Texas Employment Law Updates for 2024

The Texas employment law landscape continues to evolve in 2024, with significant regulatory changes that directly impact Fort Worth businesses. Staying current with these updates is not just a best practice—it's essential for maintaining compliance, avoiding costly penalties, and protecting your business and employees.

This comprehensive guide covers the most critical Texas employment law updates for 2024, specifically tailored for Fort Worth employers. From wage and hour changes to workplace safety requirements, we'll help you understand what's new and what actions you need to take to remain compliant.

While Texas maintains its state minimum wage at $7.25 per hour (matching the federal rate), several important updates affect how Fort Worth businesses must handle wage and hour compliance in 2024.

New Overtime Exemption Thresholds

Effective January 1, 2024, the U.S. Department of Labor increased the salary threshold for exempt employees from $684 per week ($35,568 annually) to $844 per week ($43,888 annually). This means Fort Worth businesses must pay employees at least this amount to classify them as exempt from overtime requirements. Employees earning less must receive overtime pay for hours worked over 40 per week.

Tipped Employee Regulations

Texas employers can pay tipped employees as little as $2.13 per hour, but must ensure that tips bring the total compensation to at least the minimum wage. In 2024, Fort Worth businesses must maintain detailed tip records and conduct regular audits to verify compliance with tip credit requirements.

Workplace safety regulations have seen significant updates in 2024, with new requirements for injury reporting, safety training, and hazard communication that affect Fort Worth businesses across all industries.

Enhanced Injury Reporting Requirements

Texas businesses must now report workplace injuries to OSHA within 24 hours for serious injuries (previously 8 hours for fatalities). Fort Worth employers must establish clear reporting procedures and ensure all supervisors understand the new timelines to avoid penalties.

Heat Illness Prevention Standards

Given Texas's hot climate, new heat illness prevention standards require Fort Worth businesses with outdoor workers to implement comprehensive heat safety programs, including mandatory rest breaks, access to shade, and hydration protocols when temperatures exceed 85 degrees Fahrenheit.

Several changes to leave policies and employee benefits took effect in 2024, affecting how Fort Worth businesses manage employee time off and benefit programs.

Paid Sick Leave Requirements

While Texas does not have a statewide paid sick leave mandate, several Fort Worth-area municipalities have implemented local requirements. Employers must review their specific jurisdiction's regulations and ensure compliance with applicable paid sick leave ordinances.

Family and Medical Leave Act (FMLA) Updates

The FMLA now includes expanded definitions of "serious health condition" and updated certification requirements. Fort Worth businesses with 50 or more employees must update their FMLA policies and train HR staff on the new provisions to ensure proper administration of leave requests.

Enhanced protections against workplace discrimination and harassment are now in effect, requiring Fort Worth employers to update their policies and training programs.

Expanded Protected Classes

Texas employment law now explicitly protects employees from discrimination based on sexual orientation, gender identity, and pregnancy status. Fort Worth businesses must update their equal employment opportunity policies and ensure all managers receive training on these expanded protections.

Mandatory Harassment Training Requirements

All Fort Worth businesses with 15 or more employees must provide annual anti-harassment training to all employees, including supervisors and managers. Training must cover prevention strategies, reporting procedures, and investigation protocols. Documentation of training completion must be maintained for at least three years.

New regulations affecting the hiring process and background checks require Fort Worth employers to update their recruitment and screening procedures.

Ban the Box Legislation

Several Texas cities, including some in the Fort Worth metro area, have implemented "ban the box" ordinances that prohibit employers from asking about criminal history on initial job applications. Employers must delay criminal background inquiries until after a conditional job offer is made.

Fair Credit Reporting Act (FCRA) Compliance

Enhanced FCRA requirements mandate that Fort Worth employers provide clear disclosure and obtain written consent before conducting background checks. Employers must also provide adverse action notices if background check results lead to employment decisions, with specific timelines and content requirements.

New worker classification rules make it more difficult to classify workers as independent contractors, affecting many Fort Worth businesses that rely on contract labor.

ABC Test for Independent Contractors

Texas now uses a stricter "ABC test" to determine worker classification. To classify a worker as an independent contractor, Fort Worth businesses must prove: (A) the worker is free from control and direction, (B) the work is outside the usual course of business, and (C) the worker is customarily engaged in an independently established trade. Misclassification can result in significant penalties and back-pay obligations.

Enhanced data privacy requirements affect how Fort Worth businesses collect, store, and protect employee information.

Biometric Data Protection

Texas businesses using biometric data (fingerprints, facial recognition, etc.) for timekeeping or security must obtain written consent, provide disclosure of data retention policies, and implement secure storage protocols. Fort Worth employers using biometric systems must update their policies and procedures to comply with these requirements.

To ensure compliance with all 2024 Texas employment law updates, Fort Worth businesses should take the following steps:

1. Review and update employee handbooks and policies to reflect new regulations

2. Conduct a wage and hour audit to ensure proper classification and overtime compliance

3. Implement mandatory harassment prevention training for all employees

4. Review worker classification practices and reclassify misclassified workers if necessary

5. Update background check and hiring procedures to comply with new regulations

6. Establish or update data privacy policies for employee information protection

Staying current with Texas employment law updates is essential for Fort Worth businesses to maintain compliance and avoid costly penalties. The regulatory landscape continues to evolve, making it crucial for employers to partner with experienced HR consultants who understand both state and federal requirements.

Rank and Rent HR Consultants specializes in helping Fort Worth businesses navigate these complex regulations. Contact us today for a comprehensive compliance audit and customized guidance on implementing these 2024 employment law updates.