Strategic Legal Counsel · Washington, D.C.

Institutional Counsel.
Built for the
Modern Business.

Broadlake Advisors delivers senior legal partnership — without the overhead of a full-time general counsel. We counsel startups, established businesses, media companies, creators, and nonprofits through the legal complexities that define their trajectory.

Modern office building exterior

Strategic counsel.
Measured outcomes.
Lasting relationships.

Explore
Full
Service Legal Counsel
Whatever the matter — corporate transactions, media rights, regulatory affairs, employment, real estate, or compliance — we bring the depth and experience to handle it. One firm. Comprehensive counsel.
Senior
Institutional Expertise
Our attorneys and advisors have counseled at the highest levels of media, government, and industry. That caliber of experience — and that depth of judgment — is now yours.
Embedded
General Counsel Model
Full integration into your business. We become your legal department — present at the table, proactive on risk, and aligned with your goals from day one.

Our Philosophy

The most consequential legal work happens before the dispute.

Broadlake Advisors exists to keep you there.

Begin the Conversation

We believe legal counsel should function as a strategic asset — not a reactive expense. Most businesses encounter their attorneys too late: after the contract is signed, after the employment dispute has escalated, after the deal has already been structured incorrectly.

Broadlake Advisors is structured to prevent that. We sit at the table during planning, not just in the aftermath. We learn your business, your risk tolerance, and your ambitions — and we counsel you accordingly.

Our team includes attorneys who have served inside federal agencies, global media companies, major defense contractors, and premier law firms — alongside advisors with deep expertise in human capital strategy, organizational design, and operations. This interdisciplinary depth is deliberate. The challenges our clients face rarely fit neatly into a single legal category.

The common thread across every client we serve: they are serious about what they are building. So are we.

Practices & Industries

Our areas
of counsel.

Broadlake Advisors maintains a deliberately focused practice — organized around the legal and business challenges most consequential to our clients. Each area reflects the genuine depth of our team's experience, not a generic service offering.

Corporate & Commercial Media, Entertainment & IP Employment & Workplace Real Estate & Housing Regulatory & Government Affairs Investigations & Compliance Nonprofit & Mission-Driven Organizations People Strategy & HR Advisory

Corporate & Commercial

Transactional · Advisory

The agreements you enter and the structures you build define the trajectory of your business. Our corporate and commercial practice advises clients across the full lifecycle of business relationships — from formation through growth, transaction, and transition. We bring institutional-grade rigor to matters of any scale.

We work with founders, executives, and business owners to ensure that every agreement reflects their interests, allocates risk appropriately, and is built to hold — not just to close.

Areas of Focus

  • Commercial Contracts & Vendor Agreements
  • Master Services Agreements & SOW Frameworks
  • Partnership & Joint Venture Structures
  • Technology, SaaS & Software Agreements
  • Licensing & Distribution Agreements
  • NDAs & Confidentiality Frameworks
  • Business Formation & Governance
  • Mergers, Acquisitions & Business Transitions

Media, Entertainment & Intellectual Property

Content · Rights · Distribution

The creative economy is built on rights — and the failure to protect them can be catastrophic. Our media and entertainment practice is among the most substantive available to independent companies and creators. Our attorneys have structured deals at the highest levels of the industry, across broadcast, cable, streaming, and digital platforms.

We represent production companies, digital creators, talent, distributors, and platforms — bringing genuine industry fluency, not just legal form, to every engagement.

Areas of Focus

  • Content Development & Production Agreements
  • Talent, Showrunner & On-Camera Agreements
  • Co-Production & Financing Structures
  • Network, Streaming & Distribution Deals
  • Influencer & Brand Partnership Agreements
  • IP Ownership, Assignment & Licensing
  • Copyright, Trademark & Rights Clearance
  • Guild & Union Issues (SAG-AFTRA, WGA, DGA)
  • Music Licensing & Synchronization

Employment & Workplace

Advisory · Compliance · Policy

Employment law is among the most dynamic and consequential areas of legal exposure for growing businesses. Our team brings a uniquely comprehensive perspective — combining legal counsel with hands-on experience leading HR functions at scale across federal government, major defense contractors, and the private sector.

