— Unemployment benefits Category Archives — Dallas Employment Lawyer Blog Published by Dallas, Texas Employment Lawyers

When the Company Carves the Turkey—and the Payroll: Your Rights After a Layoff in Texas

November 13, 2025 | Ellen Johnston

Dallas Employment Trial Lawyer Ellie Johnston

As Thanksgiving approaches, most people are thinking about carving turkeys, not careers. But for many workers in Texas, the end of the year brings a less welcome tradition: company “restructuring.” Each November, employers roll out layoffs, citing budget cuts, reorganizations, or “changing business needs.”

If you’ve been told your position is being eliminated, you may feel blindsided, confused, and unsure what happens next. The good news? Even in Texas—a state known for at-will employment—you still have important rights when it comes to layoffs, severance, and unemployment. Understanding them can help you protect yourself, your finances, and your future.

A Texan’s Guide to Unemployment Benefits

August 1, 2024 | Ellen Johnston

Dallas Employment Trail Lawyer Ellie Johnston

Unemployment benefits provide crucial financial support to individuals who have lost their jobs. Understanding how to navigate the Texas Workforce Commission (TWC), the appeal process, and the distinction between being fired for work-related misconduct versus other reasons can significantly impact Texas employees’ eligibility and benefits.

In Texas, the Texas Workforce Commission administers unemployment benefits, determines an employee’s eligibility, and processes unemployment benefit claims.

Strategize your Resignation

November 11, 2021 | Paige Melendez

For employers and employees alike it is becoming apparent that there is a trend of employees leaving their workplaces. In Texas, the at-will doctrine allows an employee to leave for any reason or no reason, but sometimes resignations can be a bit more complicated. For employees it is complicated because resignations can be and should be used strategically rather than a simple decision to leave a job. To use a resignation strategically, there are a few things to consider and think about before pulling the plug.

First and foremost, leaving a job can evoke questions about eligibility for unemployment benefits. In Texas, resignations, except for narrow exceptions related to “good cause connected with the work,” can be fatal to an application for unemployment benefits. While every case is different, resignations likely spell the end for unemployment benefit eligibility. Yet, it ultimately comes down to the Texas Workforce Commission’s decision. Therefore, if unemployment benefits are part of the financial planning underpinning a resignation, it is important to keep this in mind.

If unemployment benefits are not a concern or can be overlooked, then resignation becomes a good option to leave an employer on amicable terms. Outside of a contractual obligation, there is generally no notice period requirement on resigning. Nonetheless, there are practical steps to take before submitting a notice of resignation to protect your best interest. By way of example, medical procedures that can be done while health insurance coverage is still fully paid by your employer, figuring out finances in case you cannot find a different job, how a resignation might look at your next employer, and finally, contractual obligations. The contractual obligations can be tricky and are typically governed by an employment contract that an employee signed at the beginning of employment. Contracts that govern resignations or leaving a job without cause sometimes have requirements like a notice period, a method of giving that notice like certified mail to a specific address, or even set out specific information that needs to be in a notice. Some contracts even have promises of severance.

Federal Pandemic Unemployment Assistance Programs Ending: What does that mean for Texans?

June 25, 2021 | Rob Wiley, P.C.

In an unsurprising turn of events, the State of Texas is ending its participation in the federal pandemic unemployment benefit programs early. Jobless Texans will lose access to federal unemployment aid, including a $300 per week supplemental benefit effective June 26, 2021, three months prior to the federal expiration of the programs. More than a million Texans will be impacted when the State stops receiving unemployment benefits under the American Rescue Plan Act (ARPA). The final benefit week that the Texas Workforce Commission (TWC) will pay federal pandemic unemployment benefits under the ARPA is the benefit week ending June 26, 2021.

This decision will end the Pandemic Unemployment Assistance (PUA) program for those who traditionally do not qualify for regular state benefits, such as self-employed and independent contractors, or exhausted all other benefits; Pandemic Emergency Unemployment Compensation Program (PEUC) that extends regular state benefits; and Federal Pandemic Unemployment Compensation Program (FPUC), which provides an additional $300 weekly benefit payment. These programs were created with the CARES Act and were recently extended under the ARPA. However, the caveat is they require the governor’s approval. In other words, if the governor of your state rejects these benefits, you are unable to access them. To no surprise, following pressure from business groups, Governor Greg Abbott declared that Texas will no longer receive any federal pandemic-related unemployment benefits effective June 26, 2021.

Governor Abbot’s decision comes amid a trend of Republican governors announcing plans to cut benefits in order to encourage people to return to work. According to Governor Abbot, “The Texas economy is booming and employers are hiring in communities throughout the state.” Similarly, according to the TWC, the number of job openings in Texas is almost identical to the numbers of Texans who are receiving unemployment benefits.

Always Read the Fine Print: American Rescue Plan Act Gives Unemployed Texans Free COBRA

May 14, 2021 | Rob Wiley, P.C.

Section 9501 of the recently passed American Rescue Plan Act (“ARPA”) fully funds COBRA health insurance plan payments for qualifying individuals between the dates of April 1, 2021 and September 30, 2021. This benefit is funded by the employers who will then receive a tax credit to offset the cost of COBRA coverage. Notably, the benefit is not available to employees who voluntarily quit their job or who were terminated on the basis of “gross misconduct,” and the 18- and 36-month limit to coverage still apply.

