Austin Employment Attorneys

Fighting for Those Who Have Been Wronged in the Workplace in Austin, TX

At King & Siegel LLP, our Austin, TX employment lawyers use their use our superior legal skills and knowledge to enforce the rights of the clients we serve. Everyone should be free to make a living free from discrimination, harassment, and wage theft. Our talented lawyers graduated from the top five law schools, including Harvard, Columbia, and NYU, and trained at the country’s biggest and best litigation firms. Our legal team proudly provides clients with strategic, personalized legal services tailored to meet the unique needs of their cases.

What Is Employment Law?

A toxic work environment doesn’t just stay at the office—it follows you home, consumes your thoughts, and chips away at your confidence. Harassment, discrimination, or a sudden termination can feel like a personal betrayal, leaving you grappling with questions and doubt. But you are not powerless.

If you’re looking for accomplished employment lawyers, Austin firm King & Siegel LLP is here to help. At King & Siegel LLP, we know that every case is more than a lawsuit; it’s a stand for justice, a chance to restore balance, and a way to reclaim what you’ve lost. Our team of dedicated Austin employment attorneys focuses exclusively on representing employees. We understand how challenging it can be to face legal issues at work, and we are here to guide you every step of the way. 

With strategic litigation and a proactive approach, we make employment disputes less stressful for our clients, helping you regain control of your career and life. Contact us today, and let us be your ally to move forward.

What Is Employment Law?

Employment law governs the relationships between employers and employees, and with Texas’s labor force recently adding more than 150,000 people, more and more individuals need to know their rights. Employment law covers various workplace rights, from fair pay and benefits to protection against discrimination and harassment. These federal and state laws help ensure employers treat employees respectfully and fairly in their work environments.

Employment law also establishes standards for workplace safety, regulates working hours, and provides guidelines for hiring, firing, and layoffs. It protects employees from wrongful termination, retaliation, and wage theft while ensuring employers comply with labor laws and maintain equitable practices. These laws help foster a fair and productive workplace by balancing the power dynamics between employers and employees.

What Laws Protect Austin Employees?

Austin employees benefit from a combination of federal and Texas-specific employment laws. These protections cover various aspects of workplace rights, providing employees with legal recourse when issues arise. They include:

• Wage and hour laws as outlined in the Fair Labor Standards Act (FLSA) and the Texas Payday Law;
• Anti-Discrimination protections under Title VII of the Civil Rights Act, the Pregnancy Discrimination Act, and the Texas Labor Code;
• Job-protected leave for specified family and medical reasons under The Family and Medical Leave Act (FMLA);
• Federal whistleblower protections under laws like the Whistleblower Protection Act (WPA) and the Sarbanes-Oxley Act (SOX);
• Equal pay for all genders under the Equal Pay Act (EPA);
• Reasonable accommodations for disabled employees under the Americans with Disabilities Act (ADA);
• Protections for workers who are 40 or older under the Age Discrimination in Employment Act (ADEA); and
• Financial and medical benefits for workplace injuries or illnesses under Texas Workers’ Compensation laws.  

Austin also boasts its progressive policies that reflect its diverse and inclusive culture. If you’re facing workplace issues or need guidance on your rights as an Austin employee, we are here to help. Our experienced attorneys work to protect employees and hold employers accountable.

Texas Employment Laws That Protect Austin Workers

Texas employment law operates differently from many other states, and understanding the specific protections available to Austin workers is important when evaluating your legal options.

At-Will Employment in Texas

Texas is an at-will employment state, which means employers can generally terminate employees for any reason or no reason at all. However, at-will employment has significant exceptions. Your employer cannot fire you for an illegal reason, including: 

• Retaliation for reporting harassment or discrimination, 
• Filing a workers’ compensation claim,
• Having a protected characteristic,
• Serving on jury duty, or 
• Reporting illegal conduct (whistleblowing). 

If your termination falls into one of these protected categories, you may have a wrongful termination claim under Texas or federal law.

