On June 15, 2020, the U.S. Supreme Court ruled by a 6-to-3 majority that “An employer who fires an individual merely for being gay or transgender defies the law.” This ruling is a historic victory for gay and transgender rights, extending employment protections to millions of LGBT+ workers, and will force many employers to revisit and change discriminatory policies and practices. But what this means for faith-based employers, including religious schools and religious health care providers, will be decided in future cases. Are faith-based employers legally entitled to religious exemptions to the law? Should they be?