Navigating Pastoral Retirements with Wisdom and Care
According to a 2024 Faith Today article, it is estimated that 1 in 4 pastors plan to retire by 2030.i Some estimates indicate a ratio of 7 retiring pastors to every new pastor entering ministry. So, assuming that there are 10,000 evangelical congregations in Canada, and that every pastor retires at age 65, we will collectively need 625 new pastors per year over the next 12 years just to deal with retirements. The CBWC is no exception to this reality.
Knowing that many of our churches will have pastors retiring in the next decade, I thought it may be helpful to talk about retirement, and how churches should handle these departures in the best way possible.
First, there is no mandatory age for retirement—the federal government officially prohibited this in December 2012, with many provinces putting their own legislation in place earlier. One cannot assume that a pastor is simply going to retire at age 65. People have the right to retire whenever they want to. An employer cannot discriminate based on age, and because of this, they should not ask an employee when they are going to retire. This is effectively the same as asking an employee when they are going to quit.
So, how can you talk about retirement? We can assume that most pastors, when they enter their 60s, are starting to give retirement some thought. You can certainly ask all of your employees about their career plans without the expectation that they are leaving. You might discover someone who wishes to move into another role someday. As a leadership team, you may also want to discuss succession planning so that you are ready when your staff person decides to retire, asking questions like “If pastor X retires, what are we looking for in the short term and long term?” and, “Who will best fit this role?”
But what are your options if your pastor is in advanced age and you start to see job performance slipping? You handle this just like you would during any other stage of life. You are able to ask about someone’s health, and because employers have a duty to accommodate, help them until the point of undue hardship. Accommodation should remove barriers so that the employee can continue to complete high-quality, good work for the organization—perhaps by reducing hours, for example. This should not be confused with accepting reduced work quality or allowing poor behaviour. This is not accommodation. If you are ever in question about these matters, please consult a lawyer.
One way to broach the subject of retirement is by having a Retirement Policy already in place. This type of policy shows respect for and recognition of any pastor reaching the age of 65, with the understanding that there is no mandatory retirement age in Canada. A good policy should lay out the processes for both church leadership and the pastor to ensure a smooth transition. Things like how many months in advance the church should be notified of an upcoming retirement (different than giving notice), intellectual property, what assets or property belonging to the church must be returned when they leave, and what type of retirement gift will be given, would all be helpful in this type of policy. If you would like a copy of a sample retirement policy, I am happy to provide one.
When a pastor does decide to retire, be gracious and create an environment where they feel safe and can be celebrated as they finish their ministry career at your church. Your pastor may have served at several churches over their career—what a gift to be the ones to send him or her off on this next chapter!
“’For I know the plans I have for you,’ declares the Lord, ‘Plans to prosper you and not to harm you, plans to give you hope and a future” ...in retirement. (Jeremiah 29:11)
Rick Hiemstra, “Waking up to the Pastor Shortage,” Faith Today, May/June 2024
Faith Today - May/June 2024 - Waking up to the pastor shortage