Before the world of COVID-19, nearly all employees who separated from their jobs had the option of electing to remain on their employee-sponsored health insurance by enrolling in a COBRA plan. I say “nearly all employee” because COBRA is only available to employee who worked for a company that employs 20 or more employees. However, Texas has passed its own version of COBRA known as “mini-COBRA,” which applies to businesses with fewer than 20 employees and only provides 9 months of coverage.

Generally, employees are permitted to enroll in COBRA within 60 days from their employment separation. Once an employee enrolls in COBRA, the employee is usually permitted to remain on COBRA for 18 months, unless (1) the employee is only eligible for mini-COBRA, which would only permit the employee to remain on COBRA for 9 months or (2) the employee becomes eligible for Medicare while on COBRA, in which case the employee will transition from COBRA to Medicare while his or her family members are permitted to remain covered by COBRA for 36 months rather than just 18 months.

The American Rescue Plan is Signed: Are you Feeling Rescued?

April 30, 2021 | Rob Wiley, P.C.

On March 11, 2021, President Biden Signed the American Rescue Plan Act (“ARPA”) into law. The ARPA extends the unemployment benefits that were available under the March 2020 Coronavirus Aid, Relief, and Economic Security Act (the “CARES Act”) and the December 2020 Consolidated Appropriations Act, (both of which were set to expire after March 14, 2021) through September 6, 2021.

To reap the benefits of the ARPA, you must meet your state’s eligibility requirements. In the state of Texas, if COVID-19 is the only reason you cannot work, you are considered able to work according to the Texas Workforce Commission (“TWC”). Hence, in order to remain eligible for benefits, you must be able and available to work and search for work as instructed by the TWC. Unless you are exempt, the number of work search activities you must complete and report each week is determined by your county of residence.

However, according to the TWC, each benefits case is evaluated on an individual basis. Because of the COVID-19 pandemic, the TWC has compiled a list of reasons benefits would be granted even if you refuse suitable work. Among those reasons are if you are 65 years or older, and/or have a medical condition, like heart disease, diabetes, cancer, or a weakened immune system, or at a higher risk for getting very sick from COVID-19, and/or if someone in your household is at high risk for contracting COVID-19.

The CARES Act Expands Unemployment Insurance Benefits: Do They Actually Care?

May 4, 2020 | Rob Wiley, P.C.

The outbreak of COVID-19 has caused unprecedented changes to the lives of individuals across Texas and across the globe. The Coronavirus Aid, Relief, and Economic Security Act (“CARES Act”), expands unemployment benefit assistance to workers who are eligible under state and federal law before COVID-19 as well as extending benefits to workers who were not eligible for unemployment benefits assistance prior to COVID-19, including self-employed individuals, independent contractors, and gig workers.

Involuntary Work Separations Under Texas Law

July 24, 2019 | Law Office of Rob Wiley, P.C.

The Texas Workforce Commission (TWC) oversees unemployment compensation cases for Texas citizens who are out of work through no fault of their own. To determine whether an individual is entitled to an employment benefit, such as unemployment compensation, the TWC must know what caused an employee and employer to go their separate ways.

The first determination is whether separation was voluntary or involuntary. The type of separation determines what benefits an employee may receive. A voluntary work separation is any separation that is initiated by an employee. These types of separations are those where an employee retains more power than the employer. Voluntary separations occur as long as the employer did not force the employee to resign. An involuntary work separation is an employer initiated separation.

Involuntary separations occur when an employer engages in some action or behavior that make it impossible for an employee to continue employment after a specific date. Unlike voluntary departures, an employer retains more power than the employee in these scenarios.

Applying for Unemployment Benefits for Texas Workers

March 21, 2019 | Law Office of Rob Wiley, P.C.

The Texas Workforce Commission (TWC) administers Texas unemployment compensation laws. Under Texas employment law, employees must meet specific employment qualifications to be eligible for unemployment compensation. If the TWC denies unemployment compensation, a Texas employment lawyer can assist with an appeal.

According to the TWC, when an employee has left their employment through no fault of their own, they may apply for unemployment compensation. An application can be filed online, in-person, or by calling the state hotline. Texas maintains a “work search” registry and individuals who have applied for unemployment compensation must sign up with this registry. They must also submit weekly claims showing they are attempting to find a job in their related field.

To establish a claim for unemployment compensation, the person must first show they are unemployed through no fault of their own. Some common scenarios that qualify include layoffs, resigning for good cause, or a reduction in work hours or wages. Of course, this reduction must not be related to misconduct.

Texas Workforce Commission Severance Pay Laws

June 22, 2018 | Law Office of Rob Wiley, P.C.

In Texas, final compensation policies and practices are regulated by the state’s Payday Law. Among other things, the law instructs employers and employees on their rights after an employee leaves employment. In cases in which an employee is fired, discharged, laid off, or involved in any other involuntary separation, they are due their pay within six calendar days. In instances in which the employee leaves voluntarily, such as by quitting or retiring, they are due their final pay on the next regularly scheduled payday.

Texas Severance Pay

Under the Texas Payday Law, Texas employers are not required to provide their employees with severance pay, although many employers do provide this or may be required to provide this for a multitude of reasons, such as provisions in Texas employment contracts.

Severance pay is a type of compensation that some companies offer when employees are terminated due to no fault of their own. This is usually applicable in situations in which an employee has worked at a particular job for some length of time or in a certain position and has been let go. Generally, employers use a set formula to determine when an employer will be due severance pay. The theory behind severance pay is to compensate the employee for the lack of advance notice of their termination. Although the Fair Labor Standards Act (FLSA) does not mandate severance pay, many Texas employers offer this type of compensation.