Reality TV performers on the popular Netflix dating show “Love Is Blind” are used to being in the spotlight. Their storylines regularly generate national debates about love, betrayal, and commitment. But last month, they made national news for a different reason: labor rights.
In response to labor and employment law claims filed by a former cast member, a regional office of the National Labor Relations Board (NLRB) issued a complaint against the show’s producers. Although the production company classified them as contractors, the office found that “Love Is Blind” performers are employees.
Under our most important labor and employment laws, only employees – not independent contractors (or “participants,” in production parlance) – get access to basic rights like the minimum wage or the right to unionize. One seemingly small difference in employment classification can mean a world of difference in the rights reality TV performers have on set.
The show’s producers now must accept the NLRB’s determination, or appeal and continue arguing “Love Is Blind” contestants are independent contractors.
I’ve studied this issue from a legal perspective for years. No matter what production companies argue, the answer is clear: “Love Is Blind” cast members are absolutely employees.
They pass both prevailing tests for employee classification. There remains room for interesting, thornier legal questions like: what about someone who appears on a reality show that only films for one day? What...
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