Clergy wellbeing
What is wellbeing?Wellbeing is more than just 'feeling good'. Positive wellbeing involves the interplay of several factors. Physical, emotional, physical and spiritual health, together with the availability and quality of personal and professional relationships, within the wider context of vocation, all contribute to an overall sense of wellbeing. The diocese has some practical things to think about in relation to clergy wellbeing. These are:
These should be seen and interpreted not as entitlements but as good ways of retaining health. Your entitlements to rest period and leave are outlined in your individual statement of particulars. All clergy in our diocese are encouraged to take regular time off and holiday breaks for the benefit of their health. Time away from work and clerical responsibility is a vital factor in the wellbeing of those in ministry and their relationships with those close to them. Time for rest and recreation is a biblical principle which should be at the heart of a ministry which models for others self-respect and a healthy way of working. You can find out more about mental health and wellbeing here. Benefits for clergyA great deal of work has been done within the diocese on wellbeing, including Flourishing in Ministry and Flourishing Together. Our education team have an excellent programme working with headteachers and continue to explore wellbeing for wider school teams. The diocese has entered into an agreement for the provision of an employee and clergy assistance programme (EAP) for all clergy. As of 1 Sept 2020, you have access to the EAP with Health Assured. The scheme covers all clergy and their immediate family members*, 24 hours a day, 7 days a week, 365 days a year. Benefits include:
The welcome document includes login details for the app and portal. *Under the terms of the scheme immediate family members are defined as spouse/partner and children aged between 16 to 24 in full time education, living in the same household. The HR team continue to work on developing a wellbeing strategy that will support the diocese’s mission and values for both clergy and employees. For more information, please contact us at flourish@oxford.anglican.org. Flourishing in MinistryFlourishing in Ministry is a resource from the Diocese of Oxford. It adds to the wealth of materials that are already available that can support each of us in our formation and personal resilience. Download the booklet or ask your archdeacon for a printed copy. Flourishing in Ministry is designed as something to write notes on and a guide to return to more than once. This webpage provides further information about the resources signposted in the booklet, along with additional sources of inspiration and support. The pages will be updated regularly, and we invite you to contribute suggestions and ideas for the page too. The diocese intends to publish a companion guide to help churchwardens and laity to better understand good practice in collaborative, shared ministry and what constitutes a reasonable set of expectations for congregations to have of their ministers. We hope that Flourishing in Ministry, together with the additional resources on this page, will help to articulate principles that promote ministerial flourishing and support every minister to thrive in their life and ministry. Sickness & critical illnessContinuing the theme of clergy wellbeing, we would like to emphasise that sometimes, despite all our efforts to remain healthy and good practices in the way we function, sickness occurs. Clergy are not immune from short, medium, long-term and critical illness. It is, therefore, important to know how we manage it successfully for the sake of the individual concerned. We continuously work to have systems, both centrally within the diocese and locally, to best provide and coordinate the support. Archdeacons do their best to support all clergy in these circumstances. We would encourage all clergy to use all support networks and the pastoral and practical care that local clergy, senior colleagues, and local communities are able to provide. Principles on Managing Sickness and Critical IllnessOur approach to managing sickness and critical illness are based on the following diocesan principles:
Reporting sicknessThere is an expectation that all sickness is reported to enable parishes to organise work differently and provide cover for the normal running of the services. At the same time, in the case of stipendiary clergy, this is so that we comply with the Statutory Sick Pay (SSP) scheme and its administration. While all stipendiary clergy unable to perform their duties because of sickness are required to telephone or email the incumbent or area dean and the HR & Stipends administrator at Diocesan Church House as soon as possible, associate clergy may want to follow the same procedure due to the reasons provided before. Please refer to the diocesan process for reporting sickness. Pay Entitlement and Procedure when SickAlthough you are not employed, you are normally entitled (because you pay Class 1 National Insurance contributions) to receive Statutory Sick Pay (SSP) if you are ill. Under this scheme, we are responsible for paying the first 28 weeks of sick pay. If you become ill and cannot carry out your duties, you can, therefore, claim sick pay, provided the illness lasts for at least four consecutive days (including Saturdays, Sundays and public holidays). If entitled to SSP, the stipend will be paid according to SSP rules. Sick pay works on a rolling 12-month period and takes account of all absences within that period. At present, this entitles full-time stipendiary clergy to receive their full stipend for 28 weeks, providing the following requirements are met:
After the 23rd week of absence, the Church Commissioners issue form SSP 1, which gives details of the actions needed when statutory sick pay ends after the 28th week, concerning claiming other state benefits and invalidity allowances. If you are ill for longer than 28 weeks, or if for any reason you are not entitled to Statutory Sick Pay, clergy payroll services shall write to you with further advice. The full stipend will be paid until the 28th week of absence, after which the bishop has the following discretion:
Current diocesan practice is to reduce the stipend by the amount of benefit received so that the equivalent of a full stipend is maintained. The situation will be continuously monitored, and medical certificates are always expected to be submitted. For any period of extended sickness, the archdeacon will keep in touch with the minister to assess progress and to see if an occupational health referral should be made. An occupational health referral may be considered at 28 weeks of absence. If after an extended period of sickness, a minister is being advised by their doctor, or as an outcome of an occupational health referral, to consider early retirement, advice and support regarding the process will be available from the archdeacon and diocesan secretary. The Church Commissioners’ clergy illness procedures can be found here. Returning to DutiesAfter any period of extended sickness, and once a minister has been deemed fit for work by their doctor, they should notify their archdeacon that they are ready to return to work. The archdeacon will discuss with the minister any issues around resuming their duties. This may take the form of a Return to Duties interview. This is to ensure that the right level of support is provided to the individual clergy returning to their duties and, where applicable, that any ongoing health issues are taken into account. Where appropriate, a phased return to duties might be recommended. For common tenure appointments, the rights and responsibilities related to sickness absence are set out on the Ecclesiastical Offices (Terms of Service) Regulations 2009 (Reg 27) and, in addition to all the details above, include the following points:
Pastoral care & support for clergyHere are some services that are already in use across the diocese:
Supporting critical illnessDue to some unique characteristics, such as the impact on the individual and those surrounding them, it is important that we discuss this matter separately. There are four key stages to critical illness: diagnosis, treatment, recovery, and returning to duties. Each case is unique and will be treated sensitively. Pastoral support will be important at all levels. During a period of recovery and returning to full capacity/duties, the diocese may take professional medical advice on what is most appropriate for the individual. The archdeacon may make a referral for the individual to meet with the occupational health (OH) service, who will give both the individual and the diocese professional advice. As explained in the pastoral care and support for clergy section, the occupational health professional will look at the nature of work, workload, current family and other pressures and priorities and give their advice on what is realistic and what is not advisable. It is usual that more than one OH appointment will be made so that the OH professional can advise and help the individual and their senior colleagues and staff to make adjustments, track progress and increase workload gradually, and so return to their full duties safely. These may include a range of temporary changes, such as:
In the most serious of cases, it may be that an individual will not be able to return to or maintain their duties. Where the individual’s doctor/specialist and the occupational health professional concurs, the diocese will make the appropriate applications/arrangements through the clergy pension scheme and continue to offer pastoral support. Disability & related issuesThrough the management of short, medium, long-term sickness and critical illness, issues of disability may arise. The Equality Act 2010 and more specifically the Disability Discrimination Act shape the path in handling such issues. The diocese will do all it can to address any disability issues arising to ensure that appropriate reasonable adjustments are made that will enable the individual to work effectively. Centrally, the archdeacon in conjunction with the HR department will make the appropriate links with departments, for example, the Glebe and Buildings Department and the Department of Mission and Ministry, to ensure the individual is supported and their needs are addressed appropriately. They will also ensure that there is access to appropriate professional advice and support so that the individual can take up or continue their role effectively. In circumstances where specific equipment is required, e.g. specialist software, adaptations to property etc, the archdeacon will provide advice on funding and resourcing. LeaveSpiritual LeaveAll clergy are encouraged to take the inside of one week each year for spiritual refreshment, whether on retreat or at cell group meetings. The Diocese of Oxford has the spiritual direction network known as the SpiDir Network in Berks, Bucks and Oxon, which is a network of spiritual directors who offer to accompany you as you explore your personal journey. Further information is available. RetreatsAs mentioned above, all clergy are encouraged to take an annual retreat. The