Texas HR Compliance
for Small Businesses

The minimum wage in Texas is $7.25 (federal). Tipped: $2.13.. Tipped employees may be paid $2.13/hour with a valid tip credit. Always verify the current rate at the start of each calendar year — many state rates are indexed to CPI and adjust annually.

In Texas: involuntary terminations — Within 6 CALENDAR DAYS of discharge. Voluntary resignations — . Accrued PTO is not required to be paid out on termination unless your written policy promises it. Never hold a final paycheck over unreturned equipment or unsigned paperwork — that exposes you to wage claims regardless of the circumstances.

Texas does not have a statewide paid sick leave law as of 2026. Federal FMLA provides up to 12 weeks of unpaid, job-protected leave for qualifying employees at employers with 50 or more workers. Offering paid sick leave voluntarily improves retention and reduces unplanned absenteeism.

Texas does not have a state-mandated paid family leave program. Federal FMLA provides up to 12 weeks of unpaid, job-protected leave for employers with 50 or more employees. Employers can offer private paid leave or short-term disability insurance.

Texas does not currently have a statewide law requiring salary ranges in job postings. Pay equity best practice is to establish documented pay bands and apply them consistently, regardless of what the law requires.

Tex. Bus. & Com. Code 15.50: enforceable if ancillary to otherwise enforceable agreement, reasonable in scope. 2025: statutory buy-out for healthcare practitioner noncompetes capped at physician's total annual salary at time of separation. Texas courts evaluate noncompetes for legitimate business interest and reasonableness of scope, geography, and duration.

Texas uses the following test to determine worker classification: Common law right-to-control test. Federal FLSA and IRS standards.. Misclassification exposes employers to back taxes, penalties, and liability for benefits and wage-hour violations. When in doubt, consult counsel before engaging contractors for ongoing work.

Meal breaks: None required for private employers. Rest breaks: None required. Missing a required break can trigger a premium pay penalty — make sure managers understand that breaks are mandatory, not optional, and document compliance in timekeeping records.