We advise clients on the full spectrum of workplace legal matters — building the policies, agreements, and practices that protect their business and their people.

Areas of Focus

  • Employment Agreements & Executive Contracts
  • Employee Handbooks & Workplace Policy
  • Independent Contractor Classification & Risk
  • EEO, Anti-Discrimination & Civil Rights Compliance
  • Separation, Severance & Release Agreements
  • Non-Compete, Non-Solicitation & Restrictive Covenants
  • Wage & Hour Compliance
  • Workforce Restructuring & Reduction-in-Force

Real Estate & Housing

Transactional · Regulatory · Affordable Housing

Our real estate practice brings a perspective that is both comprehensive and rare: our attorneys have represented investors, developers, housing providers, tenants, associations, and government agencies — giving us an unusually full view of how real property transactions and disputes actually unfold.

We are among the region's most experienced practitioners in DC-specific regulatory matters, including TOPA, affordable housing development programs, and condominium conversion.

Areas of Focus

  • Commercial & Residential Acquisitions & Dispositions
  • DC Tenant Opportunity to Purchase Act (TOPA)
  • Commercial Leasing & Mixed-Use Development
  • Affordable Housing & LIHTC Transactions
  • Condominium Conversion & Warranty Claims
  • Fair Housing Act Compliance
  • Landlord-Tenant & Housing Regulatory Matters

Regulatory & Government Affairs

National Security · CFIUS · FCC

Regulatory complexity is increasingly a defining feature of the business environment — particularly for companies operating at the intersection of technology, media, foreign investment, and government contracting. Our team brings direct, senior-level experience from inside the regulatory apparatus itself.

Our attorneys have served as counsel at the U.S. Department of Homeland Security, advising cabinet-level leadership on CFIUS matters and negotiating national security agreements with corporate executives and senior law firm partners.

Areas of Focus

  • CFIUS & Foreign Investment Review
  • National Security Agreements & Compliance
  • FCC Telecommunications Licensing & Team Telecom
  • Cross-Border Transaction Risk Advisory
  • Government Contracting & Procurement Compliance
  • Regulatory Strategy & Interagency Engagement

Investigations & Compliance

Workplace · EEO · Corporate

When workplace or compliance issues arise, the quality of your response matters as much as the underlying facts. Our investigations practice is led by attorneys and advisors who have conducted and overseen sensitive, high-stakes investigations across federal agencies and major corporations — and who understand both the legal and institutional dimensions of getting it right.

We help clients build compliance infrastructure before incidents occur — and conduct thorough, defensible investigations when they do.

Areas of Focus

  • Internal Workplace Investigations
  • EEO & Civil Rights Investigations
  • Harassment, Discrimination & Retaliation Inquiries
  • Corporate Ethics & Code of Conduct Compliance
  • Compliance Program Design & Implementation
  • Crisis Response & Risk Mitigation

Nonprofit & Mission-Driven Organizations

Governance · Compliance · Operations

Nonprofits and mission-driven organizations face a legal landscape that is no less complex than that of their for-profit counterparts — and often more demanding. We counsel foundations, advocacy organizations, and community-focused entities with the same rigor we bring to every engagement, calibrated to the operational realities of the nonprofit sector.

Our team has direct experience founding, leading, and advising nonprofit organizations — which means we understand both the legal requirements and the practical constraints our clients navigate.

Areas of Focus

  • Formation, Governance & Board Structure
  • Tax-Exempt Status & IRS Compliance
  • Grant Agreements & Funding Compliance
  • Vendor, Partner & Sponsorship Agreements
  • Employment & Volunteer Policy
  • Strategic Partnerships & Fiscal Sponsorship

People Strategy & HR Advisory

Organizational Design · Coaching · Operations

Legal compliance and people strategy are inseparable. Broadlake Advisors is distinguished by a team that bridges both — offering not only legal counsel on employment matters but advisory services grounded in decades of executive HR leadership across government, industry, and the nonprofit sector.

