Compare FL H 641 (2026) and FL S 440 (2025)
The introduced text of these two bills, side by side, with the wording they share.
- FL H 641 (2026) · Florida · 2026 · Failed
- FL S 440 (2025) · Florida · 2025 · Failed
1,033 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 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 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 employer to use a pronoun that does not correspond to 10 the |
| prohibiting adverse personnel 12 action on the basis of | prohibiting adverse personnel action on the basis of |
| 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 | 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 |
| to require 18 certain training, instruction, or activity as a 19 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 | to require 22 certain training, instruction, or activity as a 23 condition of employment; 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: 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: 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 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 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 52 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 | 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 61 sex as an identifiable or useful category but nevertheless 62 maintains that it is possible for a person to be born in the 63 wrong sexed body. 64 (g) "Sex" means the classification of a person as either 65 female or male based on the organization of the body of such 66 person for a specific reproductive role, as indicated by the 67 person's sex chromosomes, naturally occurring sex hormones, and 68 internal and external genitalia present at birth. 69 (2) It is the policy of this state that a person's sex is 70 an immutable biological trait and that it is false to ascribe to 71 a person a pronoun that does not correspond to such person's 72… | 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… |
| 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 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. 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. 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 93 held religious, moral, conscience-based, or biology-based 94 beliefs | deeply 95 held religious, moral, conscience-based, or biology-based 96 beliefs |
| 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 | gender ideology, whether those views are 99 expressed by the employee or contractor at or away from the 100 worksite. 101 (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 |
| 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 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), 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 | 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 111 of employment, any training, instruction, or other activity on 112 sexual orientation, gender identity, or gender expression. 113 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-manageme… | to require, as a condition of employment, any 116 training, instruction, or other activity on sexual orientation, 117 gender identity, or gender expression. 118 Section 4. For the purpose of incorporating the amendment 119 made by this act to section 760.10, Florida Statutes, in 120 references thereto, subsections (1) and (15) of section 760.11, 121 Florida Statutes, are reenacted to read: 122 760.11 Administrative and civil remedies; construction.— 123 (1) Any person aggrieved by a violation of ss. 760.01 124 760.10 may file a complaint with the commission within 365 days 125 of the alleged violation, naming the employer, employment 126 agency, labor organization, or joint labor-management… |
Only the first shared passages are listed here; the side-by-side view shows them all.