When workplace disputes move from behind the scenes to the front page, the script doesn’t change as much as one might expect. Last week, the Southern District of New York issued an opinion in Blake Lively v. Justin Baldoni that reads less like a Hollywood drama and more like an employment law primer where documentation, communication, and employer behaviors determine litigation outcomes. This week, we summarize the plot of Lively v. Baldoni and offer a practical playbook to help employers avoid the legal spotlight.
The legal battle between Hollywood A-lister Blake Lively and actor/writer/producer Justin Baldoni emerged from the production of the 2024 film It Ends With Us and the subsequent public fallout between Lively and Baldoni, the stars of the film. After filming wrapped, Lively and Baldoni engaged in reciprocal mudslinging in the press, in private communications, and in legal filings.
In December 2024, Lively filed her lawsuit against Baldoni and his production company, among other individuals and business entities. Lively alleged that the defendants ignored her complaints of sexual harassment on set, breached various contractual agreements, and later conspired to ruin Lively’s public reputation. She asserted 13 causes of action, including federal employment discrimination claims, California labor and employment claims, breach-of-contract claims, and tort claims under both California and New York law. In late 2025, after what the court described as a “...
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