Our people strategy advisors have managed HR functions for workforces ranging from dozens to thousands, built compensation and benefits architectures from the ground up, and coached C-suite and senior leaders through complex organizational transitions.

Areas of Focus

  • Organizational Design & Workforce Planning
  • HR Infrastructure & Policy Development
  • Compensation, Benefits & Pay Equity
  • Performance Management & Culture Strategy
  • Executive Coaching & Leadership Development
  • DEI Strategy & Implementation
  • HRIS & HR Technology Integration

Our Team

Counsel with
genuine depth.

Broadlake Advisors brings together attorneys and advisors who have spent their careers inside the industries and institutions they now serve. Our team has negotiated complex transactions, navigated regulatory frameworks, and counseled senior leadership at some of the most recognized organizations in media, government, and industry. That experience informs every client relationship.

B·S

Brandon Slade

Co-Founder & Managing Partner

Brandon Slade is an entertainment attorney whose career spans senior legal roles at some of the world's largest and most recognized media companies. He has served as the chief legal officer overseeing business affairs at a global production company with a portfolio spanning major broadcast networks and streaming platforms — including Netflix, Disney+, A&E, FOX, Bravo, and Hulu — negotiating talent agreements with A-list talent and structuring deals at the highest levels of the industry.

Earlier in his career, Brandon led the legal departments at TV One and Cleo TV, counseling senior executives across production, distribution, marketing, human resources, and public relations. At National Geographic Channel, he managed a team of attorneys advising on copyright, trademark, defamation, privacy and publicity rights, music licensing, guild and union matters, and FCPA compliance.

Brandon is also an adjunct professor of entertainment law at Georgetown University Law Center. He is a graduate of Howard University and The Catholic University of America School of Law, and has been recognized among the "Ten to Watch" by Diverse Representation and the Top 40 Under 40 by The EnVest Foundation.

  • Co-Founder & Managing Partner — Broadlake Advisors
  • Adjunct Professor of Entertainment Law — Georgetown University Law Center
  • Howard University, B.A. · Catholic University of America, J.D.
  • Board Member — Whine & Cheese; Young Patrons Board, Arena Stage
R·C

Rahsaan Coefield

Co-Founder & Managing Partner

Rahsaan Coefield is a seasoned attorney and compliance executive with deep expertise in employment law, regulatory compliance, civil rights, and workplace investigations. His career reflects consistent leadership at the intersection of law, people strategy, and institutional accountability — across federal government, major defense contractors, and the private sector.

Rahsaan spent nearly a decade at Lockheed Martin, rising to Director of Corporate EEO Investigations for the nation's largest aerospace and defense contractor. Prior to that, he served as Deputy Director of the District of Columbia Office of Human Rights, leading a 40-person civil rights enforcement agency with a $4.1M budget. He began his career as a judicial law clerk to the Honorable Wendel E. Daniels in the New Jersey Superior Court. Rahsaan's experience also includes oversight of global workplace investigations and diversity compliance at a Fortune 500 company with operations in nearly 190 countries around the world.

  • Co-Founder & Managing Partner — Broadlake Advisors
  • Texas Southern University — Thurgood Marshall School of Law, J.D.
  • St. John's University, B.S. Legal Studies
  • Board Member — Association of Workplace Investigators; INROADS
D·M

Davon McMullen

Associate Attorney

Davon McMullen is a transactional attorney whose practice at Broadlake Advisors focuses on commercial contract drafting, intellectual property due diligence, and corporate governance. She works directly with clients on the agreements and structural matters that form the legal foundation of their businesses.

Davon's work spans the drafting and negotiation of commercial contracts across a range of industries, copyright and trademark due diligence for IP-intensive transactions, and corporate governance matters for Broadlake's growing roster of business clients. She is a graduate of Howard University School of Law and Howard University.

