Compare FL H 1495 (2025) and FL S 440 (2025)
The introduced text of these two bills, side by side, with the wording they share.
- FL H 1495 (2025) · Florida · 2025 · Failed
- FL S 440 (2025) · Florida · 2025 · Failed
1,018 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 440 (2025) |
|---|---|
| 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 employer to use a pronoun that does not correspond to 10 the |
| 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 | prohibiting adverse personnel action on the basis of 14 deeply held religious, moral, conscience-based, or 15 biology-based beliefs; providing administrative and 16 civil remedies; providing reasonable attorney fees and 17 costs; authorizing the Department of Management 18 Services to adopt rules; amending s. 760.10, F.S.; 19 providing that it is an unlawful employment practice 20 for |
| to 19 require certain training, instruction, or activity as 20 a condition of employment | to require 22 certain training, instruction, or activity as a 23 condition of employment |
| 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 thereto; providing an effective date | reenacting s. 760.11(1) and 24 (15), F.S., relating to administrative and civil 25 remedies, to incorporate the amendment made to s. 26 760.10, F.S., in references thereto; providing an 27 effective date |
| 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: 30 31 Section 1. This act may be cited as the “Freedom of 32 Conscience in the Workplace Act.” 33 Section 2. Section 110.1051, Florida Statutes, is created 34 to read: 35 110.1051 Personal pronouns.— 36 (1) As used in this section, the term: 37 (a) “Adverse personnel action” means the discharge, 38 suspension, transfer, demotion, or lack of promotion of an 39 employee or a contractor or the withholding of bonuses, the 40 withholding of promotional opportunities, the reduction in 41 salary or benefits, or any other adverse action taken against an 42 employee or a contractor within the terms and conditions of 43 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 46 enter into a contract for services with an employer. 47 (c) “Employee” means an individual employed by, or 48 attempting to be employed by, an employer. 49 (d) “Employer” means the state or any county, municipality, 50 or special district or any subdivision or agency thereof. 51 (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 | subjective 52 sense of self, disconnected from biological reality and sex, and 53 existing on an infinite continuum that does not provide a 54 meaningful basis for identification and cannot be recognized as 55 a replacement for sex. 56 (f) “Gender ideology” means the false belief that replaces 57 the biological category of sex with an ever-shifting concept of 58 self-assessed gender identity, permitting the false claim that 59 males can identify as and become women and vice versa, and 60 requiring all institutions of society to regard this false claim 61 as true. The term includes the idea that there is a vast 62 spectrum of genders that are disconnected from a |
| is internally inconsistent in that it diminishes 62 sex as an identifiable or useful category but nevertheless 63 maintains that it is possible for a person to be born in the 64 wrong sexed body. 65 (g) "Sex" means the classification of a person as either 66 female or male based on the organization of the body of such 67 person for a specific reproductive role, as indicated by the 68 person's sex chromosomes, naturally occurring sex hormones, and 69 internal and external genitalia present at birth. 70 (2) It is the policy of this state that a person's sex is 71 an immutable biological trait and that it is false to ascribe to 72 a person a pronoun that does not correspond to such person's 73… | is internally inconsistent in that it diminishes sex as 64 an identifiable or useful category but nevertheless maintains 65 that it is possible for a person to be born in the wrong sexed 66 body. 67 (g) “Sex” means the classification of a person as either 68 female or male based on the organization of the body of such 69 person for a specific reproductive role, as indicated by the 70 person’s sex chromosomes, naturally occurring sex hormones, and 71 internal and external genitalia present at birth. 72 (2) It is the policy of this state that a person’s sex is 73 an immutable biological trait and that it is false to ascribe to 74 a person a pronoun that does not correspond to such person’s 75… |
| 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 78 sex development; 46,XY disorder of sex development; sex 79 chromosome disorder of sex development; XX or XY sex reversal; 80 and ovotesticular disorder. 81 (3) An employee or a contractor may not be required, as a 82 condition of employment or to avoid adverse personnel action, to 83 refer to another person using that person’s preferred pronouns 84 if such pronouns do not correspond to that person’s sex. 85 (4) An employee or a contractor may not require an employer 86 to use his or her preferred pronouns if such preferred pronouns 87 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. 88 (5) A job application or other related employment form that 89 requires an applicant to mark his or her sex may only inquire if 90 the applicant is male or female and may not provide a nonbinary 91 or other option. 92 (6)(a) It is an unlawful employment practice for an 93 employer to take adverse personnel action against an employee or 94 a contractor because of the |
| deeply 94 held religious, moral, conscience-based, or biology-based 95 beliefs, including a belief in traditional or Biblical views of 96 sexuality and marriage, or the | deeply 95 held religious, moral, conscience-based, or biology-based 96 beliefs, including a belief in traditional or Biblical views of 97 sexuality and marriage, or the |
| disagreement with gender ideology, whether those views are 98 expressed by the employee or contractor at or away from the 99 worksite | disagreement with gender ideology, whether those views are 99 expressed by the employee or contractor at or away from the 100 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 102 this subsection may avail himself or herself of the 103 administrative and civil remedies provided in s. 760.11. The 104 court shall award reasonable attorney fees and costs to the 105 prevailing party. 106 (7) The Department of Management Services may adopt rules 107 to administer this section. 108 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 | as subsections (11) 110 and (12), respectively, and a new subsection (10) is added to 111 that section, to read: 112 760.10 Unlawful employment practices.— 113 (10) It is an unlawful employment practice for |
| to require, as a condition 114 of employment, any training, instruction, or other activity on 115 sexual orientation, gender identity, or gender expression | to require, as a condition of employment, any 116 training, instruction, or other activity on sexual orientation, 117 gender identity, or gender expression |
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