One Christian employer had to fight to the Supreme Court.
With CEA, you inherit the win.
The Cost of Standing Alone
Federal mandates are active. The penalties are real.
Every Christian employer operating without protection is one enforcement action away from a fight they never chose. The financial exposure is not theoretical.
$1M–3M+
In legal fees to defend a single federal mandate challenge.
2–5
Years in litigation, consuming your leadership time and focus.
$0
Zero days to wait. Coverage applies the moment you join CEA.
Without CEA
A government mandate forces you to violate your convictions.
You hire attorneys and file your own federal lawsuit.
Years of litigation through multiple courts.
Legal fees that can exceed $1 million.
An uncertain outcome, win or lose.
With CEA
A government mandate targets your business.
You are already shielded by permanent federal injunctions.
CEA provides plan-document language to your insurer.
No lawsuit. No courtroom. No uncertainty.
Your people, your mission, and your livelihood stay secure.
Active Membership Protections
These protect you the day you join. No lawsuit. No legal fees. No wait.
Permanent Injunction Active
CEA v. Azar (2019)
A federal court permanently barred enforcement of the ACA abortifacient mandate against members. You may exclude abortion-causing drugs and devices from your health plan without fear of federal penalties.
Permanent Injunction Active
CEA v. EEOC / HHS (2024)
A federal court permanently blocked the EEOC and HHS from forcing members to cover or perform gender-transition procedures. Your health plan and clinical staff remain under your convictions.
Settlement Active
CEA v. EEOC (2025)
CEA secured a binding settlement with the EEOC protecting qualifying members from enforcement of gender-identity-related employment practices. The EEOC agreed not to pursue charges against CEA or qualifying members for covered conduct, including declining to use pronouns inconsistent with biological sex, declining to affirm gender transition, and maintaining sex-specific policies rooted in sincerely held Christian belief.
No lawsuit. • No legal fees. • No years in court.
Supporting Precedent
The legal foundation your protection stands on. Landmark rulings that affirm religious liberty for employers.
Supreme Court Ruling
Burwell v. Hobby Lobby (2014)
The Supreme Court held that closely held corporations may exercise religion under RFRA. Established the legal foundation that protects faith-driven employers from government mandates.
Precedent Established
Little Sisters of the Poor v. Pennsylvania (2020)
The Supreme Court affirmed the government's authority to grant broad religious exemptions from the ACA contraceptive mandate, strengthening the legal basis for CEA's injunctions.
Precedent Established
303 Creative v. Elenis (2023)
The Supreme Court ruled that the government cannot compel a business owner to create speech that violates sincerely held religious beliefs. Reinforces employer expressive freedom.
National Precedent
Lange v. Houston County (2025)
The Eleventh Circuit ruled en banc that Title VII does not require employers to cover sex-change operations in their health plans. Neutral benefit exclusions are lawful, and religious employers have strong precedent supporting conscience-based plan design. This ruling complements CEA's national injunctions and together they build a wall of protection around member convictions.
Pending Litigation
The fight is not over. CEA is standing watch in court right now, pressing forward on the next generation of employer protections.
Active — Court Stay in Effect
CEA v. EEOC — PWFA Abortion Mandate (2026)
CEA is actively challenging the EEOC's 2024 regulation implementing the Pregnant Workers Fairness Act, which interprets the statute to require employers to accommodate elective abortion. CEA's complaint argues the EEOC exceeded its statutory authority and failed to protect religious employers. While the case is stayed, the federal court entered a January 2026 agreement under which the EEOC will not interpret or enforce the current PWFA rule against qualifying CEA members in a way that would require them to accommodate abortion, speak in favor of abortion, or refrain from speaking against abortion. That protection extends to present and future qualifying members and remains in effect until a new final PWFA regulation takes effect. Members who receive an EEOC charge or inquiry involving abortion under the PWFA should contact CEA immediately.
Amicus Participation
Where the fight for religious liberty is bigger than one case, CEA adds its voice in support.
Amicus Brief Filed — Major Win
Lange v. Houston County (2025)
CEA filed an amicus brief in the Eleventh Circuit, which ruled en banc that Title VII does not require employers to cover sex-change procedures under their health plans. Health plans applying exclusions neutrally comply with federal law. A direct win for Christian employer convictions.
Amicus Brief Filed
Little v. Hecox & WVA v. BPJ (2025)
CEA filed a Supreme Court amicus brief arguing that female athletic participation directly predicts career success and that mixed-sex competition distorts the records that drive admissions, scholarships, and hiring. CEA urged the Court to preserve women's sports as a protected category under Title IX.
Amicus Brief Filed
Slaughter v. Trump (2025)
CEA filed an amicus brief supporting the president's constitutional authority to remove Federal Trade Commission officials who exercise substantial executive power without oversight. CEA argued that unelected agency heads cannot be shielded from presidential accountability under Humphrey's Executor.
How It Works
Protection in four steps. Starting day one.
No lengthy process. No waiting period. Both permanent court injunctions apply the moment your membership is active.
01
CEA Goes to Court
We take the mandate to federal court, on behalf of every member, present and future.
02
CEA Wins Injunctions
The court issues a permanent order barring enforcement of the mandate against members.
03
CEA Builds Precedent
Each win strengthens the legal ground and makes the next challenge harder to bring.
04
You Stay Protected
The moment you join, every active injunction covers you. No lawsuit of your own.
One Christian employer had to fight to the Supreme Court. With CEA, you inherit the win.
Your Decision
You are one mandate away from a fight you never chose.
Christian employers are already protected by two permanent federal court injunctions. Both orders activate the moment you join CEA. Your business, your mission, and your people are covered from day one.
No lawsuits. • No legal fees. • No years in court.
Still have questions about how protection works? Visit the Most Asked Questions hub →