Texas remains one of the most business-friendly and economically active states in the U.S., attracting employers across technology, logistics, healthcare, energy, retail, and manufacturing.

For HR and global mobility teams relocating employees into Texas, labor-law compliance plays a critical role. Because Texas maintains a streamlined regulatory framework, employers carry greater responsibility for applying federal labor standards accurately and consistently.

Texas labor law overview

Unlike many states, Texas labor regulations are closely aligned with federal law. Rather than layering additional state mandates, Texas primarily relies on the Fair Labor Standards Act (FLSA) for minimum wage, overtime, and employee protections.

That said, employers must still account for specific Texas requirements, particularly those related to final pay timelines and workers’ compensation arrangements.

Texas is also a right-to-work state, meaning employees cannot be required to join a union or pay union dues as a condition of employment.

Minimum wage & pay rules

Texas follows the federal minimum wage of $7.25 per hour. There are no state-level minimum wage increases.

This simplified structure reduces payroll complexity while placing greater emphasis on:

• Accurate employee classification
  
• Proper time tracking
  
• Correct overtime calculations under FLSA
  

Overtime requirements

Texas does not impose a daily overtime requirement. Federal standards apply:

• 1.5× pay for hours worked over 40 in a workweek
  
• Exempt employees must meet federal salary and duties tests
  

HR teams relocating exempt employees from states such as California, Colorado, or Washington should note that Texas does not apply those states’ more restrictive exemption standards.

Meal & rest breaks

Texas does not require meal or rest breaks for adult employees.

Employers may choose to offer:

• No breaks
  
• Paid rest breaks
  
• Structured unpaid meal periods
  

Once breaks are provided, federal rules governing compensable time apply. For organizations operating across multiple states, consistent break policies help support compliance and workforce clarity.

Workers’ compensation in Texas

Texas is one of the few states where workers’ compensation coverage is not mandatory.

Employers that choose not to participate (often referred to as non-subscribers) must:

• Provide written notice to employees
  
• File annual documentation with the state Division of Workers’ Compensation
  
• Maintain alternative occupational injury coverage where required
  
• Manage potential liability exposure
  

For employees relocating from states where workers’ compensation coverage is automatic, this distinction is especially important during onboarding and policy communication.

Termination rules & final pay

Texas is an at-will employment state, allowing termination for any lawful reason.

Final paycheck timelines are defined as follows:

• Termination: payment required within 6 days
  
• Resignation: payment due on the next regular payday
  

These timelines require close coordination between HR and payroll teams to ensure timely compliance.

Independent contractor classification

Texas applies the federal right-to-control test when determining independent contractor status.

Accurate classification supports compliance across:

• Wage and hour regulations
  
• Unemployment insurance obligations
  
• Federal labor standards
  

Organizations using freelance or flexible workforce models benefit from reviewing classification practices before onboarding or relocating workers into Texas.

MOVEPLUS provides a centralised platform for managing employee relocation and assignment data, supporting visibility and coordination across HR, mobility, and related stakeholders. By integrating with existing HR systems, MovePlus helps mobility teams maintain reliable data as workforce requirements vary by role and location