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1Repair Windows errors before they cause bigger problems2Scan for outdated or missing drivers - takes under a minute3Clear out junk files and repair common Windows errorsFormer personal cameraman Emilio Garcia sued Megan Thee Stallion and associated entities over employment-related claims that included harassment, discrimination, wages, and retaliation. The allegations—including a disputed incident in an SUV in Ibiza—are not established facts. In a July 2, 2025 ruling, a federal judge dismissed some claims but allowed others to proceed; that decision addressed whether the claims were adequately pleaded, not whether the alleged events happened.
What did Emilio Garcia allege?
Garcia’s complaint, as described in contemporaneous reporting, alleged that during a 2022 trip to Ibiza he was in an SUV with Megan Thee Stallion and other passengers when a sexual encounter took place beside him. He said he could not leave because the vehicle was moving. He also alleged that he was later told not to discuss what he had seen and was subjected to fat-shaming remarks. These are allegations, not findings by a court.
Garcia also brought employment claims. He alleged that he was overworked and underpaid, treated as an independent contractor despite the nature of his work, denied proper overtime and meal and rest breaks, and fired in retaliation for raising workplace and pay complaints. The Associated Press reported the allegations and the response from Megan Thee Stallion’s lawyer in its April 23, 2024 coverage.
What was Megan Thee Stallion’s response?
Her lawyer, Alex Spiro, disputed Garcia’s characterization of the case. The Associated Press quoted him saying: “This is an employment claim for money — with no sexual harassment claim filed and with salacious accusations to attempt to embarrass her.” That is counsel’s characterization, not a ruling by the court.
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The distinction is important: the complaint reportedly described a sexual incident and workplace harassment, but that does not mean Garcia pleaded a separate legal cause of action specifically titled sexual harassment. Allegations about what happened and the legal claims actually filed are related, but they are not interchangeable.
What did the judge decide?
In a July 2, 2025 memorandum opinion and order, U.S. District Judge Gregory H. Woods of the Southern District of New York granted the defendants’ motions to dismiss in part and denied them in part. The ruling assessed the sufficiency of the pleadings. It did not decide that the alleged conduct occurred or resolve the case after a trial.
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| Claim or issue | What the July 2, 2025 order said |
|---|---|
| California FEHA hostile-work-environment claim | The court found Garcia had not plausibly pleaded this claim. |
| New York state and city discrimination claims | The court found discrimination claims plausibly pleaded at this stage. It said the alleged Ibiza incident could support a hostile-work-environment theory based on sexual orientation under New York law. |
| California meal- and rest-break claims | Certain claims were allowed to proceed past dismissal. |
| Retaliation claims | Certain claims were allowed to proceed past dismissal. |
| Other claims | Other claims were dismissed; some dismissals were without prejudice and with leave to amend. |
Judge Woods wrote: “At this early stage in the litigation, Plaintiff plausibly pleads that the alleged sexual encounter in the SUV in Ibiza created a hostile work environment based on Plaintiff’s sexual orientation.” The wording describes what Garcia plausibly pleaded at that point in the case. It is not a factual finding that the encounter occurred or that anyone was liable. The ruling is available as Document 118 from the U.S. District Court for the Southern District of New York.
Why did the California and New York claims have different outcomes?
The order evaluated claims under different laws, including California’s Fair Employment and Housing Act (FEHA) and New York’s state and city human-rights laws. A claim that does not meet the pleading standard under one statute can still proceed under another if the applicable legal requirements and pleaded facts differ. The order’s split result should not be compressed into a statement that the judge either accepted or rejected the lawsuit as a whole.
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Likewise, “survived a motion to dismiss” means only that a claim was sufficiently pleaded to continue at that stage. It does not mean the plaintiff proved the claim, and dismissal of a claim at this stage is not necessarily a final determination on its merits—particularly where the order allows amendment.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What is known about the lawsuit’s timeline?
Published accounts differ on when Garcia began working for Megan Thee Stallion. Pitchfork’s April 2024 report says Garcia claimed he started in or around July 2018, became a full-time employee around September 2019, and was told in June 2023 that his services were no longer required. The July 2025 court order describes him as having been hired in 2019. Those accounts should not be merged into a single undisputed start date.
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An August 11, 2026 Law Commentary report says the case was ordered to trial. That is a secondary report; the underlying order, a trial date, and any later outcome are not confirmed here. Accordingly, the July 2, 2025 ruling is the procedural decision described above, not a statement of the lawsuit’s verified current schedule or final disposition.
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