Texas

$7.25 / hour

Except as provided by Section 62.057, an employer shall pay to each employee the federal minimum wage under Section 6, Fair Labor Standards Act of 1938 (29 U.S.C. Section 206).

Checked

2026-08-09

In Texas, the governing rule for overtime is federal: Compensation at a rate not less than one and one-half times the regular rate for employment in excess of forty hours in a workweek (29 U.S.C. § 207(a)(1)).

Checked

2026-08-08

"Employment" means a service ... performed by an individual for wages or under an express or implied contract of hire, unless it is shown to the satisfaction of the commission that the individual’s performance of the service has been and will continue to be free from control or direction under the contract and in fact (Tex. Labor Code § 201.041). For unemployment tax, "employment" is service performed for wages unless the individual is free from control or direction under the contract and in fact (direction-and-control test, § 201.041).

Effective

1993-09-01

Checked

2026-08-09

An employer shall pay wages to each employee who is exempt from the overtime pay provisions of the FLSA at least once a month, and to an employee other than an employee covered by Subsection (a) at least twice a month (Tex. Labor Code § 61.011). FLSA-exempt employees: at least once a month. All other employees: at least twice a month, in pay periods of as nearly as possible equal days.

Effective

1993-09-01

Checked

2026-08-09

An employer shall pay in full an employee who is discharged from employment not later than the sixth day after the date the employee is discharged; an employee who leaves employment other than by discharge, not later than the next regularly scheduled payday (Tex. Labor Code § 61.014). Discharged: in full not later than the sixth day after discharge. Leaving other than by discharge: not later than the next regularly scheduled payday.

Effective

1993-09-01

Checked

2026-08-09

At the end of each pay period, an employer shall give each employee a written earnings statement covering the pay period, signed by the employer, showing name, rate of pay, total earned, deductions and purpose, pay after deductions, and hours or units (Tex. Labor Code § 62.003). At the end of each pay period the employer must give a signed written earnings statement showing: employee name, rate of pay, total pay earned, each deduction and its purpose, net pay, and total hours (or units on piece rate).

Effective

2003-09-01

Checked

2026-08-09

An employer may not withhold or divert any part of an employee's wages unless the employer is ordered to do so by a court of competent jurisdiction; is authorized to do so by state or federal law; or has written authorization from the employee to deduct part of the wages for a lawful purpose (Tex. Lab. Code § 61.018).

Checked

2026-08-13

An employer shall pay wages to an employee in United States currency; by a written instrument issued by the employer that is negotiable on demand at full face value for United States currency; or by the electronic transfer of funds to a financial institution account designated by the employee or a payroll card account established by the employer. An employee may agree in writing to receive part or all of the wages in kind or in another form. Payment by a written instrument that is not negotiable or for which payment is refused for any reason attributable to the employer does not constitute payment of wages for the purposes of this chapter (Tex. Lab. Code § 61.016).

Checked

2026-08-13

No general meal rest breaks requirement for private employers was located in TX's official sources as of 2026-08-13. This records the result of a documented search of 4 official sources, not a statement that no such law exists. Federal requirements continue to apply where applicable.

Checked

2026-08-13

A person who is an employer may not require an employee to work seven consecutive days in an establishment, the business of which is selling merchandise at retail. The person may not deny an employee at least one period of 24 consecutive hours of time off for rest or worship in each seven-day period. The time off must be in addition to the regular periods of rest allowed during each day worked. This section does not apply to employment of a part-time employee whose total work hours for one employer during a calendar week do not exceed 30 hours (Tex. Lab. Code § 52.001).

Checked

2026-08-13

As of 2026-08-16, the LexPayroll registry records no general predictive scheduling requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

No general expense reimbursement requirement for private employers was located in TX's official sources as of 2026-08-13. This records the result of a documented search of 2 official sources, not a statement that no such law exists. Federal requirements continue to apply where applicable.

Checked

2026-08-13

Wages paid on commission and bonuses are due according to the terms of an agreement between the employee and employer or an applicable collective bargaining agreement. An employer shall pay wages paid on commission and bonuses to an employee in a timely manner as required for the payment of other wages under this chapter (Tex. Lab. Code § 61.015).

Checked

2026-08-13

Wages paid on commission and bonuses are due according to the terms of an agreement between the employee and employer or an applicable collective bargaining agreement. An employer shall pay wages paid on commission and bonuses to an employee in a timely manner as required for the payment of other wages under this chapter (Tex. Lab. Code § 61.015).

