A federal judge in Manhattan has dealt a partial blow to Blake Lively’s high-profile legal battle against her co-star and director Justin Baldoni, dismissing her sexual harassment claims while allowing claims of retaliation to proceed to trial. Judge Lewis J. Liman ruled Thursday that Lively—who starred in and produced the 2024 film *It Ends With Us*—could not pursue sexual harassment allegations under Title VII of the Civil Rights Act of 1964 because she was an independent contractor, not an employee. However, Liman preserved three retaliation claims, including allegations that Baldoni’s production company engaged in a coordinated effort to damage her reputation and career after she raised safety concerns on set. The decision sets the stage for a jury trial scheduled to begin May 18, 2026, marking one of the most closely watched workplace disputes in Hollywood history.
Key Takeaways from the Ruling in Blake Lively vs. Justin Baldoni Case
- Blake Lively’s sexual harassment claims under Title VII were dismissed because she was classified as an independent contractor, not an employee.
- Three retaliation claims survived the ruling, including allegations of a smear campaign and breach of contract, which will be heard by a jury in May.
- The judge acknowledged that some of Baldoni’s on-set conduct—such as neck sniffing and suggestive comments—could support a hostile work environment claim in a traditional workplace, but ruled it was contextually tied to the film’s romantic scenes.
- Lively’s legal team asserts the case is fundamentally about retaliation for advocating for set safety and professional boundaries.
- Baldoni’s legal team has denied all wrongdoing, calling the allegations baseless and praising the court’s decision.
The Legal Battle Over ‘It Ends With Us’: What Led to the Lawsuit
The dispute between Blake Lively and Justin Baldoni erupted in December 2024, when Lively filed a federal lawsuit in New York’s Southern District alleging a pattern of inappropriate behavior and retaliation during the production of *It Ends With Us*, the film adaptation of Colleen Hoover’s bestselling 2016 novel. The movie, which blends romance with themes of domestic violence, became a box office success upon its August 2024 release, grossing $50 million domestically despite behind-the-scenes tensions. Lively, who also produced the film, claimed Baldoni—who directed and starred opposite her—engaged in a series of actions she found sexually harassing, including intimate physical contact, suggestive comments, and pressure to perform a nude birth scene without adequate privacy protections.
The Allegations: From On-Set Behavior to Career Sabotage
In his 25-page ruling, Judge Liman detailed several incidents Lively cited as evidence of harassment. Among them was Baldoni’s alleged behavior during a slow-dancing scene, where he was said to have leaned in closely, kissed her forehead, rubbed his face and mouth against her neck, and told her, *“It smells good.”* The judge noted that while such conduct might support a hostile work environment claim in a conventional workplace, it was contextually tied to the film’s scripted romantic scenes. Liman wrote: *“Creative artists, no less than comedy room writers, must have some amount of space to experiment within the bounds of an agreed script without fear of being held liable for sexual harassment.”*
However, the judge also highlighted other allegations that fell outside the realm of creative interpretation. These included Baldoni’s comment *“pretty hot”* after Lively removed her jacket to reveal a lace bra, which she said was inappropriate despite warnings, to which he allegedly rolled his eyes and replied, *“Sorry, I missed the sexual harassment training.”* Additionally, Lively claimed Baldoni pushed for her to perform a birth scene fully naked and insisted it be filmed over several hours with nonessential crew members present, compromising her comfort and safety.
Why the Sexual Harassment Claims Were Dismissed: The Independent Contractor Loophole
The crux of Judge Liman’s decision rested on Lively’s employment classification. Title VII of the Civil Rights Act of 1964 protects employees from workplace discrimination, including sexual harassment. However, Lively was hired as an independent contractor for *It Ends With Us*, meaning she did not qualify for the same protections under federal anti-discrimination laws. This legal distinction has become a growing point of contention in Hollywood, where many actors, directors, and producers operate under freelance contracts rather than traditional employment agreements. The ruling underscores a gap in worker protections, particularly for high-profile talent who may lack the bargaining power to negotiate employee status.
The Retaliation Claims That Survived: Allegations of a Smear Campaign
While the sexual harassment claims were dismissed, Judge Liman allowed three retaliation claims to proceed to trial. These include allegations that Baldoni’s production company, Wayfarer Studios, and the film’s LLC engaged in a concerted effort to retaliate against Lively after she raised concerns about on-set safety and professional boundaries. The judge wrote that some evidence suggested the defendants aimed to *“damage Lively’s reputation and destroy her career”* out of fear she would file a discrimination claim. Lively’s legal team has framed the retaliation as a response to her advocacy for safer working conditions, a claim that will be central to the upcoming trial.
The Contract Rider Breach and Wayfarer Studios’ Countersuit
In addition to the retaliation claims, Lively alleges that the production violated a contract rider agreement, which typically outlines safety protocols, working conditions, and professional conduct expectations for actors. The judge permitted this claim to move forward, citing internal communications and on-set incidents as potential evidence of a breach. Meanwhile, Baldoni and Wayfarer Studios had countersued Lively and her husband, Ryan Reynolds, in June 2025, accusing them of defamation and extortion. Those claims were dismissed by Liman in June 2025, a decision Baldoni’s legal team celebrated as confirmation of the baselessness of the original allegations.
