Blake Lively’s recent lawsuit against It Ends With Us director Justin Baldoni has brought workplace misconduct back into the national spotlight, blending Hollywood drama with critical employment law issues. The case alleges a range of violations, from sexual harassment and retaliation to Pump Act infringements—an essential law safeguarding nursing mothers at work. Beyond the celebrity headlines, these issues resonate with countless employees facing similar challenges in less visible workplaces.

Key Allegations and Their Employment Law Implications

Lively’s lawsuit outlines multiple workplace concerns:

1. Sexual Harassment and Hostile Work Environment: Allegations include inappropriate physical contact, unprofessional comments, and the failure to provide consistent on-set protections like an intimacy coordinator. Federal and state laws, including Title VII of the Civil Rights Act, prohibit sexual harassment, which occurs when unwelcome conduct creates an intimidating or abusive environment.

2. Pump Act Violations: The lawsuit claims instances where Lively’s privacy was invaded while breastfeeding or pumping milk. The Pump for Nursing Mothers Act, part of the Fair Labor Standards Act (FLSA), requires employers to provide reasonable break times and private, non-bathroom spaces for lactating employees to express milk. Learn more about lactation accommodations and the Pump Act.

3. Retaliation: Lively asserts that she faced retaliation, including attempts to damage her...

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