In what ways can Exodus 21:26 guide our treatment of employees today? Scripture Focus “ ‘If a man strikes the eye of his male or female servant and destroys it, he must let the servant go free in compensation for the eye.’ ” (Exodus 21:26) The Heart of the Command - God protects the vulnerable by limiting power abuses. - Physical harm to a servant required immediate, costly restitution by freeing the servant. - The principle: people are never mere tools; they bear God’s image (Genesis 1:27). Principles for Today - Human dignity outweighs economic advantage. - Employers must be held accountable for any harm—physical, emotional, or financial—done to workers. - Restitution is not optional; it is a moral requirement when harm occurs. Practical Applications in the Workplace • Establish a zero-tolerance policy for harassment, bullying, or unsafe conditions. • Provide fair compensation and benefits; underpaying is a form of harm (James 5:4). • When mistakes or injuries happen, offer immediate support—medical care, paid leave, counseling—and absorb the cost rather than shifting it to employees. • Create clear, accessible channels for reporting grievances without fear of retaliation. • Practice servant leadership: “Masters, grant your slaves what is right and fair” (Colossians 4:1). • Evaluate policies regularly to ensure they honor the Golden Rule (Matthew 7:12). • Offer opportunities for growth and freedom—training, promotions, flexible schedules—as modern parallels to “letting the servant go free.” Additional Scriptural Support - Deuteronomy 24:14-15—Timely, just wages. - Ephesians 6:9—Employers must forgo threats, remembering God shows no favoritism. - Proverbs 14:31—Oppressing the poor insults their Maker; showing kindness honors Him. - Micah 6:8—Do justice, love mercy, walk humbly with God. Closing Encouragement Employers who internalize Exodus 21:26 build workplaces where justice, generosity, and dignity flourish—testimonies that the God who freed servants in ancient Israel still champions freedom and fairness today. |
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