Compare FL H 641 (2026) and FL S 1642 (2026)
The introduced text of these two bills, side by side, with the wording they share.
- FL H 641 (2026) · Florida · 2026 · Failed
- FL S 1642 (2026) · Florida · 2026 · Failed
1,064 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 641 (2026) | 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 employers 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 | sex; prohibiting adverse 13 personnel action on the basis of |
| gender ideology; providing 13 administrative and civil remedies; providing 14 reasonable attorney fees and costs; authorizing the 15 Department of Management Services to adopt rules; 16 amending s. 760.10, F.S.; providing it is an unlawful 17 employment practice for certain employers to require 18 certain training, instruction, or activity as a 19 condition of employment | 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 |
| reenacting s. 760.11(1) and 20 (15), F.S., relating to administrative and civil 21 remedies, to incorporate the amendment made to s. 22 760.10, F.S., in references thereto; providing an 23 effective date | reenacting s. 760.11(1) and (15), F.S., 24 relating to administrative and civil remedies, to 25 incorporate the amendment made to s. 760.10, F.S., in 26 references thereto; providing an effective date |
| Be It Enacted by the Legislature of the State of Florida: 26 27 Section 1. This act may be cited as the "Freedom of 28 Conscience in the Workplace Act." 29 Section 2. Section 110.1051, Florida Statutes, is created 30 to read: 31 110.1051 Personal pronouns.— 32 (1) As used in this section, the term: 33 (a) "Adverse personnel action" means the discharge, 34 suspension, transfer, demotion, or lack of promotion of an 35 employee or a contractor; the withholding of bonuses; the 36 withholding of promotional opportunities; the reduction in 37 salary or benefits; or any other adverse action taken against an 38 employee or a contractor within the terms and conditions of 39 employment by an employer… | 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 42 into a contract for services with an employer. 43 (c) "Employee" means an individual employed by, or 44 attempting to be employed by, an employer. 45 (d) "Employer" means the state or any county, 46 municipality, or special district or any subdivision or agency 47 thereof. 48 (e) "Gender identity" means a fully internal and 49 subjective sense of self, disconnected from biological reality | 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 51 sense of self, disconnected from biological reality |
| and sex, and existing on an infinite continuum that does not 51 provide a meaningful basis for identification and cannot be 52 recognized as a replacement for sex. 53 (f) "Gender ideology" means the false belief that replaces 54 the biological category of sex with an ever-shifting concept of 55 self-assessed gender identity, permitting the false claim that 56 males can identify as and become women and vice versa, and 57 requiring all institutions of society to regard this false claim 58 as true. The term includes the idea that there is a vast 59 spectrum of genders that are disconnected from a person's sex. 60 Gender ideology is internally inconsistent in that it diminishes 61 sex as an ide… | 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 ideology is internally inconsistent in that it diminishes 63 sex as an… |
| sex development; 46,XY disorder of sex development; sex 76 chromosome disorder of sex development; XX or XY sex reversal; 77 and ovotesticular disorder. 78 (3) An employee or a contractor may not be required, as a 79 condition of employment or to avoid adverse personnel action, to 80 refer to another person using that person's preferred pronouns 81 if such pronouns do not correspond to that person's sex. 82 (4) An employee or a contractor may not require an 83 employer to use his or her preferred pronouns if such preferred 84 pronouns do not correspond to the | 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. 86 (5) A job application or other related employment form 87 that requires an applicant to mark his or her sex may only 88 inquire if the applicant is male or female and may not provide a 89 nonbinary or other option. 90 (6)(a) It is an unlawful employment practice for an 91 employer to take adverse personnel action against an employee or 92 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 94 beliefs against gender ideology, whether those views are 95 expressed by the employee or contractor at or away from the 96 worksite. 97 (b) An employee or a contractor aggrieved by a violation 98 of this subsection may avail himself or herself to the 99 administrative and civil remedies provided in s. 760.11. The | held religious, moral, conscience-based, or biology-based 95 beliefs against gender ideology, whether those views are 96 expressed by the employee or contractor at or away from the 97 worksite. 98 (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 |
| court shall award reasonable attorney fees and costs to the 101 prevailing party. 102 (7) The Department of Management Services may adopt rules 103 to administer this section. 104 Section | 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), 106 respectively, and a new subsection (10) is added to that 107 section, to read: 108 760.10 Unlawful employment practices.— 109 (10) It is an unlawful employment practice for an employer 110 who receives funding from the state to require, as a condition 111 of employment, any training, instruction, or other activity on 112 sexual orientation, gender identity, or gender expression | 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 |
| Section 4. For the purpose of incorporating the amendment 114 made by this act to section 760.10, Florida Statutes, in a 115 reference thereto, subsections (1) and (15) of section 760.11, 116 Florida Statutes, are reenacted to read: 117 760.11 Administrative and civil remedies; construction.— 118 (1) Any person aggrieved by a violation of ss. 760.01- 119 760.10 may file a complaint with the commission within 365 days 120 of the alleged violation, naming the employer, employment 121 agency, labor organization, or joint labor-management committee, 122 or, in the case of an alleged violation of s. 760.10(5), the 123 person responsible for the violation and describing the 124 violation. Any per… | Section 4. For the purpose of incorporating the amendment 118 made by this act to section 760.10, Florida Statutes, in 119 references thereto, subsections (1) and (15) of section 760.11, 120 Florida Statutes, are reenacted to read: 121 760.11 Administrative and civil remedies; construction.— 122 (1) Any person aggrieved by a violation of ss. 760.01 123 760.10 may file a complaint with the commission within 365 days 124 of the alleged violation, naming the employer, employment 125 agency, labor organization, or joint labor-management committee, 126 or, in the case of an alleged violation of s. 760.10(5), the 127 person responsible for the violation and describing the 128 violation. Any perso… |
| file a complaint with the commission within 365 days of the 126 alleged violation naming the person responsible for the 127 violation and describing the violation. The commission, a 128 commissioner, or the Attorney General may in like manner file 129 such a complaint. On the same day the complaint is filed with 130 the commission, the commission shall clearly stamp on the face 131 of the complaint the date the complaint was filed with the 132 commission. In lieu of filing the complaint with the commission, 133 a complaint under this section may be filed with the federal 134 Equal Employment Opportunity Commission or with any unit of 135 government of the state which is a fair-employment-pr… | file a complaint with the commission within 365 days of the 130 alleged violation naming the person responsible 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-pr… |
| was filed with the commission. Any answer filed shall be mailed 151 to the aggrieved person by the person filing the answer. Both 152 the complaint and the answer shall be verified. 153 (15) In any civil action or administrative proceeding 154 brought pursuant to this section, a finding that a person 155 employed by the state or any governmental entity or agency has 156 violated s. 760.10 shall as a matter of law constitute just or 157 substantial cause for such person's discharge. 158 Section 5. This act shall take effect July | 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 person 159 employed by the state or any governmental entity or agency has 160 violated s. 760.10 shall as a matter of law constitute just or 161 substantial cause for such person’s discharge. 162 Section 5. This act shall take effect July |