Texas Payday Law

The Texas Payday Law (Texas Labor Code Chapter 61) requires employers to pay employees their full wages on regularly scheduled paydays. If you are terminated, your employer must pay all wages owed within six days. If you quit, final wages must be paid by the next regularly scheduled payday. Employees who are not paid on time can file a wage claim with the Texas Workforce Commission.

Discrimination Protections in Texas

The Texas Commission on Human Rights Act (Texas Labor Code Chapter 21) prohibits employers with 15 or more employees from discriminating based on protected characteristics, such as: 

• Race, 
• Color, 
• Disability, 
• Religion, 
• Sex, 
• National origin, and 
• Age (40 and over).

The City of Austin provides additional protections through its local ordinances, including protections based on sexual orientation, gender identity, and marital status that are not covered under state law.

Overtime and Wage Rules in Texas

Texas does not have its own state overtime law, so federal rules under the Fair Labor Standards Act (FLSA) apply. Non-exempt employees must receive overtime pay at 1.5 times their regular rate for hours worked beyond 40 in a workweek. Texas also does not have a state minimum wage above the federal minimum, though Austin employers must comply with any applicable federal minimum wage requirements. Misclassification of employees as exempt or as independent contractors is a common violation in Austin’s growing technology and gig economy sectors.

Austin Workplace Discrimination and Harassment Lawyers

Workplace discrimination remains a serious problem in Austin’s rapidly growing workforce. Whether you work in tech, healthcare, hospitality, construction, or any other industry, your employer is prohibited from treating you differently based on protected characteristics, including race, gender, age, disability, pregnancy, religion, national origin, and sexual orientation.

Our Austin employment discrimination lawyers handle claims involving termination, demotion, or failure to promote based on a protected characteristic, hostile work environment created by harassment or discriminatory conduct, unequal pay for substantially similar work, failure to provide reasonable accommodations for disability or religious practice, and pregnancy discrimination, including denial of leave or adverse treatment after announcing a pregnancy.

If you are experiencing discrimination or harassment at work in Austin, documenting the conduct and consulting with an attorney before making any decisions about your employment is critical. Many employees unknowingly waive rights or weaken their claims by resigning before consulting a lawyer.

Austin Labor Law and Overtime Attorneys

Whether you are a salaried professional whose employer has classified you as exempt to avoid paying overtime, an hourly worker denied proper overtime compensation, or a gig worker misclassified as an independent contractor, our Austin labor law attorneys have the experience to evaluate your claim and fight for what you are owed.

Austin’s technology sector is particularly prone to overtime and misclassification violations. Software developers, IT professionals, project managers, and customer support staff are frequently misclassified as exempt from overtime even when their actual job duties do not meet the legal requirements for exemption. Our attorneys analyze the specific duties you perform, not just your job title, to determine whether you have been improperly denied overtime pay.

An Employee’s Rights Under the Family and Medical Leave Act

Life does not stop when you go to work. A serious illness, a new child, or a family emergency can create challenges that make it difficult to keep up with your job responsibilities. The Family and Medical Leave Act (FMLA) helps eligible employees balance work and family obligations without losing their jobs.

What does the FMLA cover?

The FMLA gives eligible employees of covered employers the right to take unpaid, job-protected leave for certain family and medical reasons. Eligible employees may take up to 12 workweeks of leave during a 12-month period for reasons such as:

• Caring for a parent, spouse, or child with a serious health condition;
• The birth and care of a newborn child;
• The placement of a child for adoption or foster care;
• The employee’s own serious health condition that prevents them from performing essential job duties; and
• Certain qualifying needs related to an immediate family member’s military service.

The law also allows eligible employees to take up to 26 weeks of leave in a single 12-month period to care for a family member who is a covered servicemember with a serious injury or illness.

In some situations, leave can be taken intermittently rather than all at once. This flexibility can help employees attend medical appointments, receive ongoing treatment, or care for a family member while continuing to work when possible. 

Job protection under the FMLA

The FMLA does more than provide time away from work. It also protects an employee’s position. When FMLA leave ends, employees generally have the right to return to the same job or an equivalent job with equivalent: 

• Pay, 
• Benefits, and 
• Working conditions. 

