The United Methodist Church (UMC) has a rich tradition of focusing on social justice, advocacy, and care for individuals. Within this framework, the welfare of church workers holds paramount importance. Church workers, including pastors, lay leaders, and administrative staff, are the backbone of ministry, entrusted with the spiritual guidance and organizational management of the church. However, in many contexts, their well-being is often compromised by inadequate compensation, lack of benefits, and insufficient support systems. This essay advocates for the prioritization of church workers’ welfare through fair compensation, comprehensive benefits, and robust support structures to ensure their dignity and effectiveness in ministry.
Fair Compensation
One of the critical aspects of enhancing church workers’ welfare is ensuring that they receive fair and just compensation. Considering our context in the Philippines, many of our church workers remain underpaid. The UMC Book of Discipline emphasizes the principle of justice in the payment of church workers, yet discrepancies in compensation often occur due to geographical and denominational variations. According to The United Methodist Book of Discipline, the church is called to ensure that “compensation for church workers reflects the dignity and value of their work” (¶ 625). Pastors and church workers often serve long hours, far beyond a typical workweek, yet many are underpaid. Inadequate compensation not only affects their well-being but can also limit their ability to focus on ministry, as financial concerns take precedence. Scholars have argued that “church workers deserve a wage that reflects both their spiritual commitment and the demands of their ministry” (Clifton 2017, 74). Fair compensation should consider not only the worker’s time and effort but also their qualifications and the economic context of the congregation.
Comprehensive Benefits
In addition to fair wages, comprehensive benefits play an essential role in promoting the welfare of UMC workers. Benefits such as health insurance, retirement plans, and paid leave are vital to the holistic well-being of pastors and staff. While some church workers receive these benefits, many do not. The UMC has taken steps in addressing this disparity, as seen in the implementation of the Wespath Benefits and Investments program, which aims to provide health and retirement benefits for UMC clergy and employees. Hence, it is only done in the US. We understand that Wespath’s mission aligns with the broader concern of worker welfare, as it seeks to “enable and support the mission of the Church through benefit plans and resources that promote personal health and financial security” (Wespath 2020, 5). However, in our context, challenges remain, since we have no access to this opportunity. We are very much aware that smaller congregations with fewer resources may be inconsistent or insufficient in compensating their workers.
It is also important to acknowledge the mental and emotional toll that ministry can take on church workers. According to a study by the Lewis Center for Church Leadership, “pastors are at a higher risk for stress-related illnesses, mental health challenges, and burnout” (Warner 2019, 44). Offering benefits that include mental health resources, counseling, and spiritual retreats can greatly contribute to the overall well-being of church workers, allowing them to maintain their effectiveness in ministry.
Support Systems
Alongside compensation and benefits, the establishment of strong support systems for church workers is crucial. Ministry can be isolating, particularly in rural or economically challenged communities where pastors may have limited access to peer support or professional development opportunities. Creating networks of support, mentorship programs, and continuing education resources can help church workers navigate the complexities of their roles. As Johnson and Hertig (2021) suggest, “a robust support system that includes peer relationships, mentorship, and opportunities for rest and rejuvenation is essential for long-term sustainability in ministry” (103).
Moreover, support systems should extend to the family members of church workers. Pastors’ families often share the burdens of ministry, facing similar emotional, financial, and social pressures. Providing pastoral care, financial planning resources, and opportunities for sabbaticals can help ensure the holistic well-being of both church workers and their families. As noted by Ellison (2018), “the health of a pastor’s ministry is intimately connected to the well-being of their family” (134). Therefore, supporting the entire family unit is an essential component of fostering a sustainable and effective ministry.
Conclusion
The United Methodist Church is called to lead by example in prioritizing the welfare of its workers. Fair compensation, comprehensive benefits, and robust support systems are essential elements that contribute to the dignity and effectiveness of those who serve in ministry. By addressing these areas, the UMC can ensure that its workers are not only valued for their spiritual leadership but also supported in ways that promote their overall well-being. Investing in the welfare of church workers is not simply a financial obligation but a moral and theological imperative that aligns with the church’s mission to reflect justice, care, and compassion in all areas of life.
Bibliography
Judicial Council, Decision Number 1438.
Clifton, James. Pastoral Leadership in Challenging Times. Nashville: Abingdon Press, 2017.
Ellison, John. The Care of Pastors and Their Families: Practical Theology for the Church. Grand Rapids: Baker Academic, 2018.
Johnson, Sarah, and Paul Hertig. Sustainable Ministry in the 21st Century: Theological and Practical Perspectives. New York: T&T Clark, 2021.
Warner, William. “Stress, Burnout, and the Church: Addressing Mental Health in Ministry.” Lewis Center for Church Leadership Journal, no. 39 (2019): 44-55.
Wespath Benefits and Investments. “Annual Report 2020.” Accessed September 3, 2023. https://www.wespath.org/docs/default-source/investments
