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Introduction to Texas Labor Laws
Texas labor laws are designed to protect both employers and employees. Since our state’s code is vast, an employment law handbook can help small business owners navigate specific issues.
What should I know about Texas child labor laws?
Children under 14 can’t work in Texas unless for a parent’s small business. They can’t work hazardous occupations. For 14- and 15-year-olds, they can’t work during school and curfew hours and are l imited to 18 hours per week.
What are Texas overtime laws?
Unsalaried employees are entitled to overtime pay under Texas overtime laws. If they work over 40 hours, they must receive “time-and-a-half” pay. Texas employers don’t have to pay overtime for sala ried employees unless certain conditions exist.
What should I know about Texas wage laws?
Texas minimum wage is the federal minimum of $7.25/hour. Employers must pay non-salaried employees at least two periods per month and salaried employees at least once a month.
What should I know about Texas unemployment laws?
If an employee isn’t terminated for misconduct, they can file an unemployment claim for up to $535 in weekly payments. The maximum benefit amount (MBA) is capped at 26 times the weekly payment or 2 7 percent of base wages.
What should I know about Texas labor laws for hourly employees?
Hourly employees should receive a minimum wage and overtime pay. You don’t have to offer them paid sick leave or vacation time. A Texas employment lawyer can address specific questions.
What should I know about Texas labor laws for salaried employees?
Texas employers don’t have to pay salaried employees overtime unless they make less than $455 per workweek or are considered non-exempt under the Fair Labor Standards Act (FLSA). A Texas labor lawye r can help you classify them correctly.
How long can you work in Texas without a break?
Since employers don’t have to offer breaks in Texas, you can work without a break for as long as a shift lasts. Many employers choose to provide employees with breaks as a productivity policy in an employment contract or handbook.
Is a 30-minute lunch break required?
Texas labor laws don’t require employers to offer employees lunch breaks or rest breaks. However, you must pay them for time worked and shorter ones. You don’t have to pay for longer meal breaks tha t last 30 minutes or longer.
How many hours are you allowed to work in a day in Texas?
Texas employers set and enforce employee schedules without limitation to the hours worked in a day in Texas. There are exceptions for contract law and minors.
Retail employees must receive at least one 24-hour period off for every seven days worked. You must pay overtime for workweeks over 40hours.
ContractsCounsel is not a law firm, and this post should not be considered and does not contain legal advice. To ensure the information and advice in this post are correct, sufficient, and appropriate for your situation, please consult a licensed attorney. Also, using or accessing ContractsCounsel's site does not create an attorney-client relationship between you and ContractsCounsel.
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Richard "Rick" Mortensen has practiced law continuously in Utah since 2006. For most of that time, he worked in-house, including stints at two international mining companies, two direct selling/MLM companies, a large ecommerce retailer, and an accounting/fintech firm. He also has extensive litigation experience, having represented plaintiffs and defendants in every stage of litigation, including jury trials and appeals. His current role is as a fractional general counsel for businesses of all sizes.
"This was my first commercial lease, and the contract was lengthy and complicated, so I’m very glad I had Rich to help me through it. He was professional, patient, and took the time to explain everything clearly. Since English is my second language, that meant a lot to me. Rich was very thorough in reviewing the contract and took the time to have regular calls with me to walk through questions and details. He also communicated directly with my leasing agent when needed, which helped keep things moving and get some of the issues sorted out. I really appreciated the time and attention he gave throughout the process. His guidance made me feel much more comfortable with my first commercial lease, and I would definitely recommend him to others."
Matt S.
Hello, my name is Matt Shelton and I am a transactional attorney with about 3 years of legal experience, mainly consisting of drafting, reviewing, and negotiating contracts. I have a background in real estate, with experience drafting and negotiating a wide range of real estate contracts, including purchase agreements, operating agreements, leases, easements, property management agreements, development agreements, deeds, NDAs, and others. Additionally, I have experience working on a variety of commercial agreements, including sponsorship agreements, shareholder agreements, indemnities, sales contracts, and others, as well as drafting persuasive letters, such as demand letters, cease and desists, and notices.
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Jeanne H.
Jeanne is a trusted and approachable legal advisor for contractors, developers, architects, and owners navigating the complexities of construction projects and serves as the founding attorney at Harrison Litigation Team, PLLC. Jeanne has a deep legal knowledge with a genuine understanding of the people and projects behind every build, bringing over a decade of experience to each dispute and transaction. She focuses her practice on construction litigation, business litigation, and complex transactions, guiding clients through the full lifecycle of their projects — from contract negotiation and risk management to dispute resolution and litigation. Capabilities: * Drafting and negotiating AIA and custom construction and business contracts * Managing claims involving delays, defects, and payment disputes * Representing clients in mediation, arbitration, and court proceedings * Advising on regulatory compliance and lien enforcement * Guiding business transactions and partnership agreements
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Fractional general counsel and transactional attorney with 25 years of experience serving small and mid-size businesses. Particular depth in AEC, environmental consulting, and professional services industries. Commercial contracts, business formations, corporate governance, M&A support, NDAs, and commercial leases. Admitted in New York and Colorado.
Ryan D.
Ryan Darby is a California attorney and commercial real estate developer with more than a decade of civil litigation experience. From 2010 through 2024, he operated the Law Office of Ryan T. Darby. His practice initially focused on landlord-tenant matters and later shifted to defamation defense and First Amendment litigation, including anti-SLAPP motion practice. He served as co-counsel for the plaintiff-appellant in a published Ninth Circuit opinion that reversed the dismissal of First Amendment claims and established precedent protecting speech and press rights against retaliatory government action. Ryan founded Quintessential Capital in 2019 to pursue multifamily acquisitions and later shifted the company’s focus to flex-industrial development. He has since completed a ground-up flex-industrial project in Sparks, Nevada. As a real estate principal, he has negotiated letters of intent, purchase agreements, a loan agreement and related extension, and listing agreements. His legal experience includes drafting and negotiating leases, settlement agreements, and releases, and advising clients on contract disputes. Ryan earned his J.D. from Chapman University’s Fowler School of Law, where he served as a Senior Staff Editor of the Chapman Law Review. His current practice focuses on real estate and lease agreements, settlements and releases, and contract-related disputes. His experience as both counsel and client helps him distinguish between theoretical concerns and risks that matter in practice. Ryan lives in San Diego with his wife, young son, dog, and cat.
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Edward L.
I handle litigation, trial, and appeal of civil rights, torts, breach of contract, and family law matters.
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