$
0
Billion
Recovered in Verdicts and Settlements
Workplace injury laws are not one-size-fits-all. Where your injury occurs plays a major role in how your case will proceed, how much time you have to file a claim, and whether you can pursue compensation beyond the workers’ compensation system. From employer obligations to legal remedies, every state sets its own rules—and those differences can make or break your case.
At Nix Patterson, we help injured workers navigate the legal frameworks in their state. Whether your injury happened in Texas, Oklahoma, or across state lines, understanding the law where the harm occurred is the first step toward protecting your rights and securing the full compensation you may be owed.
Workplace injury cases are rarely simple. Each state has its own compensation rules, liability standards, and litigation procedures. That complexity is exactly why experience matters—and why Nix Patterson is built to handle these cases from every angle.
With clients and cases across the country, we understand that injury law doesn’t stop at state lines. We tailor every strategy to the specific laws, court systems, and procedural requirements of the jurisdiction where the injury occurred. That means we don’t just apply a one-size-fits-all template—we build cases around the actual legal landscape of your state.
In Texas, for example, some employers can opt out of the workers’ compensation system entirely. In Oklahoma, recent legislative reforms have reshaped how workplace injuries are handled through the comp system and the courts. These details matter. And we stay ahead of them.
Our attorneys are not just licensed in one place—we’ve litigated across state lines, in both state and federal courts. We understand what it takes to build admissible evidence, present complex injuries to a jury, and hold employers accountable regardless of where the injury happened.
Whether your case involves oilfield negligence, a warehouse accident, or a cross-border employer with operations in multiple states, we are ready. We know the law, we know the process, and we know how to win in the environments that matter most.
Most states require employers to carry workers’ compensation insurance. But how that system operates—what it covers, how long it lasts, and what it limits—can differ dramatically depending on where you were injured.
In some states, virtually all employers are required to participate in the workers’ comp system. In others, like Texas, employers can choose to “opt out” of the system altogether—making them non-subscribers. That status drastically changes your legal rights.
If your employer is a subscriber to workers’ comp, they are generally protected from civil lawsuits—even if negligence caused your injury. If they opt out, that protection disappears. You may be able to pursue a full civil claim for damages, including pain and suffering, emotional trauma, and punitive damages.
Understanding whether your employer participates in workers’ comp is one of the first—and most important—steps in your legal strategy.
Each state defines its own benefit levels. That includes:
Some states offer broader protection and higher caps. Others are more restrictive. And most place strict limits on what you can recover—even in severe injury cases. That’s why workers’ comp is often insufficient when catastrophic injuries are involved.
Timelines matter. In most states, you must report a workplace injury to your employer within a certain number of days—often 30 or less. You must also file your claim within a prescribed window, typically one to two years.
Miss the deadline, and you may lose your right to recover. These time limits differ by state and case type. We help clients stay ahead of them so that no claim is left behind due to technicality.
While workers’ compensation is often the starting point after an injury, it is not always the final word. In many states, you may be entitled to file a civil lawsuit against your employer or another responsible party. But whether you can—and how you do it—depends on where you were injured.
In most states, the workers’ comp system gives employers immunity from civil lawsuits. But that immunity is not absolute. Exceptions vary by state and may include:
These exceptions are fact-specific and legally complex. We evaluate each case against your state’s laws to determine whether you have a viable civil claim.
Even if you can’t sue your employer directly, you may still have a civil case against another party:
These third-party claims allow you to recover damages not available under workers’ comp—including full lost wages, emotional distress, and long-term care costs. They also open the door to a more complete form of justice.
Some states apply comparative negligence laws, meaning your recovery can be reduced—or barred—based on your own actions. Others follow contributory negligence rules, which are far stricter. Understanding these doctrines is essential when deciding whether to settle, negotiate, or take a case to trial.
Our legal strategies are built with this in mind. We don’t just know the rules—we know how to use them to your advantage.
The Occupational Safety and Health Administration (OSHA) sets the baseline for workplace safety nationwide. Its standards cover everything from fall protection and machine guarding to chemical exposure and emergency procedures. But how those rules are enforced—and how they affect your legal case—depends on where you live and work.
In most states, OSHA is enforced directly by the federal agency. When a serious workplace injury occurs, OSHA investigators may inspect the jobsite, interview employees, and issue citations if violations are found. These citations can play a powerful role in a personal injury case, especially if they show that the employer had notice of the hazard or failed to follow legally mandated safety protocols.
Some states, however, have what’s known as “State Plan” OSHA programs. These state agencies operate their own OSHA-approved safety enforcement systems. States like California, Washington, and North Carolina have their own inspectors, rules, and enforcement procedures—though they must meet or exceed federal OSHA standards.
Whether your injury occurred in a federal OSHA state or under a state-run plan, any violations found during an investigation can help strengthen your civil lawsuit. They provide objective, third-party documentation that safety rules were broken—and that your injury could have been prevented.
In a negligence case, proving fault often comes down to showing that the employer failed to meet an expected standard of care. OSHA standards help define that standard. If your employer violated OSHA rules, it suggests they did not just make a mistake—they broke the law.
