Texas is a strong at-will state with no mandatory severance and minimal state-level worker protections beyond federal law.
Statutory Severance
None required
WARN Threshold
Federal only: 100+ employees, 60 days
Key Law
Texas Labor Code (at-will), federal WARN
Negotiability
Moderate — depends on company policy
Model your entitlement using jurisdiction-specific rules and Bardal factor analysis.
Important: These estimates reflect typical negotiated settlement ranges — but your actual entitlement depends heavily on your employment contract terms and applicable state law. Not sure if your contract is enforceable? Get your free full analysis — first analysis is free.
Severance offers often expire in 5–7 days
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U.S. at-will doctrine applies in most states · Estimates are illustrative · Not legal advice · Consult a qualified employment attorney
Texas employees have no statutory right to severance pay, and the state does not have its own WARN Act — meaning federal rules are your main protection during large layoffs. What severance you receive depends entirely on your contract or company policy.
No. Texas law does not require any severance pay. If your employer has a written severance policy or your contract includes severance provisions, those terms are enforceable. Otherwise, severance is entirely at the employer's discretion.
Yes, Texas courts can enforce non-compete agreements if they meet the requirements of the Texas Covenants Not to Compete Act — they must be ancillary to an otherwise enforceable agreement and reasonable in time, geography, and scope. Review any non-compete in your severance agreement carefully before signing.
If your employer has 100 or more full-time employees and is conducting a mass layoff (50+ workers) or plant closing, the federal WARN Act requires 60 days advance notice. If proper notice was not given, you may be entitled to back pay and benefits for up to 60 days.
Other US states
Content last updated March 2026. This tool provides estimates only and does not constitute legal advice. For a complete analysis of your specific severance package, use the full contract analysis and jurisdiction-matched review.