New Lifeway Research findings show inflation eroding pastoral compensation while smaller congregations face the greatest difficulty providing health benefits.
Nearly two-thirds of Southern Baptist churches with full-time senior pastors provide no employer-sponsored medical coverage for those pastors, according to a new national compensation study.
The 2026 Southern Baptist Church Compensation Study was conducted by Baptist state conventions, GuideStone Financial Resources and Lifeway Research. Researchers collected responses from 3,888 full-time senior pastors, staff ministers and office personnel between April 29 and June 29.
The study found that 63% of churches provide no medical coverage for their full-time senior pastor. Eighteen percent cover the pastor and his family, 11% cover the pastor and his wife, and 9% cover the pastor alone.
Smaller Churches Face the Greatest Pressure
The availability of health insurance varied substantially according to church attendance.
Among churches averaging fewer than 50 people each week, 74% provided no medical coverage for the senior pastor. That figure declined to 64% among churches averaging 50 to 99 attendees and 54% among those averaging 100 to 249.
Larger congregations were better positioned to provide benefits, although coverage was not universal. Among churches averaging at least 250 attendees, 45% paid for the pastor and his family while 33% offered no medical coverage.
The figures reveal a practical challenge facing many congregations that genuinely value their pastors but operate with limited resources. Rising insurance costs, declining attendance and pressure on church budgets can make comprehensive benefits difficult to sustain.
Lifeway Research Executive Director Scott McConnell said some smaller-church pastors may face increasing pressure to take a second job to support their families.
Compensation Loses Ground to Inflation
The report also found that compensation for full-time Southern Baptist senior pastors declined by 1.5% from 2024 to 2026 while consumer prices increased 6.3%. The complete pay package—which can include retirement contributions, insurance, housing and other benefits—declined by 0.4%.
The findings do not establish that every pastor is underpaid or that churches without insurance are acting irresponsibly. Church budgets, local living costs and pastoral arrangements differ widely. The study does, however, show that many ministry families are absorbing significant financial and healthcare risks.
Why This Matters
Financial pressure can affect a pastor’s family, physical health, availability and ability to remain in long-term ministry. A pastor who must add outside employment may have less time for preaching preparation, counseling, visitation and leadership.
Churches should examine compensation honestly and communicate openly with their pastors. When comprehensive insurance is beyond a congregation’s means, members can still explore shared plans, designated assistance, retirement contributions, emergency funds and partnerships with other churches.
The goal is not to shame smaller congregations. It is to recognize the real costs carried by ministry families and determine what faithful provision is reasonably possible.
THRIVE! Perspective
Pastoral ministry is a calling, not a path to personal wealth. Yet Scripture does not use that calling to excuse neglecting those who faithfully labor in the Gospel.
First Timothy 5:17–18 teaches churches to honor leaders who work in preaching and teaching, while 1 Corinthians 9:14 affirms that those who proclaim the Gospel may receive their living from Gospel ministry.
Every church has different resources, but every congregation can practice honesty, gratitude and responsible stewardship. Supporting a pastor’s family is not separate from supporting the ministry—it helps sustain the people carrying much of that ministry’s daily responsibility.
