2025 Benefits Plan
Why was the Benefits Plan updated?
The plan was originally designed more than 40 years ago for a different type of pastoral leadership and a different family structure. Its dues structure was outdated and did not support today’s congregations.
Was the Defined Benefit Pension Plan affected by the update?
No. The updated dues structure did not affect the design of the pension plan, which remains strong. As of 2024, the Board has granted an apportionment for 12 consecutive years, representing a cumulative increase of 46.6% since 2013.
Did medical coverage, such as the network, copays, or coinsurance, change in the 2025 Benefits Plan?
Medical Plan coverage, including the network, copays, and coinsurance, remains the same in 2025.
Is the Benefits Plan still rooted in A Theology of Benefits?
Yes. The Benefits Plan is rooted in A Theology of Benefits, detailed in the Church’s values, specifically: community nature, compassion, justice, and fair compensation.
What kinds of subsidies are available?
The Board of Pensions is committed to providing transitional support for employers and members. Transitional Pastor’s Participation continues the noncontributory dues structure of Pastor’s Participation as a percentage of effective salary through Dec. 31, 2027, subject to cost increases.
We have dedicated funding to support the continuing investment in innovative ministry solutions, including new forms and contexts as ideas surface from within the Church.
How does the 2025 Benefits Plan address the needs of those who serve congregations on a part-time basis?
The Covenant Package or Congregational Pastors Package may be made available to congregational leaders working more than 20 hours per week, regardless of ordination status. The Covenant Package may be offered to any employee working more than 20 hours per week. We have a team of Church Consultants who can help congregations make the most effective use of available benefits. Find the Consultant for your region.
Does the Temporary Disability Plan cover maternity leave?
The Temporary Disability Plan is designed to replace income during a short-term period of disability caused by an illness or injury, as certified by a treating physician. It is common for a physician to certify some period of a mother’s pregnancy and postpartum recovery as a temporary disability. Typically, a vaginal delivery results in a six-week postpartum disability while a cesarean section more typically results in an eight-week postpartum disability. Temporary Disability benefits equal to 70% of salary are payable weekly after a seven-day waiting period. Benefits may be payable for up to 90 days, should there be any complications. Ultimately, the period of disability is determined by the treating physician.
How do I apply for assistance from the Board of Pensions?
The Assistance Program offers 11 need-based grants:
- For all members, including retirees and surviving spouses: Adoption Assistance, Emergency Assistance, and Transition-to-College Assistance
- For retirees: Housing Supplements, Income Supplements, and Retiree Medical Grants
- For ministers in active service: Minister Debt Relief, Minister Educational Debt Assistance, Clergy Wellness Support, and Sabbath Sabbatical Support
- For members employed by PC(USA)-affiliated organizations: Employee Vocation Program
Eligibility and qualifications vary. All Benefits Plan members, retirees, and surviving spouses are encouraged to review the grants and eligibility requirements and apply if they qualify. Full descriptions of the grants can be found at pensions.org/assistance.
Dues packages and eligibility
Did the Board of Pensions stop offering dependent coverage?
We continue to offer coverage for spouses and eligible children. For members enrolled in the Congregational Pastors Package, our Board of Directors approved allowing employers to choose whether to cover some or all of the cost for eligible family members.
Providing family coverage should be based on the needs of the congregation and of the congregational pastoral leader. For example, if a minister’s spouse is employed, their employer may offer medical coverage that would be a better financial choice for the minister’s family than the PPO coverage available through the Board. If family members will be covered by the Board, they must choose the same Medical Plan option as the covered member has chosen.
Has the Board of Pensions violated the Book of Order by changing medical coverage?
The Board of Pensions has not violated the Book of Order. As noted in its unchallenged Preliminary Order in Remedial Case 2024-03, the General Assembly Permanent Judicial Commission has stated that “the Board of Pensions (specifically, its board of directors) exercises fiduciary responsibility, delegated by the General Assembly, for administering the denomination’s medical and pension benefits (Synod of the Northeast v. The Board of Pensions of the Presbyterian Church (U.S.A.), Remedial Case 217-9, 2005). The General Assembly has delegated those fiduciary responsibilities to the Board of Pensions (a separate corporate entity), reserving only limited areas of oversight, namely the election of the Board of Directors and confirmation of the President. While the General Assembly and its Permanent Judicial Commission have jurisdiction to interpret constitutional issues, they do not have authority to direct the exercise of the Board of Pensions’ fiduciary duties (Synod of the Northeast v. The Board of Pensions of the Presbyterian Church (U.S.A.), Remedial Case 217-9, 2005).” (Session of First Presbyterian Church, Bowling Green, Ohio v. The Board of Pensions of the Presbyterian Church (U.S.A.), Remedial Case 2024‑03)
The Board of Directors of the Board of Pensions has fulfilled its responsibility to design and administer benefits plans and assistance programs, and receive, invest, and disburse funds to support them.
