Injunctions
Settlement
in Progress
Advocacy
Protection Secured Through CEA Litigation
These are matters where CEA itself was a party and secured meaningful legal relief. CEA's legal protections apply to qualifying members and to the specific federal mandates, agencies, conduct, and circumstances addressed by the applicable court orders and settlement.
Protection is conditioned on qualifying, active CEA membership and the requirements established by the applicable legal protection.
Protecting Christian Employers From the Contraceptive Mandate
CEA challenged federal requirements that would have forced Christian employers to provide healthcare coverage inconsistent with their religious convictions.
The federal court entered permanent relief protecting qualifying CEA members from the federal mandate addressed in the case.
Qualifying members may structure covered health plans consistent with the protections established by the court order, without filing their own lawsuit.
Protecting Christian Employers From Federal Gender-Transition Mandates
CEA challenged federal mandates that threatened to require Christian employers to provide or pay for certain gender-transition procedures and related healthcare coverage contrary to their religious beliefs.
The federal court permanently barred the challenged agencies from enforcing the mandates addressed in the case against qualifying CEA members.
Qualifying CEA members have permanent federal protection from the specific mandates and enforcement actions covered by the injunction. Protection is conditioned on qualifying, active CEA membership and the requirements established by the applicable legal protection.
Protecting Christian Employers in the Workplace
CEA challenged federal workplace enforcement positions that conflicted with the sincerely held religious beliefs of Christian employers.
The resulting binding federal settlement provides defined protection for qualifying CEA members with respect to the specific EEOC enforcement actions covered by the agreement. This is a settlement, distinct from the permanent injunctions secured in the cases above.
The settlement creates defined federal protections for qualifying Christian employers operating according to sincerely held religious convictions, covering the specific EEOC enforcement matters addressed by the agreement.
The Work Is Not Finished.
CEA continues to challenge portions of federal implementation of the Pregnant Workers Fairness Act that raise religious-liberty and conscience concerns for Christian employers.
A federal court stay currently provides additional protection while litigation continues. This is interim protection during active legal proceedings, not a final judgment.
CEA v. EEOC II
Filed in the U.S. District Court for the District of North Dakota, Western Division, this action challenges two unlawful federal mandates: the EEOC Gender-Identity Mandate and the PWFA Abortion Mandate. CEA filed on behalf of itself and its members, including Moms for America and Predictive Fitness, Inc.
The complaint alleges that EEOC exceeded its statutory authority, violated the Administrative Procedure Act, the Religious Freedom Restoration Act, the Free Exercise and Free Speech Clauses of the First Amendment, and that the PWFA itself was passed in violation of the Constitution's Quorum Clause through proxy voting.
Read Case Details →Important Note on Scope
CEA does not promise immunity from every employment dispute or government action. CEA's legal protections apply to qualifying members and to the specific federal mandates, agencies, conduct, and circumstances addressed by the applicable court orders and settlement.
Documented federal legal protections secured through actual litigation.
Cases CEA Has Helped Shape
Beyond direct litigation, CEA actively participates as amicus curiae in landmark cases before the Supreme Court and federal appellate courts. These briefs amplify the voice of Christian employers in shaping the law. CEA was not the party receiving the judgment in these matters.
303 Creative v. Elenis
CEA supported robust First Amendment protections for a Christian business owner facing government-compelled speech that conflicted with her faith. CEA's brief argued for the right of faith-driven employers to operate according to their convictions.
Groff v. DeJoy
Landmark case clarifying religious accommodation standards under Title VII. CEA filed in support of stronger employer obligations to accommodate employees' sincere religious beliefs. The Court's ruling strengthened those protections.
Braidwood Management v. EEOC
Fifth Circuit case addressing Title VII, gender-identity requirements, and the rights of religious employers to maintain biblically-grounded workplace policies. CEA participated in support of religious employers.
Religious-Liberty Coalition Briefs
CEA works with the Becket Fund for Religious Liberty, Alliance Defending Freedom, First Liberty Institute, and other leading organizations to file coordinated briefs in high-stakes federal and Supreme Court cases.
Building Stronger Legal Ground for Christian Employers
These are significant developments that strengthen the legal position of Christian employers more broadly. They are not direct CEA court victories, but they shape the environment in which CEA and its members operate.
Religious Employer Exemptions Under RFRA
Growing federal and circuit-court precedent under the Religious Freedom Restoration Act continues to expand protections for employers who demonstrate that government mandates substantially burden their sincere religious exercise. CEA actively participates in shaping this body of law through amicus advocacy and coalition partnerships.
Braidwood Management v. Becerra
The Supreme Court is expected to rule on whether the ACA's preventive care mandate is constitutionally enforceable. A favorable ruling could narrow or invalidate the mandate for employers. CEA monitors this case closely given its potential impact on member health plan obligations.
Built in Court. Proven in Practice.
Protection Is Stronger When Employers Are Prepared.
CEA helps qualifying members understand and implement the legal protections available to them through practical documents, legal briefings, health-plan guidance, and faith-based workplace resources.
Injunction Coverage for Qualifying Members
Both federal injunctions cover qualifying active CEA members. No individual lawsuit is required for qualifying members.
Insurer & TPA Template Letters
Ready-to-use template letters that formally invoke injunction protections with your health insurer and third-party administrator.
Ongoing Legal Monitoring
CEA's legal team monitors relevant cases, regulatory changes, and agency guidance that could affect member protections.
Statement of Faith Resources
CEA's Statement of Faith establishes the sincerely held religious beliefs that undergird your legal protections. Proper adoption is essential.
Health Plan Guidance
Practical guidance on implementing legal protections in health plan documents, insurer communications, and TPA agreements.
Member Legal Briefings
Regular briefings on how developing law affects Christian employers and what members should know about their rights and obligations.
Important: To invoke your injunction protections with your insurer and TPA, qualifying members must send the CEA template letters. These letters formally notify plan administrators of your protection. Access them from your member portal.
Protection Before the Crisis.
CEA's legal strategy is proactive, not reactive. We identify emerging threats, defend existing protections, develop strategic litigation, and bring the Christian employer's voice into cases capable of shaping national precedent.
Protect and Preserve Existing Legal Victories
CEA pursues follow-on litigation to ensure existing injunctions remain enforceable under evolving regulatory interpretations and to extend their scope as new mandates arise.
Develop New RFRA Litigation
CEA is building a pipeline of Religious Freedom Restoration Act cases to challenge new federal mandates that substantially burden the religious exercise of Christian employers, establishing precedent before problems reach members.
Build Coalition & Amicus Partnerships
CEA deepens partnerships with the Becket Fund, Alliance Defending Freedom, First Liberty Institute, and other leading religious-liberty organizations to file coordinated briefs in high-stakes federal and Supreme Court cases.
Educate and Equip Members
CEA provides members with the tools, template documents, and legal guidance needed to properly invoke and document their protections, so that if an exemption is ever challenged, they have a complete record supporting their religious sincerity.
CEA's legal work is designed to help Christian employers understand their rights, prepare their organizations, and defend their freedom when government crosses the line.
Know your rights.
Understand your protections.
Lead with confidence.
Christian Employers Alliance
Freedom to Do Business God's Way.