TX PTO

Texas PTO Calculator

In Texas, PTO payout at separation depends on your employer's written policy.

Input Your Details

State

Accrual method

Per pay periodPer hour workedAnnual lump sum

Annual PTO (hours)

≈ 10 days (8h/day)

Pay period

Current balance (hours)

PTO used this year (hours)

Hourly rate ($) — optional

Accrual cap (hours) — optional

Texas PTO rules

Texas Payday Law: if employer has a policy promising payout, it is enforceable. Otherwise no state requirement.

Statute: Texas Payday Law, Tex. Lab. Code §61.001

Your Results

ACCRUAL PER PERIOD

3.08 hrs

80 ÷ 26 = 3.08 hrs

ANNUAL PTO

80 hrs (10.0 days)

3.08 × 26 = 80 hrs

AVAILABLE BALANCE

0.0 hrs (0.0 days)

Current balance (0) − used (0) = 0.0 hrs

Enter your hourly rate to see PTO dollar value and payout estimate.

Month	Accrued	Balance
January	6.67 h	6.67 h
February	6.67 h	13.33 h
March	6.67 h	20.00 h
April	6.67 h	26.67 h
May	6.67 h	33.33 h
June	6.67 h	40.00 h
July	6.67 h	46.67 h
August	6.67 h	53.33 h
September	6.67 h	60.00 h
October	6.67 h	66.67 h
November	6.67 h	73.33 h
December	6.67 h	80.00 h

Texas has no state law requiring PTO payout. Whether unused PTO is paid at separation depends on your employer's written policy. Under the Texas Payday Law, if the employer has a policy promising payout, it becomes an enforceable obligation.

TX PTO LAWS

Texas PTO Laws Summary

PTO Payout at Termination

Depends on your employer's policy

Texas Payday Law: if employer has a policy promising payout, it is enforceable. Otherwise no state requirement.

Statute: Texas Payday Law, Tex. Lab. Code §61.001

Use-it-or-lose-it

No specific state regulation; employer policy typically governs.

For official guidance, see Texas Workforce Commission.

FREQUENTLY ASKED QUESTIONS

Texas PTO FAQ

Only if your employer's written policy or agreement says so. Texas does not mandate PTO payout by law. Check your handbook or employment agreement.

If the employer has a use-it-or-lose-it or forfeiture policy that was clearly communicated, they may be able to apply it—unless you have a contract or policy promising payout. When in doubt, get the policy in writing.