Compare FL H 1495 (2025) and FL S 1642 (2026)
The introduced text of these two bills, side by side, with the wording they share.
- FL H 1495 (2025) · Florida · 2025 · Failed
- FL S 1642 (2026) · Florida · 2026 · Failed
1,048 shared 8-word phrases found in the introduced text of these two bills.
This highlights wording the two bills share in their introduced text. A shared passage may include text that both bills quote from the same existing law, not only language either one drafted. A match shows that the texts overlap; it does not show who drafted a bill, and filing order alone does not show which bill copied which.
| FL H 1495 (2025) | FL S 1642 (2026) |
|---|---|
| A bill to be entitled 1 An act relating to gender identity employment 2 practices; providing a short title; creating s. 3 110.1051, F.S.; providing definitions; specifying an 4 employment policy of this state relating to a person's 5 sex; providing applicability; prohibiting employees 6 and contractors of certain employers from being 7 required to use certain pronouns or requiring such 8 employer to use a pronoun that does not correspond to 9 the | A bill to be entitled 2 An act relating to gender identity employment 3 practices; providing a short title; creating s. 4 110.1051, F.S.; defining terms; specifying an 5 employment policy of this state relating to a person’s 6 sex; providing applicability; prohibiting employees 7 and contractors of certain employers from being 8 required to use certain pronouns or requiring such 9 employers to use a pronoun that does not correspond to 10 the |
| sex; prohibiting adverse personnel 12 action on the basis of deeply held religious, moral, 13 conscience-based, or biology-based beliefs; providing 14 administrative and civil remedies; providing 15 reasonable attorney fees and costs; authorizing the 16 Department of Management Services to adopt rules; 17 amending s. 760.10, F.S.; providing that it is an 18 unlawful employment practice for certain employers to 19 require certain training, instruction, or activity as 20 a condition of employment; defining the term 21 "employer"; reenacting s. 760.11(1) and (15), F.S., 22 relating to administrative and civil remedies, to 23 incorporate the amendment made to s. 760.10, F.S., in 24 references t… | sex; prohibiting adverse 13 personnel action on the basis of sincerely held 14 religious, moral, conscience-based, or biology-based 15 beliefs against gender ideology; providing 16 administrative and civil remedies; providing 17 reasonable attorney fees and costs; authorizing the 18 Department of Management Services to adopt rules; 19 amending s. 760.10, F.S.; providing that it is an 20 unlawful employment practice for certain employers to 21 require certain training, instruction, or activity as 22 a condition of employment; defining the term 23 “employer”; reenacting s. 760.11(1) and (15), F.S., 24 relating to administrative and civil remedies, to 25 incorporate the amendment made to s. 76… |
| Be It Enacted by the Legislature of the State of Florida: 27 28 Section 1. This act may be cited as the "Freedom of 29 Conscience in the Workplace Act." 30 Section 2. Section 110.1051, Florida Statutes, is created 31 to read: 32 110.1051 Personal pronouns.— 33 (1) As used in this section, the term: 34 (a) "Adverse personnel action" means the discharge, 35 suspension, transfer, demotion, or lack of promotion of an 36 employee or a contractor or the withholding of bonuses, the 37 withholding of promotional opportunities, the reduction in 38 salary or benefits, or any other adverse action taken against an 39 employee or a contractor within the terms and conditions of 40 employment by an employ… | Be It Enacted by the Legislature of the State of Florida: 29 30 Section 1. This act may be cited as the “Freedom of 31 Conscience in the Workplace Act.” 32 Section 2. Section 110.1051, Florida Statutes, is created 33 to read: 34 110.1051 Personal pronouns.— 35 (1) As used in this section, the term: 36 (a) “Adverse personnel action” means the discharge, 37 suspension, transfer, demotion, or lack of promotion of an 38 employee or a contractor or the withholding of bonuses, the 39 withholding of promotional opportunities, the reduction in 40 salary or benefits, or any other adverse action taken against an 41 employee or a contractor within the terms and conditions of 42 employment by an employ… |
| business entity that enters or attempts to enter 43 into a contract for services with an employer. 44 (c) "Employee" means an individual employed by, or 45 attempting to be employed by, an employer. 46 (d) "Employer" means the state or any county, 47 municipality, or special district or any subdivision or agency 48 thereof. 49 (e) "Gender identity" means a fully internal and | business entity that enters or attempts to 45 enter into a contract for services with an employer. 46 (c) “Employee” means an individual employed by, or 47 attempting to be employed by, an employer. 48 (d) “Employer” means the state or any county, municipality, 49 or special district or any subdivision or agency thereof. 50 (e) “Gender identity” means a fully internal and |
