1 Timothy 5:17-18

To function effectively, the body of Christ must have employees. This does not necessarily apply to a small congregation, but it does apply to the general church. Paul recognized this and made mention of it in his letter to Timothy. However, recognizing the need to provide income to paid workers in the church is not the same as giving us formulas to determine how much to provide. The church, like any other endeavor often has difficulty determining what the right amount of compensation for work done is. Those doing the work and those paying for the work often have different opinions of the value of the work.

A young man, after a few days on his first job, asked his boss for a raise. His boss replied, “I would like to pay you what you’re worth, – but the law requires me to pay you at least minimum wage.” 

My father once said of a man, “If you could buy him for what he’s worth, and sell him for what he thinks he’s worth, you would be the richest man in the world.”

Both churches and church employees need to make an effort to be righteous and realistic in their valuation of wages. A church should not have a reputation for been stingy or tightfisted with those who are doing God’s work. At the same time any man or woman who is doing God’s work for the money is not really doing God’s work. Being a fulltime minister is not a career choice; it is a calling. When ministry becomes emotionally and spiritually exhausting, money will not be enough to sustain the effort. Ministers should always earn their pay, but ultimately they are not working for a paycheck, honor or glory; they are working for God.

Congregations have an obligation to pay a righteous wage. The relationships between God, the congregation, the employees, money and the local situation will all affect the definition of what is right. Right relationships working together will result in right wages.