.png)
Hiring in a ministry isn’t just a legal process. It’s a spiritual one. That’s why crafting thoughtful, faith-informed job descriptions is one of the most important — yet often overlooked — steps to protect your ministry’s mission.
When written well, job descriptions do far more than outline daily tasks. They clarify how each role supports your religious purpose and help others understand the spiritual nature of your team and operations. With employment laws constantly shifting, ministries need clear documentation that reflects their beliefs and mission.
“Whatever you do, work heartily, as for the Lord and not for men” (Colossians 3:23)
A job description is one of the first documents courts will examine in legal disputes over religious hiring. That’s because it helps determine whether the role qualifies under the legal doctrine known as the “ministerial exception,” a classification based on factors like whether the position involves teaching your ministry’s beliefs or leading spiritual activities.
Clarifying your job description can make the difference in whether a court recognizes your freedom to hire in alignment with your beliefs. The more a job is tied to your ministry’s religious mission, the stronger your legal footing.
More practically, a well-crafted job description helps your ministry:
It also reinforces that every role on your team, whether public-facing or behind the scenes, is part of God’s work in building His kingdom.
Faith-informed job descriptions also tie directly into a principle we continually encourage religious organizations to consider: Communicate your beliefs with clarity. Ambiguity creates risk. By contrast, clarity builds trust, strengthens legal protection, and helps ministries disciple their teams.
Start with your mission statement. This anchors the job in your spiritual purpose and helps explain why the role exists. Don’t treat this as boilerplate. It should clearly articulate the Christian identity of your work and the biblical convictions that drive it.
Spell out how the position helps fulfill your ministry’s calling. Whether the role involves teaching, counseling, administration, or janitorial work, show how it contributes to the ministry’s spiritual goals.
List both practical and religious responsibilities. If your staff are expected to:
…you should say so. Don’t assume the spiritual duties are obvious. Spell them out.
Clearly state if the position requires:
This reinforces your religiously motivated expectations and helps demonstrate that the role may qualify for legal protections under the ministerial exception or other similar doctrines, especially if it involves spiritual teaching or leadership.
Be cautious about including generic non-discrimination language in your job descriptions or employment policies. Even well-meaning statements can create confusion if they do not align with your beliefs or are not carefully reviewed. Seek legal guidance to ensure any such language flows from your ministry’s Christian identity.
Your team is part of your ministry’s Gospel witness. Don’t leave your expectations vague or open to misinterpretation. A faith-informed job description:
A clear, faith-aligned job description grounds your ministry in its mission and strengthens your position when challenges arise.
Need help drafting or reviewing your ministry’s job descriptions?
ADF Church & Ministry Alliance members get access to sample statements, document review, and one-on-one support from Christian attorneys who understand your mission.
Become a member today and start building a stronger foundation for your team.
Hiring in a ministry isn’t just a legal process. It’s a spiritual one. That’s why crafting thoughtful, faith-informed job descriptions is one of the most important — yet...