| subjective sense of self, disconnected from biological reality 51 and sex, and existing on an infinite continuum that does not 52 provide a meaningful basis for identification and cannot be 53 recognized as a replacement for sex. 54 (f) "Gender ideology" means the false belief that replaces 55 the biological category of sex with an ever-shifting concept of 56 self-assessed gender identity, permitting the false claim that 57 males can identify as and become women and vice versa, and 58 requiring all institutions of society to regard this false claim 59 as true. The term includes the idea that there is a vast 60 spectrum of genders that are disconnected from a person's sex. 61 Gender ideology… | subjective 51 sense of self, disconnected from biological reality and sex, and 52 existing on an infinite continuum that does not provide a 53 meaningful basis for identification and cannot be recognized as 54 a replacement for sex. 55 (f) “Gender ideology” means the false belief that replaces 56 the biological category of sex with an ever-shifting concept of 57 self-assessed gender identity, permitting the false claim that 58 males can identify as and become women and vice versa, and 59 requiring all institutions of society to regard this false claim 60 as true. The term includes the idea that there is a vast 61 spectrum of genders that are disconnected from a person’s sex. 62 Gender ideol… |
| development, including, but not limited to, 46, XX disorder of 76 sex development; 46, XY disorder of sex development; sex 77 chromosome disorder of sex development; XX or XY sex reversal; 78 and ovotesticular disorder. 79 (3) An employee or a contractor may not be required, as a 80 condition of employment or to avoid adverse personnel action, to 81 refer to another person using that person's preferred pronouns 82 if such pronouns do not correspond to that person's sex. 83 (4) An employee or a contractor may not require an 84 employer to use his or her preferred pronouns if such preferred 85 pronouns do not correspond to the | development, including, but not limited to, 46,XX disorder of 77 sex development; 46,XY disorder of sex development; sex 78 chromosome disorder of sex development; XX or XY sex reversal; 79 and ovotesticular disorder. 80 (3) An employee or a contractor may not be required, as a 81 condition of employment or to avoid adverse personnel action, to 82 refer to another person using that person’s preferred pronouns 83 if such pronouns do not correspond to that person’s sex. 84 (4) An employee or a contractor may not require an employer 85 to use his or her preferred pronouns if such preferred pronouns 86 do not correspond to the |
| sex. 87 (5) A job application or other related employment form 88 that requires an applicant to mark his or her sex may only 89 inquire if the applicant is male or female and may not provide a 90 nonbinary or other option. 91 (6)(a) It is an unlawful employment practice for an 92 employer to take adverse personnel action against an employee or 93 a contractor because of the | sex. 87 (5) A job application or other related employment form that 88 requires an applicant to mark his or her sex may only inquire if 89 the applicant is male or female and may not provide a nonbinary 90 or other option. 91 (6)(a) It is an unlawful employment practice for an 92 employer to take adverse personnel action against an employee or 93 a contractor because of the |
| held religious, moral, conscience-based, or biology-based 95 beliefs | held religious, moral, conscience-based, or biology-based 95 beliefs |
| gender ideology, whether those views are 98 expressed by the employee or contractor at or away from the 99 worksite | gender ideology, whether those views are 96 expressed by the employee or contractor at or away from the 97 worksite |
| b) An employee or a contractor aggrieved by a violation 101 of this subsection may avail himself or herself to the 102 administrative and civil remedies provided in s. 760.11. The 103 court shall award reasonable attorney fees and costs to the 104 prevailing party. 105 (7) The Department of Management Services may adopt rules 106 to administer this section. 107 Section | b) An employee or a contractor aggrieved by a violation of 99 this subsection may avail himself or herself of the 100 administrative and civil remedies provided in s. 760.11. The 101 court shall award reasonable attorney fees and costs to the 102 prevailing party. 103 (7) The Department of Management Services may adopt rules 104 to administer this section. 105 Section |