Employees may also have the right to continue group health insurance coverage during FMLA leave under the same conditions that would apply if they remained actively employed. 

Employees who believe they qualify for FMLA leave should notify their employers as soon as practical and follow any applicable leave procedures. Understanding these rights can help employees protect both their health and their careers during difficult times. And speaking to our Austin employment lawyers can help the process run as smoothly as possible,

An Employee’s Rights Under the Occupational Safety and Health Act

Workplace safety laws exist because employees should not have to choose between earning a paycheck and protecting their health. Every employee deserves a safe workplace. The Occupational Safety and Health Act (OSH Act) helps protect workers from serious workplace hazards and gives employees important rights when safety concerns arise.

What does the OSH Act require?

Every worker deserves a safe place to earn a living. The Occupational Safety and Health Act (OSH Act) was enacted to help protect employees from workplace hazards that can cause serious injury, illness, or death.

Under the OSH Act, employers must provide employment and a place of employment free from many recognized hazards.

Employees have several important rights under federal workplace safety laws. In general, these rights include the ability to:

• Receive information and training about workplace hazards,
• Refuse to work under unsafe conditions without fear of retaliation,
• Review records of work-related injuries and illnesses in certain circumstances,
• Request an Occupational Safety and Health Administration (OSHA) inspection when they believe a serious hazard exists,
• Participate in OSHA inspections, and
• Raise or report safety concerns without fear of unlawful retaliation.

Many workers hesitate to report unsafe conditions because they fear consequences at work. Federal law gives employees the right to raise workplace safety concerns. And reporting those concerns can help prevent injuries and protect coworkers.

Examples of unsafe conditions

Unsafe conditions can take many forms. Examples may include: 

• Inadequate protective gear, 
• Dangerous equipment, 
• Exposure to harmful substances, 
• Fall or electrical hazards, and 
• A failure to follow safety guidelines. 

You can submit reports through OSHA or the Texas Department of Insurance Safety Violations Hotline. However, only OSHA can enforce your rights against private-sector employers. You should speak to our Austin employment attorneys before submitting statements about what you have witnessed.

Filing a Claim

Knowing how to enforce your rights is as crucial as knowing your rights. Texas employees may have several options depending on the nature of a violation.

Filing a Discrimination Claim

Employees who experience discrimination may have the right to file a complaint with the Texas Workforce Commission Civil Rights Division (TWCCRD) or the U.S. Equal Employment Opportunity Commission (EEOC).

Discrimination can affect nearly every aspect of employment, including:

• Hiring decisions,
• Promotions,
• Job assignments,
• Compensation,
• Benefits,
• Discipline,
• Termination, and
• Harassment.

The process usually begins when an employee files a charge of discrimination with the appropriate agency. The agency may review documents, interview witnesses, request information from the employer, and investigate the allegations.

Employees should provide as much information as possible when filing a claim. Clear details about what happened, when it occurred, who was involved, and why the employee believes discrimination occurred can help support an investigation.

Filing a Wage Claim

Employees may file wage claims with the Texas Workforce Commission or the U.S Department of Labor Wage and Hour Division when they believe an employer failed to pay wages that are due. Wage disputes can involve unpaid earnings or other compensation that qualifies as wages under the law. When filing a wage claim, employees should gather information that shows what they were supposed to be paid and what they actually received. Pay records and work schedules often play an important role in these cases.

Filing a Workplace Safety Complaint

Employees who believe their workplace contains serious safety hazards may file a complaint with OSHA. Workers can submit complaints regarding unsafe working conditions, health hazards, violations of workplace safety standards, or retaliation for exposing safety concerns. OSHA reviews complaints and may decide to investigate or inspect the workplace.

Employees can generally request that OSHA keep their identities confidential. This protection may encourage workers to report dangerous conditions without fear that their names will be disclosed during the investigation process.

When filing a complaint, employees should provide detailed information about the hazard. Useful details may include:

• The location of the hazard,
• How long the condition has existed,
• The equipment involved,
• Whether injuries have occurred, and
• The risk posed to employees.

The more information OSHA receives, the better it can evaluate the complaint and determine the appropriate response.

