Church is all about people. The church’s ministry, missions, and programs don’t simply occur; they require the work of people. It is very rare for a church to rely on an all-volunteer workforce. As the size of the congregation grows, the number of people employed by the church also grows.

As an employer, the church has an obligation to ensure its policies and procedures comply with local, state, and federal employment laws. Compliance with the law is not only consistent with Christian values and the right thing to do, but it has the added benefit of reducing the church’s risk of employment-related litigation.

The entire life cycle of employment—from initial hiring, to discipline, termination, and separation—can be uniquely challenging for churches and ministries as they navigate theological concepts of grace and forgiveness while also the practical understanding that not all individuals satisfy the employment standard for your organization.

The Church Lawyers are experienced attorneys who advise on employment matters on a regular basis and are particularly knowledgeable about the unique intersection of federal and state employment laws and their application to religious organizations.

Our attorneys assist clients with initial onboarding of employees, employee handbooks, ongoing issues arising throughout employment, as well as counseling churches on decisions to terminate employment and the best way to effectuate such a decision.

We assist clients with hiring applications, interviews, and pre-employment inquiries, job descriptions, written employment agreements, discipline, confidentiality and severance agreements.