| as subsections (11) and (12), 109 respectively, and a new subsection (10) is added to that 110 section, to read: 111 760.10 Unlawful employment practices.— 112 (10) It is an unlawful employment practice for an employer 113 who receives funding from the state to require, as a condition 114 of employment, any training, instruction, or other activity on 115 sexual orientation, gender identity, or gender expression. For 116 purposes of this subsection, the term "employer" includes the 117 state or any county, municipality, or special district or any 118 subdivision or agency thereof. 119 Section 4. For the purpose of incorporating the amendment 120 made by this act to section 760.10, Florida St… | as subsections (11) 107 and (12), respectively, and a new subsection (10) is added to 108 that section, to read: 109 760.10 Unlawful employment practices.— 110 (10) It is an unlawful employment practice for an employer 111 who receives funding from the state to require, as a condition 112 of employment, any training, instruction, or other activity on 113 sexual orientation, gender identity, or gender expression. For 114 purposes of this subsection, the term “employer” includes the 115 state or any county, municipality, or special district or any 116 subdivision or agency thereof. 117 Section 4. For the purpose of incorporating the amendment 118 made by this act to section 760.10, Florida St… |
| S 760.10 may file a complaint with the commission within 365 days 126 of the alleged violation, naming the | s. 509.092 may 129 file a complaint with the commission within 365 days of the 130 alleged violation naming the |
| the 129 person responsible for the violation and describing the 130 violation | the person responsible for the 131 violation and describing the violation |
| for the 133 violation and describing the violation. The commission, a 134 commissioner, or the Attorney General may in like manner file 135 such a complaint. On the same day the complaint is filed with 136 the commission, the commission shall clearly stamp on the face 137 of the complaint the date the complaint was filed with the 138 commission. In lieu of filing the complaint with the commission, 139 a complaint under this section may be filed with the federal 140 Equal Employment Opportunity Commission or with any unit of 141 government of the state which is a fair-employment-practice 142 agency under 29 C.F.R. ss. 1601.70-1601.80. If the date the 143 complaint is filed is clearly stamped… | for the 131 violation and describing the violation. The commission, a 132 commissioner, or the Attorney General may in like manner file 133 such a complaint. On the same day the complaint is filed with 134 the commission, the commission shall clearly stamp on the face 135 of the complaint the date the complaint was filed with the 136 commission. In lieu of filing the complaint with the commission, 137 a complaint under this section may be filed with the federal 138 Equal Employment Opportunity Commission or with any unit of 139 government of the state which is a fair-employment-practice 140 agency under 29 C.F.R. ss. 1601.70-1601.80. If the date the 141 complaint is filed is clearly stamped… |
| sought. The commission may require additional information to be 151 in the complaint. The commission, within 5 days of the complaint 152 being filed, shall by registered mail send a copy of the 153 complaint to the person who allegedly committed the violation. 154 The person who allegedly committed the violation may file an 155 answer to the complaint within 25 days of the date the complaint 156 was filed with the commission. Any answer filed shall be mailed 157 to the aggrieved person by the person filing the answer. Both 158 the complaint and the answer shall be verified. 159 (15) In any civil action or administrative proceeding 160 brought pursuant to this section, a finding that a perso… | sought. The commission may require additional information to be 149 in the complaint. The commission, within 5 days of the complaint 150 being filed, shall by registered mail send a copy of the 151 complaint to the person who allegedly committed the violation. 152 The person who allegedly committed the violation may file an 153 answer to the complaint within 25 days of the date the complaint 154 was filed with the commission. Any answer filed shall be mailed 155 to the aggrieved person by the person filing the answer. Both 156 the complaint and the answer shall be verified. 157 (15) In any civil action or administrative proceeding 158 brought pursuant to this section, a finding that a perso… |