Texas Wage & Employment Calculators
Texas employment law operates under the Texas Payday Law (Texas Labor Code Chapter 61) enforced by the Texas Workforce Commission (TWC), along with federal Fair Labor Standards Act (FLSA) standards and Texas Labor Code Chapter 62. Use our verified tools to calculate statutory final pay deadlines, audit weekly overtime with regular rate adjustments, compute day-rate oilfield overtime, split restaurant tip pools, and audit unlawful paycheck deductions.
Live Texas Calculators (6 Tools)
Texas Final Paycheck & Payday Law Calculator
Calculate statutory payment deadlines (6 calendar days for involuntary discharge vs. next payday for resignation), evaluate PTO payout policy rules, and audit authorized wage deductions.
Texas Overtime Calculator
Calculate weekly overtime wages at 1.5x under the 40-hour FLSA rule, compute regular rates with non-discretionary bonuses and dual pay rates, and audit Texas daily overtime exemptions.
Texas Minimum Wage & Tip Credit Calculator
Calculate statutory minimum wage compliance ($7.25/hr floor), $2.13 tipped minimum cash wage, $5.12 max tip credit, mandatory shortfall make-up pay, and tipped overtime rates ($5.755/hr).
Texas Day-Rate, Job-Rate & Piece-Rate Overtime Calculator
Calculate statutory half-time overtime premiums on daily rates, job rates, and piecework in Texas oilfields, construction, and logistics under FLSA standards.
Texas Restaurant Tip Pool & Tip-Out Calculator
Split restaurant tip pools with exact cent reconciliation, calculate sales-based tip-outs, audit manager exclusions, and verify kitchen staff eligibility under tip-credit rules.
Texas Wage Deduction & Paycheck Shortfall Calculator
Audit deductions for register drawer shortages, uniforms, property damage, and loans. Check written authorization validity and FLSA $7.25/hr minimum-wage floor compliance.
Texas Wage Law Guides & Statutory Analysis (6 Guides)
Texas Final Paycheck Laws: Texas Payday Law Deadlines & Rules
Understand the strict 6-calendar-day deadline for discharged employees under Tex. Lab. Code § 61.014(a), next regular payday rules for quit, PTO payout policy enforcement under 40 TAC § 821.25, and illegal wage deduction limits under § 61.018.
Texas Overtime Laws: FLSA 40-Hour Rule, Regular Rate & Exemptions
Learn why Texas has no daily overtime or double time, how non-discretionary bonuses affect the regular rate, blended rates for dual jobs, and unworked PTO exclusions under 29 C.F.R. § 778.218.
Texas Minimum Wage & Tip Credit Laws: $7.25 Baseline, Tip Pools & Preemption
Complete statutory guide to Texas minimum wage ($7.25/hr), the $2.13 tipped employee cash wage, employer tip credit limits ($5.12/hr), mandatory shortfall make-up pay under 29 CFR § 531.59, and municipal preemption under Tex. Lab. Code § 62.0515.
Texas Day-Rate & Piece-Rate Overtime Laws: FLSA Rules & Formulas
Learn how half-time overtime is legally calculated under 29 C.F.R. § 778.112 for oilfield and piece-rate workers, bonus adjustments, and the landmark Supreme Court ruling in Helix Energy v. Hewitt.
Texas Restaurant Tip Pooling Laws: Rules, Tip-Outs & Manager Bans
Explore mandatory tip-out regulations under FLSA 29 U.S.C. § 203(m), manager tip prohibitions, tip-credit vs. full-wage differences, and kitchen staff eligibility in Texas.
Texas Paycheck Deduction Laws: What Employers Can & Cannot Deduct
Understand lawful deductions under Texas Labor Code § 61.018, specific written authorization standards under TWC 40 TAC § 821.28, the FLSA $7.25 minimum wage floor, and 180-day wage claim limits.
Overview of Texas Wage & Hour Laws
At-Will Employment: Like most U.S. states, Texas is an at-will employment state, meaning an employer or employee may terminate employment at any time with or without notice, provided the termination does not violate civil rights laws or public policy.
Texas Payday Law Deadlines: When employment terminates, the Texas Payday Law (Tex. Lab. Code § 61.014) enforces strict deadlines. Discharged employees must receive all final wages within 6 calendar days. Employees who quit must receive final wages on the next regular payday.
Vacation & Fringe Benefits: Texas does not consider earned vacation or PTO to be automatically protected wages unless the employer has promised payout in an executed written policy or collective bargaining agreement (40 TAC § 821.25(a)).
Municipal Preemption: Under Texas Labor Code § 62.0515(a), cities and counties in Texas are barred from passing local minimum wage ordinances governing private employment. The statutory baseline is pegged to the federal FLSA rate ($7.25/hr), with statutory exceptions for public contracts (§ 62.0515(a)), workforce training programs (§ 62.0515(b)), and government agreements (§ 62.0515(c)).