Firing an employee is never easy, especially in a church. Pastors often avoid doing it, which can lead to unnecessary stress for the pastor and ministry teams.  Like a moldy orange in a bowl of fruit, poor work/attitudes by one can spread to your whole team.

You find yourself knowing that it must be done but dread the thought of doing so.  Leaders choose to suffer until the point that the frustration of a poor employee finally outweighs the perceived pain of firing them. It is healthier for you and your ministry to eliminate the problem if you know it needs to be done.

Termination doesn’t have to be ugly. It is often necessary for the growth of your ministry and can even help the person you’re firing grow as a team member.  Hopefully they will learn from the experience and serve another church in ways that they could not serve yours.

Leaders should be kind when firing an employee but must also have a thought-out legal approach to ensure fairness, respect, and compliance with labor laws.

Here are key steps a church should take when terminating an employee:

1. Review Employment Policies and Contracts

• Ensure that the church's employment policies, handbooks, and the employee's contract (if applicable) are up to date and contain clear information about termination procedures.

• Check if the termination is in accordance with any specific contractual agreements, including severance, notice periods, or other clauses.

2. Consult Legal and HR Professionals

• If necessary, consult with an attorney who specializes in labor law to ensure compliance with local, state, and federal laws (such as employment discrimination laws, wrongful termination, or severance issues).

• It's important to make sure that the reason for firing is not discriminatory and that all legal requirements are met. 

• Avoid firing someone just because you don’t like them.  Have you taken Biblical steps to resolve the conflict? Talk to trusted board members or piers if you are unsure.

3. Gather Documentation of Performance or Behavior Issue

• Ensure that the decision to terminate is based on documented reasons, such as poor performance, misconduct, or violation of church policies.

• Keep records of any prior warnings, performance evaluations, counseling sessions, or disciplinary actions.

4. Prepare for the Conversation

• Do not fire someone in the heat of an emotional moment. Plan a private and respectful meeting with the employee. Ensure it is done in a confidential setting, ideally with a witness (such as a senior leader or HR representative).

• Be clear and concise about the reasons for termination and avoid unnecessary details that could lead to conflict or confusion.  State the facts and do not allow unproductive discussion.

• Stay professional and compassionate. Recognize that this may be an emotional moment for the employee.

5. Deliver the Termination Notice

• During the meeting, deliver the termination news respectfully and explain the reasons for it. Focus on facts and avoid blaming or criticizing the individual personally.  State the facts and do not allow unproductive discussion.

• If applicable, discuss the last day of employment, any severance package, or other benefits they may be entitled to, such as unused vacation days or health benefits.

6. Address Final Pay and Benefits

• Provide the employee with information about their final paycheck, including unused vacation, sick time, and any severance (if applicable).  Provide the check in the meeting when possible.

• Make sure they understand how their benefits, such as health insurance or retirement plans, will be affected by the termination and when their access to them will end

7. Plan for the Transition

• Ensure a smooth transition by planning for the distribution of the employee’s duties and responsibilities to others within the church.

• If appropriate, offer assistance with finding new employment, such as providing a reference (if warranted) or offering job search resources.

8. Maintain Confidentiality and Respect

• Keep the details of the termination confidential to protect the dignity of the employee.

• Communicate the decision to the appropriate members of the church staff or congregation, but avoid sharing unnecessary details that could create gossip or harm the individual’s reputation.  Do not be the cause of avoidable gossip and conflict.

9. Follow Up

• Check in with the remaining staff to ensure they understand the changes and to address any concerns. Provide emotional support if needed to help the team adjust.

• Be ready to offer pastoral care if the terminated employee needs support through the transition period, especially considering the church's role in providing emotional and spiritual care.  Checking in on them can really help them still feel loved and valued.

10. Evaluate and Learn from the Situation

• After the termination process is complete, review how the situation was handled. Assess whether there were any breakdowns in communication or processes that could be improved for the future. 

• Consider whether any steps could have been taken earlier to prevent the termination, such as providing additional training or support.  Why did you have to terminate this team member?  How can you avoid having to do it again?

By taking these steps, a church can ensure that it handles the termination of an employee in a respectful, legal, and thoughtful manner, which upholds the values of the church while maintaining a healthy work environment.