Charles JacksonLandry Shamet is wrapping up his one-year, $3.08 million contract with the New York Knicks and heading into unrestricted free agency in 2026 — and his career trajectory is a perfect lens for understanding what most American workers are missing when they sign their next employment contract.
The NBA guard has been traded twice, waived once, and signed back-to-back one-year deals. At 28 years old, he's navigating the same uncertainty millions of workers face every time a short-term contract expires: no renewal guarantee, no trade clause protections, and limited leverage in negotiation. The difference? Shamet at least understands the terms he agreed to. Most employees don't.
What "Unrestricted Free Agent" Actually Means
In the NBA, an unrestricted free agent (UFA) is a player whose contract has expired and who is free to sign with any team without restrictions. Shamet earned that status after his contract with the Knicks ends this season — meaning no team holds his rights, no qualifying offer is attached, and he can negotiate openly with all 30 franchises.
For the average American worker, the equivalent is simply being laid off or having a fixed-term contract expire. But unlike Shamet — who built his UFA leverage through 42.2% three-point shooting and consistent performance — most workers don't realize how little protection they have until the moment their employer decides not to renew.
According to the U.S. Department of Labor, most American employees are "at-will," meaning either party can end employment at any time, with or without cause. There is no federal requirement that a private employer offer contract renewal, advance notice of non-renewal, or severance — unless those terms are specifically negotiated and written into an agreement.
A licensed employment attorney can explain which rights apply in your specific situation, particularly in states like California and New York that offer stronger worker protections than federal law requires.
The Real Cost of One-Year Deals
Shamet's 1-year contract model in the NBA is a calculated bet. For a player with his shooting profile, a short-term deal is a chance to prove value and potentially command a larger multi-year offer in the next cycle. The risk is real: if performance dips or the market tightens, there's no safety net.
For workers, the calculus is often more dangerous. One-year contracts — increasingly common in consulting, media, healthcare, and tech — frequently omit key protections that multi-year arrangements tend to include:
- Severance provisions: What you receive if the employer ends the contract early or does not renew
- Non-compete scope: How long and how broadly you're restricted from working for competitors after termination
- Benefits continuity: Whether health insurance, 401(k) contributions, and paid leave carry through the full term
- Cause definitions: Whether termination requires documented performance failures or can be executed at will
An employment lawyer can review any short-term contract before signing and flag clauses that create asymmetric risk — terms that protect the employer but leave the worker exposed. In states like New York, where Shamet plays, specific rules govern non-solicitation clauses and wage theft protections that may not appear on the face of a standard contract template.
Trade Clauses: The Protection Most Workers Have Never Heard Of
One of the more interesting features of NBA contracts is the no-trade clause — a negotiated right that prevents a team from trading a player without consent. As explored in how the James Harden trade affected sports agent negotiations, even high-profile deals reveal how little leverage individual players retain without explicit protective clauses. LeBron James has it. So do most max-contract stars. Landry Shamet, on a one-year veteran minimum deal, does not.
The result: in 2023, Shamet was included in the blockbuster deal that sent Chris Paul from Phoenix to Washington in exchange for Bradley Beal. He had no say in the matter. The Wizards waived him the following summer.
Most workers have a professional equivalent of the no-trade clause and don't know it: the right to decline a transfer, a reassignment, or a significant change in job duties. Whether or not that right is enforceable depends entirely on what the employment contract says and the jurisdiction where the employee works.
In at-will states, an employer can unilaterally transfer or reassign an employee without consent — as long as the new role doesn't violate antidiscrimination law. But if a worker has a contract specifying a particular role, location, or set of responsibilities, a unilateral reassignment may constitute a constructive dismissal, potentially triggering severance obligations.
This is precisely the kind of clause that an employment attorney can identify and negotiate before a contract is signed — not after a transfer letter arrives.
What the Knicks and Shamet Negotiated (And What Most Workers Skip)
Shamet's deal with the Knicks included terms that most employees would benefit from understanding. Beyond base salary, NBA contracts typically specify:
- Guaranteed money: The portion of the contract that must be paid regardless of injury, performance, or termination (Shamet's deal was reportedly partially guaranteed)
- Reporting obligations: Physical examination requirements and what happens if a player fails a medical
- Morals clauses: Conduct standards that allow a team to void contract guarantees
- Escalators: Conditions under which the salary rises if certain performance benchmarks are met
In standard employment contracts, the equivalents of these provisions — guaranteed portions, cause definitions, performance-based raises — are often absent entirely or buried in language that favors the employer. A one-hour consultation with an employment attorney before signing costs a fraction of what workers lose by agreeing to one-sided terms they never read carefully.
Free Agency in 2026: The Broader Labor Picture
Shamet's entry into free agency comes as the NBA and its players' union maintain one of the most comprehensive collective bargaining agreements in American professional sports — a framework that sets minimum salaries, maximum contract lengths, revenue sharing percentages, and player health and safety standards.
Most American workers have no equivalent. Union membership in the United States has declined from over 35% of the workforce in the 1950s to roughly 10% today, according to Bureau of Labor Statistics data. For non-union workers, every term of employment — salary, benefits, notice periods, grounds for termination — is either individually negotiated or set unilaterally by the employer.
For non-union workers navigating a job change in 2026, understanding these gaps — and consulting an attorney before signing — may be the most valuable career move available.
When to Consult an Employment Lawyer
If you are:
- Signing a new employment contract, especially one with a fixed term, non-compete, or non-solicitation clause
- Facing a termination, layoff, or non-renewal and unsure about your severance rights
- Being asked to relocate, change roles, or accept reduced compensation
- Dealing with a workplace dispute involving wages, hours, or discrimination
...an employment attorney can review your situation and explain your options under federal and state law. ExpertZoom connects workers with licensed employment lawyers available for initial consultations, so you can understand your contract before you sign — not after the deal has already closed.
This article is for informational purposes only and does not constitute legal advice. Employment law varies significantly by state. Consult a licensed attorney regarding your specific situation.