Hollywood’s Broader Reckoning with Workplace Harassment and Retaliation
The *It Ends With Us* dispute arrives amid a years-long reckoning in Hollywood over workplace harassment, retaliation, and the power imbalances that persist behind the scenes. While high-profile cases like those involving Harvey Weinstein or CBS’s Les Moonves exposed systemic abuse, the Lively vs. Baldoni case highlights a different dynamic: the vulnerabilities faced by A-list actors who, despite their fame, may still be classified as independent contractors with limited legal protections. The ruling also raises questions about industry norms, particularly in intimate or emotionally charged productions where physical boundaries and creative interpretation often blur.
The Role of Independent Contractors in Film and Television
Independent contractors make up a significant portion of the entertainment industry workforce, from actors to directors to crew members. Unlike employees, they are not covered by Title VII or other labor protections, leaving them to negotiate contracts that may lack robust safeguards against harassment or retaliation. This gap has led to calls for industry-wide reforms, including unionization efforts and standardized rider agreements that explicitly address workplace conduct. The Lively case could serve as a catalyst for such changes, particularly if the retaliation claims succeed in court.
Reactions from Both Sides: Lively’s Fight for Accountability vs. Baldoni’s Denial
“This case has always been and will remain focused on the devastating retaliation and the extraordinary steps the defendants took to destroy Blake Lively’s reputation because she stood up for safety on the set—and that is the case that is going to trial.”
Lively’s attorney, Sigrid McCawley, framed the ruling as a partial victory, emphasizing that the core issue—retaliation for advocating for safety—will be heard by a jury. In a statement following the decision, McCawley said Lively *“looks forward to testifying at trial and continuing to shine a light on this vicious form of online retaliation so that it becomes easier to detect and fight.”*
Baldoni’s legal team, led by Bryan Freedman, dismissed the allegations as meritless from the outset. In an email to the Associated Press, Freedman stated: *“It is gratifying to see that the court’s ruling confirms what the legal team believed from day one: that these are good people who have not engaged in this sexual harassment as alleged.”* Freedman’s response reflects the broader industry skepticism that often greets high-profile harassment claims, particularly when they involve creative professionals navigating the blurred lines of artistic expression.
The Background of the Key Players: Lively, Baldoni, and the Film’s Legacy
Blake Lively rose to fame in the mid-2000s with roles in *The Sisterhood of the Traveling Pants* and the CW series *Gossip Girl*, before starring in films like *The Town* and *The Shallows*. Her husband, Ryan Reynolds, is one of Hollywood’s most bankable stars, known for his roles in *Deadpool* and *Free Guy*. Lively’s involvement in *It Ends With Us* marked a rare foray into producing, a role she took on to ensure the film’s adaptation stayed true to Hoover’s novel.
Justin Baldoni, meanwhile, built his career as an actor on *Jane the Virgin* and transitioned into directing with the 2019 film *Five Feet Apart*. He also authored *Man Enough*, a book challenging traditional masculinity, and has been vocal about his commitment to mental health advocacy. The *It Ends With Us* production was expected to be a defining moment for Baldoni, both as a director and a public figure promoting healthier portrayals of relationships in media. Instead, the project has become synonymous with controversy.
What’s Next: Trial Date Set for May 18, 2026
With the sexual harassment claims dismissed but retaliation claims intact, the legal battle will now focus on whether Baldoni’s production company and Wayfarer Studios retaliated against Lively for raising safety concerns. The trial, scheduled to begin May 18, 2026, could last several weeks and may include testimony from crew members, internal communications, and expert witnesses on workplace standards in the film industry. If the jury sides with Lively on the retaliation claims, it could set a precedent for how independent contractors are protected—or fail to be protected—in future disputes.
Why This Case Matters Beyond Hollywood
The Lively vs. Baldoni case is more than a celebrity feud; it’s a microcosm of broader societal and legal challenges surrounding workplace harassment, retaliation, and the classification of workers. As the gig economy expands and traditional employment structures evolve, cases like this highlight the vulnerabilities of even the most privileged workers. For independent contractors in industries from entertainment to tech to freelance writing, the ruling underscores the urgent need for clearer legal protections and stronger contract enforcement. Meanwhile, for Hollywood, the case serves as a reminder of the industry’s ongoing struggle to reconcile artistic freedom with professional boundaries.
Frequently Asked Questions About the Blake Lively vs. Justin Baldoni Lawsuit
Frequently Asked Questions
- Why were Blake Lively’s sexual harassment claims dismissed?
- A Manhattan federal judge ruled that Lively was an independent contractor, not an employee, and therefore not protected under Title VII of the Civil Rights Act of 1964, which applies to employees. The judge acknowledged the behavior may have been inappropriate in other contexts but found it tied to the film’s scripted scenes.
- What retaliation claims are still going to trial?
- Three retaliation claims survived the ruling, including allegations that Baldoni’s production company engaged in a smear campaign to damage Lively’s reputation and career. A third claim alleges breach of a contract rider agreement related to on-set safety.
- What is the trial date for the remaining claims?
- The jury trial for the retaliation claims is scheduled to begin on May 18, 2026, in the U.S. District Court for the Southern District of New York. The case could last several weeks, depending on the evidence presented.
