AUSTIN EMPLOYMENT LAW — WORKERS' RIGHTS IN TEXAS
Texas is an at-will employment state — meaning employers can generally terminate employees for any reason that isn't illegal. But there are many illegal reasons: discrimination based on protected characteristics, retaliation for protected activities (reporting violations, filing workers' comp), breach of an employment contract, and violations of federal law (FLSA wage and hour, FMLA). Our Austin employment attorneys identify violations that employers assume workers don't know about.
Deadlines are critical in employment cases. Most EEOC charges must be filed within 180 days of the discriminatory act (300 days if a state agency is also involved). FLSA wage claims have a 2-year statute of limitations (3 years for willful violations). Missing these deadlines permanently bars your claim — contact an Austin employment attorney immediately.
Employment Law Claims We Handle in Austin TX
Workplace discriminationRace, sex, age (40+), disability, national origin, religion, and pregnancy discrimination under Title VII, ADEA, and ADA
Sexual harassmentQuid pro quo and hostile work environment harassment — against the harasser, the employer, and supervisors who failed to act
Wrongful terminationFired for discriminatory reasons, retaliation, or in violation of an employment contract or public policy
RetaliationFired or demoted for reporting discrimination, filing workers' comp, taking FMLA leave, or whistleblowing
Wage & hour violationsUnpaid overtime, minimum wage violations, off-the-clock work, and tip theft under FLSA
FMLA violationsInterference with or retaliation for taking protected family and medical leave
Major Austin Employers & Common Employment Issues
1
Tech Companies (Apple, Google, Tesla, Dell)
Discrimination, misclassification, non-compete enforcement, and equity compensation disputes at Austin's major tech employers.
2
Healthcare Systems (Ascension, St. David's, Baylor Scott & White)
Nurse and healthcare worker retaliation, discrimination, and FMLA violations at Austin's major hospital systems.
3
State and City Government
Government employees have special procedures under the Texas Commission on Human Rights Act and federal civil service protections.
4
Startups & Small Employers
Wage theft, misclassification as contractors, and informal discrimination practices are common at Austin's startup ecosystem.
5
Restaurants & Hospitality
Tip theft, minimum wage violations, sexual harassment, and off-the-clock work at Austin's large hospitality industry.
What to Do Before Contacting an Employment Attorney
Document everything — emails, texts, performance reviews, and witness names
Do not sign a separation agreement or severance release without attorney review
Be aware of EEOC and TCHR filing deadlines — 180 days for most discrimination claims
Request a copy of your personnel file if your employer will provide it
Preserve your own copies of relevant documents before returning equipment
Note dates, times, and exact words of discriminatory or harassing conduct
Frequently Asked Questions
Is Texas an at-will employment state?▾
Yes. Employers can generally terminate employees for any non-discriminatory, non-retaliatory reason. But wrongful termination claims arise when the reason is illegal — discrimination, retaliation, or contract violation.
What is the deadline to file an employment discrimination charge in Austin?▾
180 days from the discriminatory act to file an EEOC charge (or 300 days if you also file with the Texas Workforce Commission). Strictly missing this deadline bars your claim.
Can I sue my employer for retaliation in Texas?▾
Yes. Retaliation for reporting discrimination, filing workers' comp, taking FMLA, or engaging in whistleblower activities is prohibited under federal and Texas law.
What is the EEOC process for employment claims in Austin?▾
You file a charge with the EEOC, which investigates and attempts mediation. If unresolved, the EEOC issues a "Right to Sue" letter allowing you to file in federal court. An attorney guides you through this process.
What damages can I recover in an employment lawsuit in Austin?▾
Potential damages include back pay, front pay, compensatory damages (emotional distress), punitive damages (for willful violations), attorney fees, and reinstatement. Damages caps apply under Title VII depending on employer size.
Do I need an attorney to file an EEOC charge?▾
You can file without an attorney, but EEOC charges set the scope of any future lawsuit. An attorney ensures you identify all violations, name all responsible parties, and preserve all claims.