Texas
Overview
Please review the information below as well as the information on the Federal Equal Employment Opportunity page and then return to the workplace harassment prevention course tab.
Harassment and discrimination based on a protected characteristic are prohibited under both federal and state law. The federal government and most state governments have agencies that help employers and employees understand these legal requirements and ensure compliance with the laws.
Protected Characteristics
Harassment or discrimination on the basis of any protected characteristics set forth below is prohibited under state law in Texas.
Texas
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race (including hair that is part of the cultural identification of an ethnic group or that is a physical characteristic of an ethnic group, such as braids, locks, or twists)
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color
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national origin (including ancestry)
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sex (including pregnancy, childbirth, or related conditions)
- age (40 or older)
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disability
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genetic information
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religion (including all aspects of religious observance, practice, or belief)
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military service
Applicable Laws
Texas
The primary state law prohibiting employment discrimination, including harassment, is the Texas Labor Code Chapter 21.
Filing a Claim in Texas
An employment discrimination or harassment claim may be filed with the Texas Workforce Commission’s Civil Rights Division, and/or the U.S. Equal Employment Opportunity Commission, depending on the employer’s size and the protected characteristic on which the claim is based. More information on federal law prohibiting employment discrimination and harassment is available on the Federal Equal Employment Opportunity page.
Supervisor Liability
Under Texas law, a supervisor, co-worker or any other person who acts directly in the interests of the employer in relation to an employee may be held liable for workplace sexual harassment.
Retaliation Prohibited
Employer retaliation against an employee who files a discrimination or harassment complaint or is involved in the complaint process is unlawful.
The information contained on this page is for informational purposes only.
It does not, and is not intended to, constitute legal advice.