  • Associate Attorney — Broadlake Advisors
  • Commercial Contracts · IP Due Diligence · Corporate Governance
  • Howard University School of Law, J.D.
  • Howard University, B.A. Political Science
S·M

Shanice McClelland

Of Counsel — Real Estate & Housing Law

Shanice McClelland brings a comprehensive real estate practice to Broadlake Advisors, with significant experience representing investors, developers, housing providers, tenants, associations, and government agencies across the full spectrum of residential and commercial property matters.

Her practice encompasses the DC Tenant Opportunity to Purchase Act (TOPA), commercial and mixed-use acquisitions and dispositions, condominium conversions, affordable housing development, Low Income Housing Tax Credit transactions, Fair Housing Act compliance, and landlord-tenant matters. Shanice has practiced at Ballard Spahr LLP, served as regulatory counsel at the DC Department of Housing and Community Development, and counseled on real property matters in the federal government sector. Earlier in her career, she served as a judicial law clerk and as a law clerk in the Trial Unit of the U.S. Securities and Exchange Commission.

  • Of Counsel — Real Estate & Housing Law, Broadlake Advisors
  • Former Real Estate Transactions Attorney — Ballard Spahr LLP
  • Former Regulatory Counsel — DC Department of Housing & Community Development
  • DC TOPA · Affordable Housing · Commercial Leasing
B·R

Bernice Ramsey

Senior Advisor — Human Resources & People Strategy

Bernice Ramsey is a certified executive coach and human capital strategist with nearly 20 years of experience driving organizational transformation across the private sector, government, and nonprofit sectors. Her career reflects a rare ability to translate people strategy into measurable business outcomes.

Bernice held a series of progressive leadership roles at Lockheed Martin spanning nearly 14 years — including Manager of People Analytics & Technology and Deputy Director of Diversity Outreach — before joining Meta as Global Affairs Operations Director, where she led culture, operations, and program management initiatives. She is also the founder of Innocent Solutions, LLC, an organizational strategy consultancy, and Something New, LLC, an executive coaching practice. She holds an MBA from Johns Hopkins University's Carey Business School and a B.S. in Management from Penn State University.

  • Founder — Innocent Solutions, LLC & Something New, LLC
  • Former Global Affairs Operations Director — Meta
  • Johns Hopkins University, Carey Business School, MBA
  • Certified Executive Coach
K·C

Kameron Coefield

Senior Advisor — Operations & Human Capital Strategy

Kameron Coefield is a transformational operations and human capital executive with more than 20 years of experience leading large-scale organizational change across government, law, nonprofit, and the private sector. Her work spans HR modernization, ERP and HRIS integration, compensation and benefits design, workforce restructuring, and executive leadership development.

Kameron served as Deputy Chief Human Resources Officer for Prince George's County, Maryland, overseeing HR functions for 8,000 employees across 36 agencies — where she improved service delivery efficiency by 42% and launched the county's first digital learning management system. She subsequently served as VP of Operations at a national civil rights law firm, driving a 600% increase in client acquisition and reducing operational overhead by 30%. She is currently an independent consultant and executive coach serving organizations navigating complex people and operational challenges. Kameron holds graduate and undergraduate degrees from Howard University in psychology and industrial-organizational psychology.

  • Independent Consultant & Executive Coach
  • Former Deputy CHRO — Prince George's County Government
  • Howard University, M.A. Psychology · B.S. Industrial-Organizational Psychology
  • Human Capital Strategy · Operations Leadership · Organizational Design

Client Results

What sophisticated
counsel produces.

We measure success by outcomes — not billable hours. The following reflects the nature of our work and the results our clients have achieved through sustained legal partnership.

Commercial Contracts

Contract Framework for a Multi-Platform Media Company

Designed and implemented a comprehensive vendor and talent agreement framework for a growing digital media company, reducing contract cycle time and eliminating recurring risk exposure across three content verticals.

