Fit to Serve Act

Summary

Prohibits the Armed Forces from taking personnel actions based on a person’s gender identity. The law defines gender identity broadly (including identity, appearance, mannerisms, and other gender-related characteristics) and bars discrimination in accession, reenlistment, retention, involuntary separation, medical care coverage, and other personnel decisions when those actions are taken because of gender identity or a diagnosis or potential diagnosis of gender dysphoria. Adds a new provision to Title 10 of the U.S. Code that requires Secretaries concerned to treat gender identity as a protected characteristic for purposes of service qualifications, separations, healthcare coverage, assignments, and other personnel-related actions. The text does not change funding levels or create new programs; it changes personnel policy and medical-coverage obligations within military services.

• Creates a statutory ban on discrimination by the Armed Forces based on gender identity.
• Defines gender identity broadly to include identity, appearance, mannerisms, and other gender-related characteristics.
• Prohibits adverse personnel actions—such as involuntary separation, denial of accession, or denial of reenlistment—if taken because of gender identity or a diagnosis/potential diagnosis of gender dysphoria.
• Bars denial of medically necessary health care coverage when denial is based on gender identity.
• Does not include funding provisions or explicit implementation timelines; it is a policy change inserted into Title 10.
• Requires service Secretaries to apply qualifications and retention standards without discriminating on the basis of gender identity.
• Applies to accession, continuation, and retention decisions as well as to medical coverage decisions.
• Affects military personnel policies and Department of Defense administrative guidance and procedures.