The short answer is yes. A Christian business owner can and should share Jesus with his employees. This is something that many Christians do.
Your business was entrusted to you by God. It is part of our stewardship that our company should be used for extending God’s kingdom. Witnessing to people about God’s salvation through your business brings them into His kingdom. That’s a fulfillment of the Great Commission.
The Great Commission is this: “Therefore go and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit, and teaching them to obey everything I have commanded you. And surely, I am with you always, to the very end of the age” Matthew 28:19-20.
Jesus said this to His disciples just before He went up to heaven, so you can be sure that this is important.
Spreading the Good News is what Christians should be doing first and foremost. Spreading the Gospel is one thing. Harassing someone into being a Christian is another. We should be careful not to step over the line.
The US government laid down the general rules with Title VII Civil Rights Act of 1964 that applies to businesses with fifteen or more employees.
Witnessing to your customers
Business owners deal with two general groups of people. The first group is your customers.
As far as telling them about Jesus, what you can do is only limited by your imagination and determination. The government is hands-off in this area. This is because customers can just walk away if they find you or the Gospel annoying or offensive to their senses. You’re not holding them hostage. Customers always have the choice to take their business somewhere else.
Some Christian business owners include Bible verses on their website, receipts, and packaging. They promote their business using Christian phrases and principles. More than a few create promotional events or sales during Christian holidays like Christmas or Easter. And they sure talk personally to their customers about Jesus.
Witnessing to your employees
The second group, and this is where it can get hairy, are your employees. Unlike your liberties in sharing the Gospel with your customers, federal and state authorities have drawn a line on these activities.
Any Christian business owner should feel the burden to minister to their employees’ spiritual needs. But you have to be careful not to step over these regulatory boundaries or you may find yourself in court.
Don’t think that just because you have less than fifteen employees, you don’t have to worry about Title VII law. Do your homework and review the law. There may be some local regulations that make it discriminatory to engage with your employees based on religion.
Unless you are a church or a non-profit ministry, local laws and Title VII apply to your business.
You can generally share your faith and build a Christian culture through your company policies and regulations.
There are just a few things to watch out for.
1) Do not give applicants or current workers the impression that being a Christian is required to get hired or get promoted.
This is why your supervisors, managers, and HR person should be fully acquainted with Title VII and any applicable local laws regarding religion in the workplace.
Tell your leadership team or managers to share their faith in a natural and non-aggressive manner.
Your HR or hiring staff should learn to stay away from certain questions that may be interpreted as religious bias. Don’t ask them what they think about Jesus, or heaven and hell, the afterlife, origin of life, or such controversial or personal matters for some people.
Most importantly, Christians in your business should strive to be pure and blameless at all times.
2) Properly address employee objections.
Sadly, not everyone will become a believer. Jesus said: “But small is the gate and narrow the road that leads to life, and only a few find it” Matthew 7:14.
If an employee says no, be sure to relent and not travel this path anymore. Continuing to do so can be grounds for a complaint or lawsuit.
Any Christians witnessing to that person should be made aware of the objection. Instead, focus their effort on praying for the disagreeing party.
3) Do not require employees to participate in religious worship experiences.
A few workers will object to your using Bible verses, to office Bible studies, to being witnessed, to having chapel service, and whatever things you do to lead people to Christ or build a Christian culture.
Sit them down and make sure they understand that they can refuse to participate. They are not being forced to do or believe in anything they don’t want. Assure them that these things will not affect their employment, benefits, or chance for a promotion.
You should also make it clear to them that your business is Christ-oriented. They will continue to see people sharing their faith. While you respect their views, you also expect this non-Christian to be respectful of others and not be disruptive.
Tell your Christian employees to be cautious when dealing with this person and continue to pray for him or her.
Final Thoughts
A Christian business owner can and should attempt to share the faith with employees. This doesn’t mean you can force people into believing in Jesus. The last thing you want to do is to bully people into the kingdom of God.
Unbelievers should come to Christ out of their own free will by seeing the love of God in the way Christians live around them. That’s you.
But there is growing hostility today about Christianity in the workplace. You need to be clearer about your rights, especially if there is already push back from certain employees.
Talk to a Christian lawyer at Christian Law Association. These guys have helped a lot of persecuted Christians regain their religious freedom guaranteed by the constitution.