Media & Entertainment

Co-Production Structure for an Independent Production Company

Negotiated and structured a multi-party co-production agreement for an independent production company entering a streaming distribution arrangement, protecting creative control while securing favorable economic terms.

Employment Law

HR Policy Infrastructure for a Rapidly Scaling Startup

Developed a complete employment policy framework — including handbook, offer letter templates, and classification review — for a technology startup ahead of a Series A fundraise, enabling clean diligence and confident growth.

Creator Counsel

Brand Partnership Strategy for a Digital Creator

Advised a prominent content creator on the structure, negotiation, and execution of a multi-brand sponsorship portfolio, including IP protections, exclusivity carve-outs, and a licensing framework for merchandise development.

Startups & Early-Stage Companies Established SMBs Production Companies Digital Creators & Influencers Technology Companies Nonprofit Organizations Media & Entertainment Companies

Insights & Client Alerts

Analysis from
inside the industry.

Practical legal guidance and industry analysis for the businesses, creators, and organizations we serve. Published monthly and delivered directly to your inbox.

Subscribe to receive alerts by email

Filter:

Client Alert · Media & Entertainment

Digital Replicas, Consent, and the Evolving SAG-AFTRA Framework: What Every Production Company Needs to Know Now

Broadlake Advisors  ·  March 2026  ·  8 min read

A cascade of guild agreements, federal legislation, and state statutes has fundamentally altered what production companies can do with a performer's voice, likeness, and digital image. Agreements that were standard practice before 2023 are not adequate for the landscape that now exists.

Client Alert · Employment Law

The Non-Compete Landscape After the FTC's Retreat: What Employers Must Do Now

Broadlake Advisors  ·  March 2026  ·  7 min read

The FTC's sweeping ban on non-compete agreements is dead. But the agency's enforcement posture — and a growing patchwork of state laws — means employers who treat this as an all-clear are taking a significant risk.

Industry Analysis · Commercial Contracts

What Your Brand Deal Contract Is Missing: A Legal Checklist for Creators and the Companies That Partner With Them

Broadlake Advisors  ·  March 2026  ·  6 min read

Brand partnerships are among the most significant commercial arrangements in the creator economy — and persistently among the most poorly documented. Six provisions most brand deals get wrong, and what to do about them.

Practice Areas

Media & Entertainment Employment Law Commercial Contracts Real Estate Regulatory Nonprofit People Strategy

Recent Alerts

Digital Replicas, Consent & SAG-AFTRA

March 2026 · Media & Entertainment

Non-Compete Landscape After the FTC's Retreat

March 2026 · Employment Law

What Your Brand Deal Contract Is Missing

March 2026 · Commercial Contracts

The Insights published by Broadlake Advisors are for general informational purposes only and do not constitute legal advice. No attorney-client relationship is created by reading these materials.

Client Alert · Media & Entertainment · March 2026

Digital Replicas, Consent, and the Evolving SAG-AFTRA Framework: What Every Production Company Needs to Know Now

Broadlake AdvisorsMarch 20268 min read

The entertainment industry's legal framework around artificial intelligence and performer rights has moved faster in the past two years than in the previous two decades. A cascade of guild agreements, federal legislation, and state statutes has fundamentally altered what production companies can and cannot do with a performer's voice, likeness, and digital image — and agreements that were standard practice before 2023 are not adequate for the landscape that now exists.

This alert summarizes where things stand, what has changed, and what production companies, independent producers, and talent-facing businesses need to do in response.

What Changed — and When

The 2023 SAG-AFTRA TV/Theatrical Agreement was the first major collective bargaining agreement to directly address artificial intelligence in entertainment production. At its core, it established that a performer's digital replica — a digitally created or reproduced version of their face, body, or voice — cannot be created or used without explicit, informed, written consent, with compensation required for each specific use.

