Answer:

No, it’s not a good idea. A Staff Lifestyle Agreement is invaluable for roles where active faith adherence and spiritual leadership are essential job functions (i.e., pastors, worship leaders, spiritual directors). It clearly defines the religious and moral conduct expected, rooted in your Statement of Faith.

Hiring non-believers and expecting them to adhere to a faith-based lifestyle creates a “double standard” and can erode your religious employer protections.

For employees whose roles don’t necessitate active Christian living (i.e., administrative, maintenance, or certain support staff), a professional Code of Conduct is more appropriate. This document outlines universal workplace behaviors, ethics, and values like integrity, professionalism, respect for the ministry’s mission, and avoidance of public conflict that any employee can uphold, regardless of personal belief. This provides clear guidelines without requiring affirmation of specific faith tenets.

Original content by HR Ministry Solutions. This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.