How can Exodus 21:3 guide Christians in modern employment practices? Setting the Scene Exodus 21:3: “If he came alone, he is to depart alone; if he had a wife, she is to depart with him.” Israel’s servant laws protected the dignity of a hired worker (a bonded servant, not chattel slavery). Verse 3 underscores that when a servant’s contract ends, his original household status is honored. God is saying, “My people are never mere commodities; their families matter.” Timeless Principles for Workplaces •Personal dignity is non-negotiable. •Employment is temporary stewardship, never ownership. •Family ties must be respected even while someone is on the payroll. •Freedom to leave employment without penalty is a God-given right. Modern Employment Applications •Hiring –Craft clear contracts that spell out responsibilities and an equitable exit strategy. –Ensure benefits respect dependents from day one (health care, parental leave, relocation help). •During Employment –Avoid policies that trap workers through unreasonable non-competes or debt obligations. –Provide schedules that recognize family rhythms—flex time, predictable hours, remote options where feasible. –See employees as image-bearers (Genesis 1:27) before seeing them as “human resources.” •Termination or Resignation –Release personnel with honor and full final compensation (James 5:4). –Offer transition support (resume help, references, severance) to safeguard household stability. –Transfer intellectual property and tools fairly, mirroring the principle that a servant keeps what he brought into the service. Reinforcing Scriptures •Leviticus 25:39–41—workers must not be ruled “ruthlessly.” •Deuteronomy 24:14–15—pay wages on time “because he is poor and depends on them.” •Ephesians 6:9—employers “stop your threatening, knowing that He who is both their Master and yours is in heaven.” •Colossians 4:1—“Masters, grant your slaves justice and fairness.” Practical Steps for Today 1.Review employee contracts; strike clauses that bind unfairly after departure. 2.Institute a family-first policy: childcare stipends, spouse travel coverage, emergency leave. 3.Routinely audit wages and promotion pathways to ensure justice and fairness. 4.Train managers to see exit interviews as ministry: bless, listen, and help the departing worker thrive. 5.Pray privately for current and former employees, that their households flourish. Closing Reflection When God liberated Israel from Egypt, He wove freedom into their workplace laws. Exodus 21:3 reminds us that an employee’s identity and family are God-given treasures. Every Christian employer or supervisor who honors those realities turns an ordinary job into holy ground. |
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