That framework has since expanded significantly:

  • The 2025 Interactive Media Agreement, ratified by 95% of members in July 2025, extended AI and digital replica protections to video game performers, including voice actors and motion capture artists. It introduced definitions for Vocal and Visual Digital Replicas, mandatory usage reporting, and individualized consent requirements.
  • The 2025 Network Television Code Agreement committed signatory networks to adopt AI terms from the upcoming 2026 TV/Theatrical negotiations.
  • The 2025 Commercials Contracts include what SAG-AFTRA describes as the strongest contractual AI guardrails achieved to date.

At the federal level, the Take It Down Act was signed into law in May 2025, establishing protections against nonconsensual synthetic images. The NO FAKES Act — which would create a federal right of action when a person's digital likeness is used without consent — was reintroduced in the Senate in April 2025 with expanded support. California's AB 2602 negates contract provisions involving digital replicas where the performer lacks representation and the use is not specifically described.

The practical consequence: consent that was sufficient under a 2022 agreement may be legally inadequate today. Scanning authorizations, standard talent agreements, and background performer contracts all require review against the current framework.

Three Issues Producers Are Facing Right Now

1. Scope of Consent Language

Legacy talent agreements often contain broad scanning or image rights provisions that purport to authorize a wide range of uses. Under the current framework, those provisions are significantly constrained. Consent must be informed, specific to the contemplated use, and cannot be obtained as a condition of employment in a way that eliminates meaningful choice. Any agreement that treats digital replica rights as a blanket grant — rather than a use-specific authorization — is legally vulnerable.

2. Sequels, Marketing, and Downstream Use

Even where a performer authorizes the creation of a digital replica for a specific production, that authorization does not extend automatically to sequels, marketing campaigns, or other downstream uses. Each new use category requires independent consent and, in most cases, additional compensation. Productions building franchise or multi-platform strategies need to address this in the initial agreement — not after the fact.

3. Deceased Performers

The FTC's May 2025 unfair labor practice charge against Llama Productions — arising from the AI-generated use of James Earl Jones' voice for Darth Vader in Fortnite without bargaining with the union — illustrates that digital replica issues extend to deceased performers. The proposed NO FAKES Act would extend protections up to 70 years after death. Estates and producers working with posthumous rights need to address this directly in any agreement.

What Production Companies Should Do Now

  • Audit existing agreements. Any talent, background performer, or scanning authorization executed before 2024 should be reviewed against the current SAG-AFTRA framework and applicable state law.
  • Update template agreements. Standard talent agreements should include use-specific digital replica consent provisions, compensation frameworks for each authorized use, audit rights, and termination and destruction clauses upon contract expiration.
  • Do not rely on platform tools alone. Built-in consent mechanisms on production management platforms are not a substitute for contractual protections. The legal obligation runs through the agreement.
  • Engage counsel before scanning. Obtaining body or voice scans without a compliant consent framework in place creates significant legal exposure, regardless of how informal the arrangement appears.

The 2026 TV/Theatrical Agreement negotiations are expected to produce the most comprehensive AI terms yet. Productions currently in development should ensure their agreements are structured to accommodate that landscape.

Client Alert · Employment Law · March 2026

The Non-Compete Landscape After the FTC's Retreat: What Employers Must Do Now

Broadlake AdvisorsMarch 20267 min read

In April 2024, the Federal Trade Commission issued a rule that would have banned nearly all non-compete agreements between employers and employees across the United States. By September 2025, that rule was dead. Two federal courts had blocked it, the FTC withdrew its appeals, and the Fifth Circuit dismissed the case. No federal ban is coming under the current administration.

For employers who moved on, the full picture is more complicated. The FTC has not retreated from scrutiny of non-compete agreements. It has shifted strategy — toward targeted, case-by-case enforcement. And state legislatures have moved aggressively in ways that demand immediate attention from any employer with a multi-state workforce.

What the FTC's "Case-by-Case" Approach Actually Means

On the same day it withdrew its appeals, the FTC filed an enforcement action against Gateway Services, Inc. — the nation's largest pet cremation company — for requiring nearly 1,800 employees, regardless of role or seniority, to sign one-year non-compete agreements prohibiting post-employment work anywhere in the United States in the same industry. A consent order was finalized in November 2025 requiring Gateway to cease enforcing all such agreements, notify affected employees, and maintain compliance for ten years.