Checked

2026-08-13

"Wages" means compensation owed by an employer for labor or services rendered by an employee, whether computed on a time, task, piece, commission, or other basis; and vacation pay, holiday pay, sick leave pay, parental leave pay, or severance pay owed to an employee under a written agreement with the employer or under a written policy of the employer (Tex. Lab. Code § 61.001(7)).

Checked

2026-08-13

"Wages" means compensation owed by an employer for labor or services rendered by an employee, whether computed on a time, task, piece, commission, or other basis; and vacation pay, holiday pay, sick leave pay, parental leave pay, or severance pay owed to an employee under a written agreement with the employer or under a written policy of the employer (Tex. Lab. Code § 61.001(7)).

Checked

2026-08-13

A worker employed on a public work by or on behalf of the state or a political subdivision of the state shall be paid not less than the general prevailing rate of per diem wages for work of a similar character in the locality in which the work is performed, and not less than the general prevailing rate of per diem wages for legal holiday and overtime work. Subsection (a) does not apply to maintenance work (Tex. Gov’t Code § 2258.021).

Checked

2026-08-13

A municipality or county may not adopt, enforce, or maintain an ordinance ... regulating conduct in a field of regulation that is occupied by a provision of this code[, including] employment leave ... and any other terms of employment that exceed or conflict with federal or state law (Tex. Labor Code § 1.005, added by H.B. 2127). No state paid-leave mandate in the Labor Code; since Sept. 1, 2023, § 1.005 preempts municipal and county ordinances regulating employment leave, so local paid sick leave ordinances are void.

Effective

2023-09-01

Checked

2026-08-09

As of 2026-08-16, the LexPayroll registry records no general paid family & medical leave requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

As of 2026-08-16, the LexPayroll registry records no general other statutory leaves requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

A business-friendly climate, with no corporate or personal income tax, is among Texas’s competitive business advantages.

Checked

2026-08-09

In Texas, the governing rule for state withholding forms is federal: On or before the date on which an individual commences employment, the individual must furnish the employer a signed withholding allowance certificate stating the filing status the employee reasonably expects to claim and the withholding allowance claimed. The allowance may not exceed what the employee is entitled to under the instructions the Commissioner prescribes. An employee may claim exemption from withholding where the certifications of section 3402(n) are true. Where no valid certificate is in effect at the time wages are paid, the employer withholds as prescribed (26 U.S.C. 3402; 26 CFR 31.3402(f)(2)-1).

Checked

2026-08-10

As of 2026-08-16, the LexPayroll registry records no general supplemental wages requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

As of 2026-08-16, the LexPayroll registry records no general multi-state taxation requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

As of 2026-08-16, the LexPayroll registry records no general local taxation requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

"Wages" does not include that part of the remuneration ... that exceeds ... $9,000 (Tex. Labor Code § 201.082(1)). A person’s contribution rate for the calendar year in which the person becomes an employer is the greater of the rate established for that year for the major group ... less one-tenth of one percent, or two and six-tenths percent (§ 204.006). UI taxable wage base: first $9,000 paid to an employee in a calendar year (§ 201.082(1)). Initial (new employer) rate: the greater of the employer’s NAICS-group average rate minus 0.1 points, or 2.6% (§ 204.006).

Checked

2026-08-09

As of 2026-08-16, the LexPayroll registry records no general disability insurance (sdi/tdi) requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

In Texas, private employers can choose to carry workers’ compensation insurance coverage, but it is not required in most cases. Employers without workers’ compensation insurance coverage must report to the state that they do not have coverage and must also report to DWC any work-related injuries resulting in more than one day of lost time, as well as all work-related illnesses and deaths (Texas Department of Insurance, Employer resources).

Checked

2026-08-13

As of 2026-08-16, the LexPayroll registry records no general tax deposit frequency requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

As of 2026-08-16, the LexPayroll registry records no general state payroll returns requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

In Texas, the governing rule for year-end reporting is federal: Every employer required to deduct and withhold income tax or FICA from an employee, and every employer engaged in a trade or business who pays remuneration for services, must furnish that employee a statement on Form W-2 of the remuneration paid and the tax withheld during the calendar year, on or before January 31 of the succeeding year. Where employment terminates before the close of the calendar year, the statement is due within 30 days of a written request from the employee if that period ends before January 31 (26 U.S.C. 6051(a); 26 CFR 31.6051-1).