Retreat Association provides advice on making a retreat, finding a spiritual director and links to over 200 retreat centres across the UK and beyond. Further information can be found on their website. Sabbaticals/Study leaveStipendiary clergy are encouraged to think about taking a period of sabbatical study leave of up to three months approximately every ten years, and you are encouraged to raise this question at your annual ministerial development review. It is generally envisaged that sabbaticals will include three elements: a holiday (rest), a course of study (renewal) and a retreat. Sabbatical/study leave is available to licensed ministers (lay or ordained, stipendiary or self-supporting) and officeholders who have been served at least two years in their current post and have fulfilled at least ten years of service (this doesn’t have to be within the Diocese of Oxford) and have not had a sabbatical in the last ten years. A limited number of grants are available from the diocese and applications must be received by 30 June to be considered for the following year. The full diocesan policy on sabbatical/study leave, the application form and details of your archdeaconry adviser may be located here. You may want to visit the diocesan websites dedicated to continuing ministerial development of our ministers, where you will find a range of useful documents and resources to support your learning journey, including: Alternatively, please contact your area parish development and CMD adviser in the Department of Mission, who will be able to advise and guide you on this journey. Further information on funding for a sabbatical is also available via the Church of England website (scroll down to heading formal guidance and sub-heading sabbaticals). Special leaveIn particular circumstances, the bishop or archdeacons may exceptionally grant an additional period of special leave. Special leave is designed to support clergy when unforeseen emergencies arise – particularly those related to children or dependents. A dependent maybe someone who can reasonably be said to rely on the officeholder for assistance. This excludes any discretionary special leave, such as extended study leave or spiritual leave. Clergy should refer to ‘the right to request time off work or adjustments to the duties of the office to care for a dependent part of the family-friendly guidance for clergy document should they need to explore the possibility of making a change to their working pattern or taking a longer period of time off to care for a dependant. Time Off for Public DutiesClergy may spend a reasonable time on public duties other than the duties of the office without any loss of stipend (if applicable). Clergy are requested to discuss the details of the public duty and the associated time off with the bishop or archdeacon prior to commencement. Public duties include work done for a public authority, a court, a tribunal, charity or trade union. If a member of clergy is called for jury service, they are required to claim the attendance allowance. Please contact the HR and stipends administrator for further guidance. For common tenure appointments, detailed conditions for such time off are specified in clause 23 of the regulations. These may be summarised as:
Family-friendly guidanceMaternity, Paternity, Shared Parental, Parental and Adoption Leave and Time Off to Care for DependantsAs a clergy office holder, you have the same legal rights to parental leave and pay as an employee and are entitled to claim the four different types of statutory parental pay and leave available. Further information can be found on the Church of England website. The diocese has a policy on maternity, paternity, shared parental, parental and adoption leave and time off to care for dependants known that can be found here. If any clergy is interested in finding out more about maternity, paternity, shared parental, parental and adoption leave and time off to care for dependants, they should contact their archdeacon for advice. Babies Born to Clergy HouseholdsThe diocese has a diocesan baby grant available to all stipendiary clergy (currently £200 for curates and £150 for those of incumbent status) to every clergy family with a new baby. Please inform your archdeacon of all new arrivals, including adoptions at any age, who will be able to advise you how to claim this. Health & safetyThe Diocese of Oxford is committed to ensuring a safe working environment for clergy and accredited lay workers and equipping them to minister safely. However, officeholders are deemed to be responsible for their own health and safety. Clergy and accredited lay workers should take all possible steps to ensure the personal safety of themselves and their families in relation to their houses and church office and vestries. In the event of any incident involving verbal abuse, threats or actual violence to a priest, deacon or a member of their household, they should contact their area dean or archdeacon immediately. They will provide immediate practical and pastoral assistance. The police should also be informed. Health and safety concerns related to housing should be raised with the Glebe, Buildings and DAC department at the Diocesan Church House. Basic precautions include:
A comprehensive guide on security issues may be found here. Another source is Ecclesiastical, a specialist insurance and financial services company offering advice, expertise and caring protection. For general information, please visit their website or access their Church Health and Safety Guidance. More generic health and safety guidelines are available on the HSE website. |