The FTC's enforcement theory is clear: blanket non-compete agreements applied across a workforce without individualized consideration of role or competitive access are the target. Narrowly tailored agreements tied to legitimate business interests are significantly less vulnerable.

The FTC also launched a Joint Labor Task Force in February 2025 to investigate anticompetitive labor market practices, and published a public inquiry in September 2025 seeking information on non-compete prevalence and effects. Enforcement interest has not diminished — it has focused.

The State Law Patchwork Has Grown More Complex

The absence of a federal rule does not simplify the compliance picture — it fragments it. As of 2026:

  • California, Minnesota, North Dakota, and Oklahoma effectively ban non-competes for employees in most circumstances.
  • Maryland, Colorado, Illinois, and others impose salary thresholds — employees below specified compensation levels cannot be bound by non-competes.
  • Louisiana, Maryland, and Pennsylvania adopted new restrictions on non-competes for healthcare professionals in 2025.
  • New York continues to consider legislation that would ban non-competes for employees earning under $500,000 annually.
  • Washington, D.C. limits non-competes for employees below a defined threshold and imposes specific disclosure requirements.

The 2025 FTC Antitrust Guidelines also clarified that non-compete agreements affecting independent contractors are subject to the same antitrust scrutiny as those affecting formal employees — significant for companies that rely on contractor relationships and attempt to restrict those workers' subsequent activity.

What Employers Should Do

Audit Existing Agreements

Any employer with non-compete or non-solicitation provisions should conduct an immediate audit. The central question: is the restriction tailored — in duration, geographic scope, and the employee population covered — to a legitimate and identifiable business interest? Blanket agreements applied uniformly regardless of role are the most legally exposed.

Differentiate by Employee Level

The FTC's enforcement action draws a clear line between restrictions imposed on senior executives with access to genuinely sensitive information and those imposed on frontline employees with no meaningful competitive access. Employers applying identical non-compete language across both groups are operating with agreements the FTC has already indicated it views as anticompetitive.

Strengthen Alternative Protections

The most durable protection for legitimate business interests — trade secrets, client relationships, confidential information — comes from well-drafted non-disclosure and non-solicitation agreements, not overbroad non-competes. Trade secret law provides significant protection without the legal exposure that blanket non-competes now carry.

Address Independent Contractors Specifically

If your business relies on contractor relationships and you have attempted to restrict those contractors' subsequent work through non-compete provisions, those restrictions are now squarely within the FTC's enforcement focus. A review of contractor agreements — and the underlying classification of those relationships — is warranted.

Employers who use non-competes thoughtfully — with individualized business justifications, reasonable duration and scope, and adequate consideration — face significantly less exposure than those who deploy them as a default across their workforce.

Industry Analysis · Commercial Contracts · March 2026

What Your Brand Deal Contract Is Missing: A Legal Checklist for Creators and the Companies That Partner With Them

Broadlake AdvisorsMarch 20266 min read

Brand partnerships are now among the most significant commercial arrangements in the creator economy — and persistently among the most poorly documented. The standard brand deal template that circulates in the industry is a commercial outline, not a legal document. It allocates deliverables and payment. It does not address the issues that determine the outcome of a dispute — or the slow erosion of a creator's leverage and rights over time.

This analysis identifies the provisions most commonly missing from brand partnership agreements — and what both creators and brand partners should insist on including.

What the FTC Requires — and What That Means for Your Contract

Before addressing commercial terms, both parties need to understand the regulatory floor. The FTC's Endorsement Guides — updated in 2023 and increasingly enforced — require clear and conspicuous disclosure of any material connection between a creator and the brand being promoted. That obligation applies regardless of whether a formal contract exists.

A material connection includes payment, free or discounted products, affiliate commission arrangements, and personal or family relationships. It does not matter whether the relationship is financial in the traditional sense — if knowing about it would affect how an audience perceives the recommendation, it must be disclosed.

