Christian Business Ethics: Handling Difficult Conversations

Doing business with fellow Christians is both a privilege and a responsibility. Shared faith should inspire higher standards of integrity, yet the reality is that working with fellow believers can sometimes be more challenging than expected. It is important to blend faith and professionalism so that Christian values are lived out without compromising sound business ethics.

Guiding Principles in Transactions

Scripture provides a clear foundation for Christian business ethics:

“If you sell anything to your friend or buy from your friend, you shall not wrong one another.” – Leviticus 25:14 AMP

This verse reminds us that friendship or shared faith is never an excuse to cut corners or exploit trust. Transactions must be based on quality and fairness. Doing business with Christians should not be a marketing strategy or an expectation of favor; rather, it should be the natural consequence of offering excellent products or services.

Similarly, hiring fellow believers should be based on qualifications and merit, not merely shared faith, as favoritism can invite unnecessary stress and disappointment. Christian employers should focus on competence and character rather than simply shared beliefs.

The Tension of Brotherhood and Business

Our relationship with fellow believers is deeper than business.

“And now we are brothers and sisters in God’s family because of the blood of Jesus, and he welcomes us to come into the most holy sanctuary in the heavenly realm—boldly and without hesitation.” – Hebrews 10:19 TPT

Because we are united as brothers and sisters in Christ, conflicts can feel more personal. This spiritual connection raises the standard of accountability but also makes the pain of disagreement sharper. Setting clear parameters and expectations in contracts is essential to preserve both relationships and reputation.

Dealing with Breach of Contract

When a business partner or employee fails to fulfill their contractual obligations, it can feel more difficult to address the problem if they are a fellow Christian. However, a structured approach rooted in both business ethics and biblical conflict resolution can help.

The Apostle Paul, in 1 Corinthians 6:1 (NLT), cautions believers against taking disputes to secular courts, suggesting that conflicts should be resolved within the community of faith. This doesn’t mean you should ignore a breach of contract. Instead, it encourages an approach that prioritizes reconciliation and a fair resolution.

Recommended Framework:

• Define in the Contract: The first step is to have a clear, legally sound contract that outlines all obligations, expectations, and consequences for non-performance.
• Observe Due Process: Follow the procedures laid out in the contract and your company’s policies. Document everything and communicate professionally.
• Give Consideration (When Appropriate): Depending on the circumstances, there may be room for grace, but this should be weighed against the needs of the business.
• Execute the Contract: When all other options are exhausted, you must enforce the terms of the agreement. This is not about being un-Christian; it’s about upholding the integrity of the Christian workplace.
• Avoid Courts (If Possible): As the Bible suggests, seek to resolve the matter outside of the legal system. This is where the Matthew 18 principle becomes especially relevant.

The Matthew 18 Principle

The teachings in Matthew 18 provide a powerful roadmap for biblical conflict resolution within the Christian community:

• Go Directly: First, address the issue privately with the person. The goal is to repair the relationship and resolve the conflict one-on-one.

• Bring Witnesses: If the person refuses to listen, bring one or two others to mediate the dispute.

• Involve the Church: If they still refuse to listen, the issue can be brought to the broader church leadership or community.

• Discontinue Engagement: As a last resort, if the person remains unresponsive, you may need to sever the relationship and treat them as someone who is not a believer in this context.

This process protects the integrity of the community and the Christian business while upholding the commitment to brotherly love and reconciliation.

Dealing with Underperformance

For situations involving underperformance, 2 Thessalonians 3:10 (ESV) is clear:

“If anyone is not willing to work…let him not eat.”

The Greek word for “work” is ἐργάζομαι (ergazomai), meaning “accomplishment.” This underscores the biblical expectation of diligence and productivity. A Christian employer should not feel guilty when addressing an underperforming believer. The biblical framework shows that underperformance is a valid reason to withhold incentives, delay salary increases, or even terminate employment—provided there is a clear performance improvement plan and due process.

Key Takeaways

• Faith and professionalism must work hand-in-hand; faith does not exempt anyone from professional discipline—quality and competence must remain central.

• Shared faith requires higher accountability, not lower standards.

• Biblical conflict resolution and the Matthew 18 principle safeguard both relationships and the Christian workplace testimony.

• Upholding Christian business ethics ensures that reconciliation and integrity remain the Christian’s testimony in the marketplace.

You can watch the conversation in this YouTube segment

You May Also Read:

6 Months Lapsed But No Regularization Contract, What Now? How Integrity is Demonstrated in the Workplace Understanding PH Chairship and the ASEAN Community Ending Probationary Employment Without Termination Notice