Texas Employment Agreement

Yes. Texas follows employment at-will, meaning either the employer or employee may end the relationship at any time, for any lawful reason, without notice, unless a written contract, policy, or statute provides otherwise. A clear at-will disclaimer in the employment agreement preserves this default and avoids implying a fixed term.

Yes. Under Tex. Bus. & Com. Code § 15.50, a non-compete is enforceable if it is ancillary to an otherwise enforceable agreement, supported by consideration, and reasonable in time, geographic area, and scope of activity. Texas imposes no salary threshold, but courts may reform overbroad restraints rather than enforce them as written.

Under the Texas Payday Law (Tex. Lab. Code Ch. 61), an involuntarily discharged employee must be paid within 6 calendar days of discharge, while an employee who quits is paid by the next regularly scheduled payday. An employer cannot withhold final pay for unreturned property or unsigned timesheets.

No. Texas has no state income tax, so employers do not withhold any state income tax from wages. Payroll obligations are limited to federal income tax withholding, FICA (Social Security and Medicare), and state unemployment tax. There is also no state daily-overtime or mandated meal-break requirement, so federal FLSA rules apply.