Checked

2026-08-10

In cooperation with the Texas Workforce Commission, the Title IV-D agency shall develop and operate a state directory to which employers in the state shall report each newly hired or rehired employee in accordance with the requirements of 42 U.S.C. Section 653a. "Employee" means an individual who is an employee within the meaning of Chapter 24 of the Internal Revenue Code of 1986 or an independent contractor as defined by the Internal Revenue Service. An employer who knowingly violates a procedure adopted under Section 234.104 for reporting employee information may be liable for a civil penalty; the amount may not exceed $25 for each occurrence in which an employer fails to report an employee (Tex. Fam. Code §§ 234.101, 234.102, 234.105).

Checked

2026-08-13

25%

In Texas, the governing rule for garnishments is federal: A garnishment may not take more than the lesser of 25 percent of an employee's disposable earnings for the workweek, or the amount by which those disposable earnings exceed thirty times the federal minimum hourly wage. Earnings equal to or below thirty times the minimum wage may not be garnished in any amount. Orders for support, bankruptcy orders and debts for federal or state tax are excepted from this restriction (15 U.S.C. 1673; 29 CFR 870.10).

Checked

2026-08-10

An employer commits an unlawful employment practice if because of race, color, disability, religion, sex, national origin, or age the employer fails or refuses to hire an individual, discharges an individual, or discriminates in any other manner against an individual in connection with compensation or the terms, conditions, or privileges of employment (Tex. Lab. Code § 21.051).

Checked

2026-08-13

As of 2026-08-16, the LexPayroll registry records no general pay transparency requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

As of 2026-08-16, the LexPayroll registry records no general salary history ban requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

An employer commits an offense if, at the time of hiring an employee, the employer intends to avoid payment of wages owed to the employee and the employer fails after demand to pay those wages. An employer commits an offense if the employer intends to avoid payment of wages owed to an employee, intends to continue to employ the employee, and fails after demand to pay those wages. An employer commits a separate offense for each pay period during which the employee earns wages that the employer fails to pay. An offense under this section is a felony of the third degree (Tex. Lab. Code § 61.019).

Checked

2026-08-13

An employer shall designate paydays in accordance with Section 61.011. If an employer fails to designate paydays, the employer's paydays are the first and 15th day of each month. An employer shall post, in conspicuous places in the workplace, notices indicating the paydays (Tex. Lab. Code § 61.012).

Checked

2026-08-13

Except as provided by this chapter, a person commits an offense if the person employs a child under 14 years of age. A person commits an offense if the person permits a child who is 14 or 15 years of age and who is employed by the person to work more than eight hours in one day or 48 hours in one week. A person commits an offense if the person permits a child who is 14 or 15 years of age, is employed by the person, and is enrolled in a term of a public or private school to work between the hours of 10 p.m. and 5 a.m. on a day that is followed by a school day (Tex. Lab. Code §§ 51.011, 51.013).

Checked

2026-08-13

A state agency shall register and participate in the E-verify program to verify information of all new employees (Tex. Gov’t Code § 673.002).

Checked

2026-08-13

As of 2026-08-16, the LexPayroll registry records no general employer registration requirement for private employers in Texas, and no federal requirement governs this category across the states. This states what the registry holds; it is not a statement that no such law exists. Texas's official publisher, linked here, is where to confirm.

Checked

2026-08-16

Each employing unit shall keep employment records containing information as prescribed by the commission and as necessary for the proper administration of this title (Tex. Labor Code § 301.081). Each employing unit must keep employment records as prescribed by the Texas Workforce Commission; violation is a Class A misdemeanor. The retention period itself is set by TWC rule.

Checked

2026-08-09

If the commission examiner, a wage claim appeal tribunal, or the commission determines that an employer acted in bad faith in not paying wages as required by this chapter, the examiner, tribunal, or commission, in addition to ordering the payment of the wages, may assess an administrative penalty against the employer. An administrative penalty assessed under this section may not exceed the lesser of the amount of the wages in question or claimed, or $1,000 (Tex. Lab. Code § 61.053).

Checked

2026-08-13

A wage claim must be filed not later than the 180th day after the date the wages claimed became due for payment. The 180-day deadline is a matter of jurisdiction (Tex. Lab. Code § 61.051(c)).

Checked

2026-08-13