What to include in a church employee handbook

A handbook tells staff what to expect and tells the church what it promised. It does not need to be long, but it does need to be clear, consistent and reviewed by someone who knows employment law in your state.

Start with these sections

1. Welcome and mission. A short statement of the church's purpose and values, and a note that the handbook is a guide and not a contract.
2. Employment basics. Employment categories (full-time, part-time, ministerial, volunteer), introductory period, personnel files and equal opportunity statement. Many churches state that employment is at will, though some states limit this, and ministerial employees may be covered by separate agreements.
3. Religious expectations. What the church expects of staff in faith and conduct, in terms you have discussed with counsel. Religious organizations have some latitude here, and the rules vary.
4. Hours and pay. Work hours, timekeeping, overtime for non-exempt employees, pay dates and payroll deductions.
5. Benefits. Health, retirement, and any other benefits, and who is eligible.
6. Time off. Vacation, paid sick leave, holidays, bereavement, jury duty, family and medical leave, and any other leave required by state or local law. Use our PTO policy generator for a draft. California employers must follow state sick leave rules.
7. Conduct and workplace standards. Anti-harassment and anti-discrimination, a way to report concerns without retaliation, conflicts of interest, confidentiality of pastoral and personnel information, and a drug- and alcohol-free workplace.
8. Child and vulnerable-person protection. Screening, the two-adult rule, reporting duties and training. See our volunteer screening guide.
9. Expenses and property. Reimbursement rules, use of church equipment, vehicles and credit cards.
10. Technology and social media. Email, devices, privacy expectations and what staff may post about the church.
11. Discipline and ending employment. How concerns are raised and resolved, and what happens at separation.
12. Acknowledgment. A signed page confirming that the employee received the handbook.

Tips

• Say what you actually do. A policy you do not follow is worse than none.
• Review the handbook every year, and after any change in state or federal law.
• Keep ministerial roles in mind. Clergy often have separate terms.
• Have an employment attorney or HR professional review the final version.

Samples

The Evangelical Council for Financial Accountability offers a sample employee handbook, and church insurer GuideOne publishes a sample as well. Use them as starting points and adapt them to your state.

Related guides

• Employee or independent contractor? A guide for churches
• How to hire church staff: a practical process
• Paid sick leave for California churches

Published Oct 3, 2026. General information, not legal, tax or HR advice. Rules vary by state and by church.