Q. "Can we require all employees to attend events outside of working hours?"
Answer:
No, neither your Staff Lifestyle Agreement nor other organizational documents should "require" specific participation. Many leaders assume that because an employee loves the mission, they won't mind—or are even expected to—serve in other capacities for free. And while it is natural to want your staff to be active participants in the life of the church, requiring "volunteer" time from paid employees usually triggers a legal obligation to pay them for those hours.
The heart behind this requirement is often a desire for community and spiritual alignment, but the Department of Labor is very clear: you generally cannot have non-exempt employees "volunteer" to do the same type of work for which they are employed, nor can you mandate attendance at events without compensation. If a staff member is required to be at an "all-church" gathering, community event, or small group as a condition of their employment, those hours are compensable.
Beyond the legalities, there is a "people" cost. Mandating attendance can lead to staff burnout and bitterness, as the line between "work" and "worship" disappears entirely. When you mandate these activities, you aren’t just blurring the lines of the Fair Labor Standards Act (FLSA); you might also be accidentally encroaching on your team’s ability to rest and be with their families. A ministry-minded approach to leadership means honoring the person, not just the position.
If you want a culture of participation, it’s better to inspire it through a healthy staff culture rather than mandating it through handbooks and agreements. If it is a requirement, put it in their Job Description and in the budget.
If an employee is non-exempt, any time they spend performing services that benefit the church under the direction or mandate of leadership must be paid. To protect your church, ensure your Staff Lifestyle Agreement focuses on character and conduct, while your Job Descriptions focus on duties that fit within a standard work week. If you need your staff at an event, the simplest solution is the best one: pay them for their time or make the event truly optional.