Work · Jury Duty
Jury Duty Pay in Texas
Whether your employer must pay you during jury duty in Texas, whether your job is protected for serving, the notice rules, and the remedies. Cited to the statute.
How jury-duty pay works in Texas
Whether the employer must pay, whether your job is protected, and the notice and remedies.
| How it works | What it means |
|---|---|
| No wage mandate | Texas law does not require employers to pay wages during jury leave. |
| Permanent employees are protected | Section 122.001 protects a permanent employee from being discharged, threatened, intimidated, or coerced for serving as a juror in any court. |
| Right to reemployment | The statute also protects the employee’s right to return to the job, tied to giving proper notice of intent to return after service. |
| Exceptions and remedies | What it means |
|---|---|
| Notice of intent to return | Reemployment protection depends on the employee giving proper notice of intent to return after jury service ends. |
| Employer policy | Some employers voluntarily pay for jury time, but it is not required. |
What you can do right now
Concrete, neutral steps if you are summoned for jury duty in Texas. This is legal information, not legal advice.
- Do not expect wages during jury service
Texas imposes no employer pay duty for jury time. Hourly time is unpaid unless your employer chooses to pay.
- Give notice of intent to return
To keep your reemployment protection, give your employer proper notice that you intend to return to work after jury service.
- Keep your summons and records
If your employer threatens or punishes you for serving, documentation supports a claim under §122.001.
- File a wage or retaliation claim if needed
If you are discharged or coerced for jury service, you can pursue a claim, including with the Texas Workforce Commission for wage issues.
If you are punished for serving, or owed jury pay, a state labor agency can take your claim. This resource points to the right office.
→ Texas Workforce Commission — Wage ClaimThis is general legal information, not legal advice. Employer size, notice rules, and remedies can change the answer, so confirm your situation against the statute or with a licensed attorney.
What Texas workers get wrong about jury duty
Texas keeps the two jury-duty questions cleanly separate: your employer does not have to pay you, but it cannot fire you for serving. Under Civil Practice and Remedies Code §122.001, a permanent employee may not be discharged, threatened, intimidated, or coerced for serving as a juror in any court, and the statute also protects the right to return to the job. That reemployment protection comes with a condition: the employee must give proper notice of intent to return after service ends. What Texas does not do is require the employer to pay wages during jury leave, so the time is unpaid unless the employer voluntarily pays or a union contract provides otherwise. The practical steps are simple: serve when summoned, give notice of intent to return so your reemployment right holds, and keep your summons in case an employer pushes back. If you are discharged or coerced over jury service, §122.001 gives you a basis to challenge it.
Common questions
Does my employer have to pay me for jury duty in Texas?
No. Texas does not require employers to pay wages during jury service. But under §122.001, a permanent employee cannot be fired, threatened, or coerced for serving.
Can I be fired for jury duty in Texas?
No. Section 122.001 protects a permanent employee from discharge, threats, intimidation, or coercion for serving as a juror, and protects the right to return to the job.
Do I get my job back after jury duty in Texas?
Yes, if you give proper notice of intent to return. The statute protects reemployment for a permanent employee who serves, tied to that notice.
Is jury-duty time paid in Texas?
Not by law. The employer has no duty to pay wages during jury leave, so the time is unpaid unless the employer voluntarily pays or a contract requires it.
Not legal advicePlainStatute provides plain-language summaries of public law for general information only. This is not legal advice. Statutes change; always confirm current requirements with the official source linked above before acting.