Can ministers choose from the three Medical Plan options available through the Board — the PPO, EPO, and HDHP?
Pastors in installed positions are required to be enrolled in the Congregational Pastors Package, which includes PPO coverage.
Congregational pastoral leaders scheduled to work 20 hours or more weekly, including PC(USA) ministers and commissioned pastors, may be offered this package by their employer.
Ministers not enrolled in the Congregational Pastors Package who work 20 or more hours weekly can select from the Medical Plan options their employer offers.
Should a congregation un-install a pastor to save on medical dues?
The Board wants all congregations and ministers to engage in faithful decision-making and select the dues package that best meets their needs. If a minister needs to continue full family medical coverage, Transitional Pastor’s Participation may be the best choice. If a minister doesn’t need dependent coverage, the Congregational Pastors Package may be a better choice.
Because the dues structures for both Transitional Pastor’s Participation and the Congregational Pastors Package are income sensitive and tied to a percentage of effective salary, there is no advantage for either the minister or the congregation in uninstalling a minister. Being installed is the best option for a minister as it provides the security and support to fully devote themselves to leading the congregation on its journey of faith.
How can I determine which dues package best meets my needs and the needs of my congregation?
Pastoral and congregational leaders — including business administrators, chairs of Personnel Committees, Committees on Ministry, sessions, presbyteries, and mid councils — can contact their region’s Church Consultant to assist in faithful decision-making. The 2025 Decision Guide for Minister Benefits is a helpful tool to assist congregations and ministers with calculating dues for the Covenant Package, Congregational Pastors Package, and Transitional Pastor’s Participation.
Why was I put in Transitional Pastor’s Participation when my congregation chose the Congregational Pastors Package?
For the 2025 plan year, the Board assumed that ministers currently enrolled in Pastor’s Participation would automatically be enrolled in Transitional Pastor’s Participation. If a congregation and minister concluded that the Congregational Pastors Package was the better enrollment option, we asked that the authorized representative call the Board to initiate that change telephonically. If that intended change was not made during the Employer Agreement or Annual Enrollment windows, it can be easily made now (in real time) with a quick conversation with your employer representative. Please have your employer representative contact the Board of Pensions at 800‑PRESPLAN (800‑773‑7752) (TTY: 711), or you may contact us, and we will reach out to them.
In 2028, when Transitional Pastor’s Participation is no longer an enrollment option, what if I'm forced to leave ministry because of the incremental cost of providing medical coverage for my family?
The Board of Pensions is committed to continuous evaluation of all its plans, seeking the most affordable solutions for our members. Key enrollment data for 2025 will be available in March, giving us an initial view of coverage preferences and needs. With this information, we will begin the work of analyzing and understanding where ongoing subsidies, to the extent available, might be directed.
Are congregations with more than one pastor required to enroll all the pastors in the same dues package?
Congregations with more than one pastor may offer each pastor a different package and the dependent medical coverage that is best suited to their needs and the needs of the congregation.
Would a minister or commissioned pastor who works for a congregation and a mid council or validated ministry be eligible to participate in the Congregational Pastors Package?
A PC(USA) minister or commissioned pastor working for two or more employers (also known as a split service) is eligible for the Congregational Pastors Package if they are scheduled to work 20 hours or more per week and:
- one of the employers is a PC(USA) congregation
- that employer offers the Congregational Pastors Package
Is a PC(USA) minister serving a church of another denomination eligible for the Congregational Pastors Package?
The Congregational Pastors Package is designed to support PC(USA) installed pastors and congregational pastoral leaders serving PC(USA) congregations. The Covenant Package and benefits plan offerings are also available to PC(USA) ministers of the Word and Sacrament serving in PC(USA) congregational and non-congregational settings, if their employer offers those benefits.
Can members or employees of a PC(USA) congregation enroll in the Benefits Plan?
Because the Benefits Plan is an employer-sponsored plan, benefits can only be offered by employers to employees, not members of a congregation. Employees are eligible to enroll in the benefits offered to them by their employer during enrollment periods.
How does the 2025 Benefits Plan impact those who are in the Pathways to Renewal or Benefits Grants for Organizing Pastors and Evangelists dues incentive program?
Congregational pastoral leaders in these programs can enroll in Transitional Pastor’s Participation or the Congregational Pastors Package.