Evidence That May Help Your Claim

Strong evidence can help employees explain what happened and support their claims. Employees should keep records whenever they believe their workplace rights have been violated.

Helpful evidence may include:

• Employment records. Employment agreements, job descriptions, employee handbooks, disciplinary notices, performance evaluations, and personnel records may provide important information about workplace expectations and employer decisions. 
• Pay records. Pay stubs, payroll records, time records, schedules, commission statements, and other compensation documents may help establish wage violations.
• Communications. Emails, text messages, written notices, internal messages, and other communications often provide valuable evidence in employment disputes.
• Medical documentation. Medical certifications, leave requests, physician documentation, and employer responses can help prove your right to damages or establish your need for protected leave.
• Witness information. Coworkers, supervisors, former employees, and other individuals with firsthand knowledge may provide important information that supports a claim.
• Photographs and other documentation. Images of unsafe working conditions, dangerous equipment, injuries, or workplace hazards may help preserve evidence that could later change or disappear.
• Personal notes. Detailed notes created close in time to important events can help employees remember dates, conversations, and workplace incidents. 
• Complaint records. You should keep copies of complaints filed with your employer and government agencies. These records may help establish timelines and show when concerns were reported. 

Our Austin employment attorneys can help you gather the best evidence to support your claim and present it in the most favorable light.

Time Limits for Filing a Claim

Deadlines play a major role in employment law. Employees who wait too long may lose the ability to pursue their claims. 

Discrimination Claims

Employees in Texas generally have up to 300 days from the date of the alleged discriminatory act to file a charge of discrimination. Although 300 days may seem like a long time, evidence can become more difficult to obtain as time passes. Witness memories may fade, documents may become harder to locate, and key details may be forgotten.

Employees who believe they have experienced discrimination should act promptly to preserve their rights.

Wage Claims

Employees who haven’t been properly paid generally have 180 days to submit a claim and must act fast. Waiting too long can create additional challenges and may affect an employee’s ability to recover unpaid compensation. 

Federal wage claims may involve longer limitations periods depending on the specific law and facts involved. Consulting our Austin employment law firm can help you timely submit your claim to the right agency and get the most out of your case.

Workplace Safety Complaints

Employees should report workplace hazards as soon as possible. Prompt reporting helps address dangerous conditions before someone suffers an injury. And employees who believe an employer retaliated against them for reporting safety concerns should act quickly because certain workplace safety protections may involve short filing deadlines. 

The average safety complaint must be submitted within six months. However, you may have as few as 30 days to file if you have a whistleblower complaint. Speak to one of our Austin employment lawyers right away to help ensure you submit all of your claims on time.

Need Employment Lawyers? Austin Law Firm King & Siegel Handles These Claims and More

Employment issues can take many forms. Here are some of the employment claims a King & Siegel Austin employment attorney handles:

• Sexual harassment—unwanted advances, inappropriate comments, or a hostile work environment can leave lasting scars;
• Wrongful termination—being fired for discriminatory reasons, retaliation, or other unlawful motives can lead to a legal claim;
• Discrimination—bias in hiring, promotions, or workplace treatment based on race, gender, age, pregnancy, or other protected characteristics is illegal and actionable;
• Whistleblower retaliation—reporting fraud, safety violations, or other workplace misconduct should not result in punishment;
• Wage and hour violations–employees deserve to be paid for the work they perform in accordance with the law;
• Equal pay violations—employees experiencing disparities in wages based on gender or other discriminatory factors may have grounds for legal recourse; and
• Employment contract violations—breaches of employment agreements, such as unpaid wages or unfulfilled contract terms, can form the basis for a legal claim.

These claims underscore the importance of having a knowledgeable employment attorney to guide you through the process and secure a fair outcome. With us, you gain access to a legal team that understands employment law and prioritizes your needs. Let us help you fight for the justice and resolution you deserve.