The practical consequence for contracts: both creator and brand bear compliance obligations. The brand can face FTC action for the creator's failure to disclose — which is why brands have begun including mandatory disclosure provisions in their agreements. As of 2025, FTC violations per post can exceed $53,000. Class action lawsuits against brands including Celsius, Revolve, and Shein for alleged inadequate influencer disclosures have added civil litigation risk to the regulatory exposure.

Vague language like "collab," "ambassador," or "#spon" does not satisfy the FTC's disclosure standard. The agreement should specify how disclosures will be made — platform, placement, and precise language — and who bears responsibility for compliance monitoring.

Six Provisions Most Brand Deals Get Wrong

1. Exclusivity — Scope and Duration

Most brand agreements include some form of exclusivity. Few define it adequately. An exclusivity clause should specify the product category, the platform or medium covered, the geographic market, and the duration. An undefined "competitive brand" restriction may leave a creator unable to accept an unrelated partnership in an adjacent category. Overbroad exclusivity provisions reduce creator flexibility without providing meaningful protection — and often result in undisclosed workarounds that create FTC exposure for both parties.

2. Content Approval Rights

Many brand agreements give brands unlimited approval rights with no defined review timeline and no mechanism for resolving disputes. Content can be held indefinitely, leaving the creator unable to publish. The agreement should specify a defined review period (typically 5–7 business days), a deemed-approval provision if the brand fails to respond within that period, a limited number of revision rounds, and an objective definition of grounds for rejection.

3. Usage Rights — Beyond the Initial Campaign

A creator who delivers content for a social media campaign is not automatically granting the brand the right to use that content in paid media, on the brand's own channels, in retail environments, or in future campaigns. These are separate rights that should be priced and authorized separately. The agreement should define which channels the brand may use the content on, whether the brand may boost the content with paid advertising (and for how long), whether usage rights are perpetual or for a defined term, and what happens to those rights upon termination.

4. Payment Terms and Kill Fees

Tying payment entirely to delivery and approval of final content leaves the creator with no protection if a campaign is cancelled after significant work has been completed. The agreement should include a kill fee provision — typically 25–50% of the total fee — if the brand cancels after a defined point in the production process, a milestone-based payment schedule, and a specific timeframe for payment after approval with consequences for late payment.

5. AI Disclosure and Likeness Restrictions

As AI-generated content becomes more prevalent, both parties need to address it contractually. Creators should consider whether the agreement permits the brand to use AI tools to generate content in the creator's style or likeness, whether AI-generated content in the campaign must be disclosed to the audience, and what rights the creator retains if the brand uses AI to modify the creator's original content. Brands need to ensure compliance with applicable state right-of-publicity laws and FTC guidance on virtual endorsers.

6. Termination Rights and Morality Clauses

Morality clauses in brand agreements frequently give the brand unfettered discretion to terminate if the creator engages in conduct the brand deems harmful to its reputation. Creators should insist that morality clauses be mutual, contain a defined and objective standard rather than the brand's sole subjective judgment, and include a cure period before termination is triggered. Both parties should define the financial consequences of termination — including whether amounts already earned are forfeited.

A Note for Brands Building Influencer Programs

The compliance obligations in influencer marketing flow in both directions. Brands are responsible for ensuring their creator partners make adequate disclosures — the FTC has consistently taken action against brands, not just creators, when disclosure failures occur. A well-structured influencer program includes template agreements with mandatory disclosure provisions, an internal review process for content before publication, and documentation of the relationship that can be produced in the event of a regulatory inquiry.

Begin the Conversation

Every engagement
starts with a
conversation.

We are selective about the engagements we take. That selectivity allows us to deliver the level of attention and partnership our clients deserve. Tell us about your business and your legal needs — and we will tell you candidly whether and how we can help.

Submission of this form does not create an attorney-client relationship. Confidential matters should not be shared until a formal engagement is established.