Where a Local Church, Circuit or District employs staff, it acts as the legal employer and is required to oversee all aspects of the employment relationship. This includes considering the practical requirements of becoming an employer, such as employer registration, payroll arrangements, pension obligations, and compliance with employment legislation.
As separate legal employers, Church employing bodies are also required to oversee the full employment relationship and ensure that all employment matters are managed appropriately and in accordance with current legislation and good employment practice. This includes responsibility for:
Recruiting and appointing employees.
Issuing contracts of employment and ensuring appropriate terms and conditions are in place.
Establishing and maintaining payroll, pensions, and other employer obligations.
Managing induction, probation, and onboarding arrangements.
Providing day-to-day line management, support, and supervision.
Ensuring compliance with employment law, safeguarding requirements, and relevant regulatory obligations.
Promoting equality, diversity, inclusion, and fair employment practices.
Making decisions regarding probationary periods, confirmation in post, probation extensions, and employment termination where appropriate.
Maintaining accurate, secure, and confidential employment records.
Identifying, assessing, and managing employment-related risks and liabilities.
Managing employee relations matters, including performance, conduct, attendance, wellbeing, grievances, and workplace concerns.
Ensuring employees are supported and managed in a manner that reflects Methodist values and good employment practice.
While overall responsibility for employment matters rests with the employing body as the legal employer, advice and support are available through the District Lay Employment Secretary (DLES) and other relevant resources to assist employers in fulfilling their responsibilities effectively.