stipend
Voted to restore clergy pensions to their 2011 level and to introduce a national stipend...
Five years ago we were told that "a building, a stipend, and long costly college-based training" were the "key limiting factors" holding back church growth.
Being a priest and running a small business require different skills but are woven into the same rôle, often held by someone paid a half-stipend or less.
Alongside an increase in the national minimum stipend, it will now make a very significant difference to what clergy receive in retirement.
During my time on Synod, I have: challenged inconsistencies in safeguarding practice, including DBS checks for PCC members, because safeguarding should be robust, fair, and consistent wherever you serve spoken about the financial pressures facing ordinands, including the “missing month” between training and first stipend championed working-class vocations advocated for parish ministry reported back regularly on Synod debates and decisions, because national decisions must always be grounded in the realities of parish life My experience so far Member of General Synod since 2025 Recently trained as a Pastoral Supervisor for clergy Teacher of the LLM optional module on Creative and
Living ona single stipend can be hard work: car repairs make savings disappear, holidays are sometimes only possible because of the Clergy Support Trust.
We also need to ensure that our growing reliance on ministry that does not require a stipend does not inadvertently narrow the range of those who are able to offer themselves for ordained ministry.
passed nem con and led to the restoration of the clergy pension to 2/3rds of the benchmark stipend and an ongoing review of pensions to address many outstanding issues for clergy wellbeing in retirement.
During my time on Synod I have had a special concern for clergy wellbeing, advocating for improvements to the stipend, the pension, retirement housing provision and support for our mental health.
This year's vote to restore clergy pensions to two-thirds of stipend, reversing a cut made in 2011, shows what is possible when Synod acts decisively — but much more is needed to attract, value, and retain clergy properly.
I warmly welcome the restoration of the ba- sic clergy pension rate to two-thirds of the National Minimum Stipend and the com- mitment to address the effects of the earli- er reduction.
I have been pleased to be a part of the votes this Synod, that have enabled improvements in the clergy stipend and retirement provision.
In single income families the stipend enables us to live but many must rely on charity for holidays and unexpected bills.
I was elected to fill a casual vacancy on General Synod in July 2024 and again have been able to support the uplift in clergy stipend and pension and the importance of clergy well-being.
This was unanimously supported, and has led to an increase in the national stipend of 10% and a restoration of 40% of the value of clergy pensions—which I hope you are aware of!
I would advocate for a stipend that increases in line with the cost of living, and firm assurances about our pensions and affordable housing options in retirement.
There are some encouraging steps in addressing this: the recent rise in stipend levels; work to promote working class vocations.
Where the Church withdraws a stipend or closes a building in a poor community, it should be candid that it is choosing absence – in places where so many other things have already been stripped away.
I have supported measures to improve clergy wellbeing including stipend and pension uplifts, reform of CDM, better support for working class clergy and neurodivergent clergy, and an increase in rest periods.
I have had the ability this past year to speak to some of my deepest concerns: 1) freeing people up for mission and resourcing the local parish to do the work of sharing the gospel of our amazing saviour 2) the mental health of our clergy under so many pressures 3) the stipend and pension provision 4) and neurodiversity among our clergy.
During my time on Synod, I have been a member of the Advisory Group for Term of service And Wellbeing of Minsters (AGTAWM), a member of the Steering Committee for the Safeguarding (Code of Practice) Measure, part of the Diocesan Stipend funds revision committee, a member nominated trustee of the Church of England Pension Board (since 2021) and a Trustee of the Open Synod Group, which arranges social events to encourage friendship and understanding across the range of views on General Synod.
If distributed directly, it would almost pay the stipend of every clergy person in the Church each year.
I will argue for realistic workload models, fair stipend and deployment formulas, and real investment in lay- led ministry (readers, LLMs, churchwardens) so no priest is stretched across a whole benefice alone.
Winchester Diocese has a ratio of 1:2.4 of staff to stipend vicars; 45 overhead staff for 110 stipend vicars6.
Resourcing the Front Line: Securing direct national funding for parish ministry, stipend safety, and relieving administrative pressures on clergy.
have voted in favour of measures to increase the Stipend and to restore the clergy pensions to a meaningful level.
I will continue to support reforms to pension and stipend provision and promote a diversity of vocations that more fully reflects the body of Christ.
By providing our new vicar with accommodation, a stipend, a building, and an income to maintain the buildings, the parish structure allowed him to focus on preaching and ministering to the parish.
Firstly in the Advisory Group for the Terms and Wellbeing of Ministers, a committee focused on clergy wellbeing which highlighted issues and concerns relating to financial wellbeing as part of the considerations around reviewing stipend levels.
General Synod must act to better support clergy and lay leaders by delivering: ○ Nationally recognized, continuous professional development, especially when clergy take on additional responsibilities or risk. ○ Sustainable stipend structures that prevent ministers from relying on hardship grants or external charities. ○ Nationally accredited, high-quality training frameworks for lay leaders. ○ Robust safeguarding practices that foster a safe, diverse, and healthy culture.
become a member of the Diocesan Synod, and in both roles would look to work with others to ensure that the recent uplift in the clergy stipend is sustained, after years of erosion by inflation.
Plainly this needs to be rectified and that can be done by: – not cutting stipend posts in order to balance budgets; – stopping the use of managerial metrics more suited to the world of commerce; and – limiting the number of manageable parishes (to 5 possibly?) which can be put into one benefice.