a day that is followed by a school day, including summer school, if applicable<\/li>\n\n\n\n<li class=\"\">Between midnight and 5:00 a.m. on a day that is not followed by a school day, including when school is recessed for the summer<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Minors may be asked to supply a certificate of age.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Want to make smarter, more-informed decisions?<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/us\/products\/hr-compliance-center\/\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pay-benefits\">Pay and benefits<\/h2>\n\n\n\n<p class=\"\">Key Texas requirements impacting pay and benefits are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"payment-of-wages-tx\">Payment of wages<\/h3>\n\n\n\n<p class=\"\">An employer must pay wages in cash, or with checks that are negotiable for cash on demand at full face value. Employees may agree in writing to receive part or all of their wages in kind or in another form.<\/p>\n\n\n\n<p class=\"\">An employer may impose mandatory direct deposit if it provides employees with at least 60 days&#8217; written notice and obtains from each employee the banking information needed to implement electronic funds transfer.<\/p>\n\n\n\n<p class=\"\">An employer may pay an employee using paycards if the employee agrees to that method of wage payment in writing and the employer&#8217;s paycard program complies with certain additional requirements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-frequency-tx\">Pay frequency<\/h3>\n\n\n\n<p class=\"\">Exempt employees must be paid at least once per month, and nonexempt employees must be paid at least twice per month. To the extent possible, an employer should spread out bimonthly payments over an equal number of days (e.g., on the first and 15th of each month).<\/p>\n\n\n\n<p class=\"\">An employer must designate paydays consistent with state law. If, however, an employer does not designate paydays, paydays will default to the first and 15th of each month. If an employee is absent on payday, he or she must be paid on demand.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"wage-deductions-tx\">Wage deductions<\/h3>\n\n\n\n<p class=\"\">Under state law, wages may be withheld only when the employer:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Is required to do so by state or federal law (e.g., IRS withholding);<\/li>\n\n\n\n<li class=\"\">Is ordered to do so by a court (e.g., child support payments); or<\/li>\n\n\n\n<li class=\"\">Has the employee&#8217;s written authorization for the deduction and, then, only for a lawful purpose (e.g., for health or retirement benefits, uniforms, cash shortages or damage or breakage to property).<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Written employee authorizations must meet certain requirements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"pay-statements-tx\">Pay statements<\/h3>\n\n\n\n<p class=\"\">At the end of each pay period, an employer must give each employee a written earnings statement covering the pay period that contains the following information:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Employee&#8217;s name<\/li>\n\n\n\n<li class=\"\">Pay rate<\/li>\n\n\n\n<li class=\"\">Total pay earned for the pay period<\/li>\n\n\n\n<li class=\"\">Deductions made and purpose of the deductions<\/li>\n\n\n\n<li class=\"\">Net pay after deductions are made<\/li>\n\n\n\n<li class=\"\">Total number of hours worked (if pay is based on hours worked) or units produced (if pay is based on a piece rate)<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Health care continuation<\/h3>\n\n\n\n<p class=\"\">Texas group health plans issued to employers generally require that continuation coverage be extended for nine months to individuals not covered by the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) (i.e., employed by an employer with fewer than 20 employees) and for an additional six months following COBRA coverage to individuals covered by federal COBRA. Dependent coverage may be extended for up to three years under certain circumstances.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"time-off-leaves-absence\">Time off and leaves of absence<\/h2>\n\n\n\n<p class=\"\">Texas has several laws relating to required time off and leaves of absence for employees, which cover all employers. These laws include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Jury duty leave<\/li>\n\n\n\n<li class=\"\">Court attendance leave<\/li>\n\n\n\n<li class=\"\">Military leave (covering employers with 15 or more employees)<\/li>\n\n\n\n<li class=\"\">Emergency evacuation leave<\/li>\n\n\n\n<li class=\"\">Voting leave<\/li>\n\n\n\n<li class=\"\">Political leave<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"health-safety\">Health and safety<\/h2>\n\n\n\n<p class=\"\">Key Texas requirements impacting health and safety are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"weapons-in-the-workplace-tx\">Weapons in the workplace<\/h3>\n\n\n\n<p class=\"\">An employer has the right to prohibit individuals with a valid license from carrying a handgun on its premises. The employer must communicate orally or in writing that entering or remaining on the property with a handgun is forbidden. Written communication may be provided in the form of a card or other document, or a clear and conspicuous sign. The law includes specific language and signage requirements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"safe-driving-practices-tx\">Safe driving practices<\/h3>\n\n\n\n<p class=\"\">Texas prohibits the use of a wireless communication device to read, write or send an electronic message while operating a motor vehicle unless the vehicle is stopped.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"organizational-exit\">Organizational exit<\/h2>\n\n\n\n<p class=\"\">An employee who quits must be paid in full by the next regularly scheduled payday.<\/p>\n\n\n\n<p class=\"\">An employee who is terminated must be paid in full within six days of the termination date.<\/p>\n\n\n\n<p class=\"\">Accrued vacation, sick leave and paid time off (PTO) must be paid upon separation from employment only if a written agreement or written employer policy specifically provides for payment of such benefits.<\/p>\n\n\n\n<p class=\"\">Be aware that where there is overlap between federal, state and\/or local law, complying with the law that offers the greatest rights or benefits to the employee will generally apply.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#eeo-diversity-employee-relations\">EEO, diversity and employee relations<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#wage-hour\">Wage and hour<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#pay-benefits\">Pay and benefits<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#time-off-leaves-absence\">Time off and leaves of absence<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#health-safety\">Health and safety<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#organizational-exit\">Organizational exit<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Get the full picture. Access premium content today.<\/h3>\n\n\n\n<p class=\"\">This resource is a brief overview of state employment law. <\/p>\n\n\n\n<p class=\"\">Dig deeper with in-depth coverage of state and local employment laws in our Employment Law Guide with a FREE trial of the HR &amp; Compliance Center.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?intcmp=hrcc-resources|premium-resources|button|hrcenterus-freetrial|start-your-free-trial\" style=\"border-radius:25px\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Center and stay up to date, compliant and save valuable time.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcenterus-freetrial|take-a-free-trial\" style=\"border-radius:26px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-052304f72847d668e66922a9ed6eab25 is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"\"><strong><a href=\"https:\/\/www.brightmine.com\/us\/meet-our-authors\/#brightmine-editorial-team\" data-type=\"page\" data-id=\"8003\">The Brightmine Editorial Team<\/a><\/strong><\/p>\n\n\n\n<p class=\"\">Our in-house team of HR experts carefully monitors and updates the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, the most comprehensive library of employment law and HR resources. This team has an unrivaled wealth of subject matter expertise, with an average of 15 years&#8217; experience. They also bring invaluable, diverse career experiences to the table\u2014the team includes seasoned employment law attorneys, former in-house counsel, SHRM certified professionals and career employment law editors.<\/p>\n\n\n\n<p class=\"\">In addition to managing the HR &amp; Compliance Center, the Editorial Team supports the content across the Brightmine product portfolio. 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