Cheerleader Pay, Work Rules, and the Law: What Recent Cases Show

We represent employees in New York wage-and-hour cases — including workers in professional sports — and employees in countless industries in New York State, from our offices in the Chelsea neighborhood of Manhattan.

Why these cases matter

Courts keep confirming a simple rule: if you perform work, you must be paid for it under the Fair Labor Standards Act (FLSA) and New York Labor Law. That applies to rehearsal time, appearances, travel between required events, uniform prep, and other required activities.

Recent settlements and developments

• Pierre‑Val v. Buccaneers L.P. — court approved a class settlement for $825,000 involving NFL cheerleaders.
• Dallas Cowboys Cheerleaders matter — a recent wage‑and‑hour settlement highlighted that unpaid work and below‑minimum pay can trigger liability.

What a team “rule book” can reveal

The wage and hour lawsuits brought by cheerleaders in professional sports have revealed that cheerleaders suffer from demeaning work rules that extend far beyond wage violations. For example, in the 2015 wage and hour settlement against the Bengals, the court docket included a rule book that reeked of misogynistic abuse. One example was an obsessive focus on cheerleaders’ weight. Among other things, the rules required cheerleaders to have their weight recorded twice per week to collect “data” that would be used to determine each cheerleader’s “ideal weight,” and to endure something called a “Glamour Evaluation.” Cheerleaders who stayed above their so‑called ideal weight for too long were prohibited from attending charity events.

What the law requires

• Minimum wage for all hours worked, including mandatory practices and appearances.
• Overtime premium for hours over 40 in a workweek (FLSA and NYLL), unless a narrow exemption applies.
• Timely payment, accurate wage statements, and lawful tip/expense policies.
• No retaliation for reporting violations or joining a class/collective action.

If you think you were underpaid

1. Document dates, hours, travel, and required tasks you were not paid for.
2. Save communications, appearance schedules, and any rule books or manuals.
3. Speak with counsel early to protect claims and toll limitations.