When You Need an Employment Attorney, Austin Law Firm King & Siegel LLP Can Help

Our firm stands out for its dedication to employee rights. Here’s what our team of talented attorneys offers:

• Comprehensive legal support. From sexual harassment and disability discrimination to whistleblower retaliation and wrongful termination, we cover a broad spectrum of employment law cases.
• Strategic advocacy. With a proactive approach, we work efficiently to achieve client goals while reducing the stress of litigation.
• Proven success. In less than six years, we’ve recovered over $45 million in settlements and verdicts for employees wronged by their employers.
• Exceptional qualifications. Our team boasts graduates from top law schools like Harvard and Columbia, ensuring unparalleled expertise.
• Personalized attention. Every case receives tailored strategies, ensuring your specific needs and objectives remain our priority.
• Client-centered focus. Our attorneys are known for their empathy and clear communication.
• Multilingual representation. With Spanish-speaking staff, we provide accessible and effective advocacy for Austin’s diverse workforce.

King & Siegel is here to help you navigate the complexities of employment law with confidence and clarity. With offices in Austin, we are deeply committed to protecting employee rights. Contact us for a free consultation to explore your options and take the first step toward protecting your rights and securing the justice you deserve.

How King & Siegel Serves Austin Employees

King & Siegel LLP represents employees in Austin and throughout Texas in state and federal employment matters. Our attorneys are licensed to practice in Texas and have handled employment cases across the state, including matters before the Texas Workforce Commission, the Equal Employment Opportunity Commission (EEOC), and state and federal courts.

Our Austin employment law firm offers free initial consultations by phone or video for Austin-area employees. Our contingency fee structure means there is no cost to you unless we recover compensation on your behalf. If you believe your employer has violated your workplace rights, contact us to discuss your situation.

Legal References Used to Inform This Page

To ensure the accuracy and clarity of this page, we referenced official legal and other resources during the content development process:

• Payment of wages, Tex. Lab. Code Chapter 61 (2025).
• Anti-discrimination laws, Tex. Lab. Code Chapter 21 (2025).
• Texas Workers’ Compensation Act, Tex. Lab. Code Chapter 401 (2025).
• Texas Workforce Commission, “Texas Adds 40,100 Jobs in January as Job Growth Outpaces Nation” (Apr. 3, 2026).
• U.S. Department of Labor Wage and Hour Division, “Family and Medical Leave Act.”
• OSHA, “OSH Act of 1970.”
• U.S. Department of Labor Occupational Safety and Health Administration, “Employer Responsibilities.”
• Texas Department of Insurance, “Safety Violations Hotline – 800-452-9595.”
• Texas Workforce Commission, “Employment Discrimination.”
• Texas Workforce Commission, “Texas Payday Law – Wage Claim.”
• U.S. Department of Labor Wage and Hour Division, “How to File a Complaint.”
• OSHA, “File a Complaint.”
• U.S. Equal Employment Opportunity Commission, “Time Limits for Filing a Charge.”
• U.S. Department of Labor Wage and Hour Division, “Frequently Asked Questions: Complaints and the Investigation Process.”

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Top Austin Employment Lawyers Fighting for You

Standing Up for Your Rights at Work

We take your case personally. We enforce your right to make a living free from discrimination, harassment, and wage theft. Whether you know you've been wronged or you just want to understand your rights, we provide free, 30-minute consultations. When you retain an employment lawyer at King & Siegel LLP, we will protect your rights and help you fight your employer for compensation and other damages. Employment law cases are rarely straightforward, no matter how much evidence you think you have. We start by conducting a thorough investigation. If necessary, we speak to witnesses and preserve their testimony should your case go to trial. We will gather documentation, records, and evidence that support your case. You don’t need to worry about missing important deadlines when you hire an experienced Austin employment lawyer. We ensure all legal deadlines are met so your case can move forward. However, if you wait to hire an attorney later in the claims process and some crucial deadlines have already passed, we will still do our best to help you. Don’t jeopardize your case by failing to contact an attorney right away. Your attorney will be there with you every step of the way and walk you through the legal process. We understand how serious and stressful employment law cases are. Too many times, employers take advantage of workers or fail to follow federal and state employment laws. In some instances, it might be oversight or accidental. However, some employers purposely push boundaries or hope employees are unaware of their rights. We can help you exercise your rights and hold your employer accountable.

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