We use OSHA reports, citations, inspection records, and even past violation history to build a timeline of employer misconduct. This documentation can make the difference between a dismissed claim and a strong case for full compensation.
Every state has strict deadlines for filing a workplace injury lawsuit. These time limits—known as statutes of limitations—can vary widely depending on where the injury occurred, what kind of claim you’re filing, and who the defendant is.
In most states, the statute of limitations for filing a personal injury lawsuit ranges from one to three years. For example:
These deadlines apply to civil lawsuits—not workers’ compensation claims, which often have separate (and shorter) reporting requirements.
If your claim involves a government agency or public employer, you may have to file a “notice of claim” within just a few months. In other cases, such as toxic exposure or cumulative trauma, you may be able to extend the statute of limitations based on when the injury was discovered—not when it occurred.
But these exceptions are narrow, and courts enforce them strictly. Miss the deadline, and your right to sue may be gone—even if the injury was severe or the employer was clearly at fault.
We help clients determine the exact deadline in their state and make sure no opportunity for justice is lost to a technicality.
Not all states treat fault the same way. Depending on where you were injured, your ability to recover compensation may be affected by whether you shared any responsibility for the accident.
States generally follow one of three models:
If your employer or insurer claims that you were responsible for your own injury—by ignoring a warning, skipping a step, or using equipment improperly—your recovery could be reduced or denied altogether, depending on your state’s rules.
At Nix Patterson, we investigate the full context of your injury to push back against unfair blame-shifting. Even if you made a mistake, that does not erase your right to compensation—especially when employer negligence was the root cause.
Even when workers’ compensation laws prevent you from suing your employer, they do not block you from suing someone else. In fact, third-party lawsuits are a common—and powerful—way for injured workers to seek full compensation when another company or entity caused or contributed to the harm.
A “third party” is anyone who is not your direct employer. Common examples include:
If a third party created or failed to fix a dangerous condition, and that failure led to your injury, you may be able to sue them directly for negligence.
Workers’ compensation only pays for limited losses. But a third-party claim allows you to recover:
These claims are often the only way to get a full financial recovery—especially in severe injury cases.
State law determines who qualifies as a third party and how these claims must be filed. We assess the facts of your case to determine whether a third-party claim is an option—and how best to pursue it.
Beyond workers’ comp benefits and liability standards, many states have additional protections in place for injured workers. These laws can enhance your claim or provide extra layers of support during and after the legal process.
Most states prohibit employers from retaliating against workers who report injuries, file claims, or testify in legal proceedings. In some states, violating these laws can lead to separate legal action, including back pay, reinstatement, or punitive damages.
Certain states define “employee” more broadly to include temporary workers, independent contractors, and undocumented workers in workplace injury protections. This can affect your eligibility for benefits or civil claims, especially if the employer tried to misclassify you to avoid liability.
Some states allow enhanced damages if an employer knowingly violated safety regulations. Others reduce employer defenses if the company had a history of similar violations. These provisions can shift the legal burden and make it easier to prove negligence or recklessness.
We stay current with every state’s legal updates to ensure our strategies take full advantage of all worker protections available under the law.
No two states—and no two workplace injuries—are the same. The rules that govern your case depend not only on what happened but on where it happened. If you do not know your state’s deadlines, liability standards, or safety enforcement rules, you may be missing key opportunities to recover what you are owed.
At Nix Patterson, we bring national experience and state-level precision to every case we handle. We understand how to build claims that align with the specific laws in your jurisdiction. We know the courts, the agencies, and the strategies that work—and we fight with one goal: to protect injured workers and hold negligent employers accountable.
Contact Nix Patterson today for a free, no-obligation consultation. We’ll explain how your state’s laws apply, whether a lawsuit is possible, and what you may be entitled to recover. You won’t pay us unless we win.
Nix Patterson only works on a contingency fee basis. Our clients pay us nothing unless we win. Schedule a free consultation today. Call 512.328.5333 or complete the form below.
"*" indicates required fields
The information on this site is for informational purposes only. Though it deals with legal issues, it should not be taken as legal advice for any specific case or situation. The law changes rapidly, and we make no warranty or guarantee about the accuracy or reliability of the content or links on this site. Every case and legal issue is different. Speak with a lawyer for specific advice.
This site is not intended to create, and viewing it does not create, an attorney-client relationship. The verdicts and settlements shown on this site are intended to be representative of cases Nix Patterson handles. These listings are not a guarantee or prediction of the outcome of any other cases or claim. Results in litigation can never be guaranteed.
La información contenida en este sitio tiene únicamente fines informativos. Aunque trata de cuestiones jurídicas, no debe tomarse como asesoramiento jurídico para ningún caso o situación específicos. La legislación cambia rápidamente y no garantizamos la exactitud o fiabilidad de los contenidos o enlaces de este sitio. Cada caso y asunto jurídico es diferente. Hable con un abogado para obtener asesoramiento específico.
Este sitio no pretende crear, y su consulta no crea, una relación abogado-cliente. Los veredictos y acuerdos mostrados en este sitio pretenden ser representativos de los casos que maneja Nix Patterson. Estos listados no son una garantía o predicción del resultado de cualquier otro caso o reclamación. Los resultados en litigios nunca pueden ser garantizados.