Texas is an “employment-at-will” state. Therefore, an employer may generally terminate an employment relationship at any time and for any reason unless a collective bargaining agreement, employment contract, existing law, or recognized public policy provides otherwise.
In keeping with a strong presumption in favor of the at-will standard, the Texas courts have generally held that “promises” contained in an employee handbook or policy manual do not give rise to an implied contract of employment.
For example, an employee contract claim was not upheld based on an employee handbook's disciplinary and discharge guidelines, since nothing in the handbook stated that the employer was obligated to terminate for cause only (Zimmerman v. H.E. Butt Grocery Co., 932 F.2d 469 (5th Cir. 1991)).