Emilio Garcia’s lawsuit against Megan Thee Stallion and related companies is still unresolved. On August 7, 2026, a federal judge dismissed some claims at summary judgment but allowed others—including wage-and-hour claims and certain retaliation and discrimination claims—to continue. The ruling did not determine that Garcia’s allegations were true. Read the court’s order.
What is the lawsuit about?
Former photographer and videographer Emilio Garcia sued Megan Pete, known professionally as Megan Thee Stallion, along with Roc Nation LLC, Hot Girl Touring, LLC, and Megan Thee Stallion Entertainment, Inc. He brought employment-related claims concerning alleged workplace conduct, retaliation, and wages, including a dispute over whether he was an employee or an independent contractor. These are allegations and claims in a civil case, not findings that the defendants committed the alleged acts.
Garcia filed the action in Los Angeles Superior Court on April 23, 2024. The case later moved to federal court and was transferred to the U.S. District Court for the Southern District of New York, where it is docketed as Emilio Garcia v. Roc Nation LLC et al., No. 1:24-cv-07587. The Associated Press’s report when the lawsuit was filed described Garcia’s allegation about an incident in a vehicle during a 2022 trip to Ibiza and his claim that he was later mistreated and fired. Pete’s lawyer, Alex Spiro, disputed the framing. The complaint’s account and the defense’s response should not be confused with a court finding.
What did the judge decide in August 2026?
On August 7, 2026, Judge Gregory H. Woods issued a partial summary-judgment ruling. Defendants won judgment on Garcia’s claims under California’s Fair Employment and Housing Act (FEHA) and his retaliation claims under the New York City Human Rights Law (NYCHRL) and New York State Human Rights Law (NYSHRL). The judge denied summary judgment on the other claims addressed in the motions, leaving them for further proceedings.
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Those surviving claims include wage-and-hour claims, certain retaliation claims under New York labor law and California law, and discrimination claims under New York City and state human-rights laws. The order says a reasonable jury could find factual disputes, including issues about joint-employer control over schedule and pay and alleged retaliation for wage complaints. Those issues were not decided in Garcia’s favor; they remain for a factfinder or a later case resolution. The August 7, 2026 opinion states: “Defendants’ motions for summary judgment are GRANTED as to Mr. Garcia’s claims of retaliation under the NYCHRL and the NYSHRL and Mr. Garcia’s claims under the FEHA. Defendants’ motions for summary judgment are otherwise DENIED.”
Which claims were dismissed, and which continue?
| Claim category | Result in the August 7, 2026 order |
|---|---|
| California FEHA claims | Summary judgment for defendants |
| Retaliation under the NYCHRL and NYSHRL | Summary judgment for defendants |
| Wage-and-hour claims | Summary judgment denied; claims continue |
| Certain New York labor-law and California retaliation claims | Summary judgment denied; claims continue |
| New York City and state human-rights discrimination claims | Summary judgment denied; claims continue |
The table describes the categories identified in the order; it does not mean every allegation survived or that the court found liability. A denial of summary judgment means the claim was not resolved at that stage, not that the plaintiff proved it.
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Why do reports mention an earlier ruling?
The case had an earlier, separate decision at the pleading stage. On July 2, 2025, the court dismissed Garcia’s California FEHA hostile-work-environment claim, among other claims, while allowing some claims to proceed. That ruling addressed whether claims could proceed based on the pleadings; it was not a trial finding. The later 2026 decision followed discovery and considered summary-judgment motions. For the earlier decision, see the July 2, 2025 court opinion.
Did the judge find Megan Thee Stallion guilty of harassment?
No. This is a civil employment lawsuit, not a criminal case, so “guilty” is not the right legal term. The judge’s August 2026 order decided some claims and left others unresolved; it did not determine liability on the claims that survived. The phrase “hostile work environment” can refer to particular legal claims, and the FEHA hostile-work-environment claim had been dismissed before the 2026 summary-judgment ruling. The claims that remain must be assessed on their own legal and factual grounds.
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Is the case still ongoing?
As of August 8, 2026, TheGrio reported that the case remained unresolved and that no trial date had been announced. That is a time-bounded status report, not confirmation of the docket’s status on a later date. See TheGrio’s August 8, 2026 update.
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