Doctors for America v. Office of Personnel Management

District Court, District of Columbia·Decided July 3, 2025·No. Civil Action No. 2025-0322·Published

Opinion

UNITED STATES DISTRICT COURT FOR THE DISTRICT OF COLUMBIA

DOCTORS FOR AMERICA, et al.,

Plaintiffs, v. Civil Action No. 25-322 (JDB)

OFFICE OF PERSONNEL MANAGEMENT, et al.,

Defendants.

MEMORANDUM OPINION

This case involves government officials acting first and thinking later. On January 20,

2025, the President issued Executive Order 14168, which instructs agencies to ensure that

government materials are consistent with the President’s view of biological sex and government

funds do not support what the executive order calls “gender ideology.” Over approximately two

weeks, a group of agency subdivisions within the Department of Health and Human Services

(“HHS defendants”) then removed or modified without notice what the plaintiffs estimate number

in the hundreds or even thousands of health care webpages and datasets.

The HHS defendants claim they removed the webpages and datasets lawfully in

furtherance of the executive order, causing harm to no one. The plaintiffs disagree. They claim

the defendants’ removals violated several federal laws, including the Administrative Procedure

Act (“APA”), and acutely harmed health care providers, policymakers, local governments, and

others who have long relied on the webpages and datasets in their daily work—reliance that

stemmed from the defendants’ development of these high-quality resources specifically for use by

these groups. The plaintiffs also sue the Office of Personnel Management (“OPM”), claiming that

1 its January 29 directive to agencies to “[t]ake down” webpages promoting gender ideology within

48 hours was unlawful and spurred the sudden removals and modifications.

The problem here is not so much the underlying policy decision but rather compliance with

the law in effectuating that decision. When the President issues an executive order, an agency’s

exercise of discretion in implementing the order is cabined by the agency’s statutory obligations,

including those imposed by the APA. Because the agencies failed to adhere to those obligations

here, the Court will vacate their directives.

Background

On the day of his second inauguration, President Donald Trump issued Executive Order

14168 titled “Defending Women From Gender Ideology Extremism and Restoring Biological

Truth to the Federal Government.” Exec. Order No. 14,168, 90 Fed. Reg. 8615 (Jan. 20, 2025)

(“E.O.”). The E.O. makes it “the policy of the United States to recognize two sexes, male and

female,” id. § 2, and directs agencies to combat what the order labels “gender ideology,” see id.

§ 2(f). 1 The order instructs agencies to “us[e] the term ‘sex’ and not ‘gender’ in all applicable

Federal policies and documents,” id. § 3(c), and to “remove all statements, policies, regulations,

forms, communications, or other internal and external messages that promote or otherwise

inculcate gender ideology,” id. § 3(e). The order gives only one directive to OPM: “implement

1 The executive order defines “gender ideology” as:

“[R]eplac[ing] the biological category of sex with an ever-shifting concept of self-assessed gender identity, permitting the false claim that males can identify as and thus become women and vice versa, and requiring all institutions of society to regard this false claim as true. Gender ideology includes the idea that there is a vast spectrum of genders that are disconnected from one’s sex. Gender ideology is internally inconsistent, in that it diminishes sex as an identifiable or useful category but nevertheless maintains that it is possible for a person to be born in the wrong sexed body.”

E.O. § 2(f).

2 changes to require that government-issued identification documents” and “applicable personnel

records accurately” reflect the individual’s sex. See id. § 3(d).

As many do, this executive order also states that it “shall be implemented consistent with

applicable law.” See id. § 8(b). With two exceptions not relevant here, the order does not impose

a clear timeline for implementation. Although it indicates agencies should act promptly, the only

deadline it imposes is to provide “an update on implementation of [the] order to the President,

through the Director of the Office of Management and Budget” (“OMB”), within 120 days. Id.

§ 7(a).

Nine days later, on January 29, acting director of OPM Charles Ezell issued a memorandum

addressed to the heads and acting heads of all federal agencies titled “Initial Guidance Regarding

President Trump’s Executive Order Defending Women” (“OPM Memo”). See J.A. [ECF No. 54-

2] at 71–72. “Pursuant to [OPM’s] authority under 5 U.S.C. § 1103(a)(1) and (a)(5),” the OPM

Memo purports to provide agencies “initial guidance” on the implementation of the E.O. See id.

at 71. The memo states that “agency heads should take” eleven steps by “[n]o later than 5:00 p.m.

EST on Friday, January 31, 2025.” Id. (emphasis in original). The eleven steps—most of which

bear little to no connection to OPM’s obligations under the E.O.—include:

• “Send an email to all agency employees announcing that the agency will be complying with Defending Women and this guidance”;

• “Take down all outward facing media (websites, social media accounts, etc.) that inculcate or promote gender ideology”; and

• “Withdraw any final or pending documents,” “materials,” “communications, statements, and plans that inculcate or promote gender ideology.”

See id. at 71–72.

In addition to laying down action items unmentioned by the E.O. and drastically shortening

the E.O.’s only perceptible timeline from 120 days to 48 hours, the OPM Memo further states that

3 agencies “should” report to OPM on all steps they have taken and future plans to implement the

memo and E.O. by “[n]o later than 12:00 p.m. EST on Friday, February 7, 2025.” See id.

(emphasis in original).

The OPM Memo’s deadlines garnered swift follow-through at HHS. Agency leadership

sent a flurry of emails to staff flagging the memo and its new deadlines. For example, on January

30, a Food and Drug Administration (“FDA”) director disseminated the OPM Memo to staff

emphasizing that although HHS had not intended to issue guidance on the E.O. for several weeks,

the OPM Memo had “an additional reporting tim[eline]” and “entail[ed] several . . . directives”

that staff had to complete by the next day. See id. at 58, 61.

Around noon on January 30, another FDA director sent a similar, urgent email to staff.

Flagged as high importance, the email conveyed that the director “was just informed that [they]

need to take immediate action on the” E.O. See id. at 64. He explained that he had received

“guidance” to “immediate[ly] . . . [s]crub [all] sections of content on FDA.gov for any mention of

‘pronouns’ and remove this content immediately,” and “replace [the term ‘gender’] with the term

‘Sex.’” Id. The director acknowledged the “tight deadline” of noon on January 31. Id.

On January 31, the then-acting secretary of HHS memorialized the agencies’ understanding

of the OPM Memo, issuing “Action: Initial Guidance Regarding President Trump’s Executive

Order Defending Women” (“HHS Guidance”). See id. at 67–70. The guidance instructed all HHS

operating and staff divisions—including HHS defendants the Centers for Disease Control and

Prevention (“CDC”), FDA, Agency for Healthcare Research and Quality (“AHRQ”), Center for

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