Texas law also prohibits employers from retaliating against employees who make worker’s compensation claims. Specifically, Texas Labor Code § 451.001 states that a person may not discharge or in any other manner discriminate against an employee because the employee has:
The Legislature’s whole purpose in enacting section 451.001 of the Texas Labor Code was to protect people who are entitled to benefits under the workers’ compensation laws and to prevent employers from firing them for taking steps to collect benefits.
In order for a workers compensation retaliation case to be successful, the employee must prove that “but for” the filing of the workers’ compensation claim the discharge would not have occurred when it did. The employee need not prove that retaliation was the sole cause of his or her termination. Rather, they must show that, “but for” the filing of the claim, the discharge would not have occurred when it did. Several nonexclusive factors have been recognized as circumstantial evidence sufficient to establish a causal link between filing a compensation claim and subsequent termination of employment, including: