Funding the Next Generation: How Much Should You Pay Your Children's Ministry Staff?

It’s five minutes before service, and the kid’s ministry wing of your church is in full motion. Children’s ministry staff are printing name tags, taping memory verses to walls, and guiding little ones into classrooms. A toddler’s shoe is already missing, crayons are rolling under the table, and in the midst of it all, the Holy Spirit is present and moving.

As church leaders, we know how essential children’s ministry is to a healthy church. According to Barna’s research, 80 percent of churches offer a children’s ministry—far surpassing programs for married adults, college students, or young professionals.

And yet, over half of children’s ministry leaders say their ministry is often overlooked in the life of the church.

Children are not just the future. They are also the present. And kids ministry is not just helpful support. It is holy, foundational work. Still, children’s ministry roles are often among the most underpaid positions in the church.

If you’ve ever wrestled with how to approach compensation for your children’s ministry team, you’re not alone. Let’s take a closer look at a few key considerations and explore what fair pay might look like in our current cultural moment.

How Much Should Church Staff Be Paid?

Before zooming in on children’s ministry pay, it’s worth zooming out to consider overall trends. Churches often get a bad rap in popular culture for overpaying their staff, with some even arguing that church positions should be volunteer-only. But many in ministry know the opposite is often true.

According to leadership expert Carey Nieuwhof, only about one percent of pastors are overpaid. The rest are long overdue for a livable wage. This perspective lines up with national data, which shows that many pastors and ministry leaders earn far less than others in comparable leadership roles – despite working long hours and carrying significant spiritual and organizational responsibility.

The point? Church staff deserve to be fairly compensated for the work they pour into the Kingdom, and it’s okay for church leaders to work toward that reality.

How Much Should Kids Ministry Staff Be Paid?

When it comes to children’s ministry, two demographics consistently show up to lead the charge: women and Gen Z. As we discuss children’s ministry compensation overall, it is worth zooming in on financial considerations for these two demographic groups.

Women in Church Leadership

In the article “Why Nobody Wants to Work in a Church Anymore,” Carey Nieuwhof points out a critical issue that often goes unnoticed: one of the biggest compensation gaps in churches exists among female staff members. 

There are several possible reasons for this trend. Many women begin in volunteer roles or seek part-time work while raising kids, bringing deep value but often flying under the radar in terms of formal recognition. In other cases, church boards factor in a female staff member’s spouse’s income when determining her pay. This outdated mindset treats her earnings as supplemental rather than essential.

This is especially important when we consider that over 80% of children’s ministry directors are women. If we want to build thriving ministries for the next generation, we must invest in the people leading them. Fair compensation isn’t just a financial issue. It’s a discipleship issue, a justice issue, and a reflection of how much we value the people doing some of the church’s most formative work.

Gen Z and Church Compensation

When thinking about children’s ministry compensation, it’s also important to consider younger generations stepping into church leadership. Many young adults – now represented by Gen Z – begin their ministry journey in children’s or youth roles. And they are approaching compensation with a different perspective.

In recent workforce studies, Gen Z has identified $75,000 to $100,000 as their ideal salary range for meaningful, sustainable work. While this research is not specific to church ministry, it offers valuable insight into what this rising generation values when it comes to vocation.

Of course, most churches cannot pay every staff member that much—and that is not the point. The point is that Gen Z is thinking differently about money, calling, and sustainability. And if churches want to attract and retain the next generation of leaders, we must take these perspectives seriously.

Fair Pay and Faithful Stewardship

As church leaders, these points should challenge us. Are we building a culture where people can serve God and still support their families? Are we offering salaries that reflect both the cost of living and the value of the calling?

Do we trust God to take care of us financially? Yes. Can we also budget wisely and pay church staff fairly? Also yes.

This is not only possible, but it is the kind of stewardship and honor that builds healthy churches and strong, sustainable teams.

How Much Should You Pay a Children’s Ministry Leader

Now that we’ve discussed the importance of children’s ministry and the value of children’s ministry staff, let’s talk numbers.

According to ZipRecruiter, the average salary for a U.S. Children’s Ministry Director in 2025 is around $32,480 per year, while Comparably places the average at $66,544. That’s a pretty wide gap, which highlights what many of us already know: compensation for children’s ministry varies dramatically depending on church size.

Based on the 2025 Tithely Staff Salary Guide, here’s a general breakdown of what churches are paying:

• Small churches (under 250 members): Expect salaries between $30,000–$45,000
• Medium churches (350-750 members): Average range is $45,000–$65,000
• Large churches (750+ members): Salaries can go from $65,000–$85,000

Of course, where you live also matters. In Los Angeles, for instance, a Kids Ministry Director earns about $87,000 per year—that’s over 30% higher than the national average. (Thanks, California rent.) 

Factors to Consider When Determining Children’s Ministry Compensation

Compensation goes beyond just salary bands. As you consider what’s fair and sustainable for your church, it’s also important to evaluate:

• Scope of responsibilities: Is this person leading midweek programs, managing volunteers, planning events, and overseeing curriculum? The broader the role, the more weight the compensation should carry.
• Experience and education: Someone with years of ministry experience, a degree in education or theology, or specialized training brings unique value to the team.
• Weekly time commitment: A 15-hour-per-week role should be paid differently than a 40-hour one, but both still deserve clarity and consistency.
• Benefits and flexibility: If your church can’t offer a large salary, can you offer strong benefits, generous PTO, or scheduling flexibility to honor the demands of the role?
• Professional development opportunities: Investing in conferences, certifications, or ongoing training can help staff grow and feel supported, even if the budget is limited.

So, what’s the takeaway? You don’t need to break your budget to pay fairly, but you do need to be thoughtful. Consider your church’s size, local cost of living, and the real responsibilities your children’s ministry team carries each week.

Grow Recurring Giving, Grow Your Children’s Ministry Budget

If you want to invest more in your children’s ministry team, start by strengthening the foundation that supports them. Recurring giving creates the kind of financial consistency that makes sustainable staffing and fair compensation possible. It helps churches move from reactive budgeting to intentional planning, ensuring that ministries like children’s church aren’t resourced on what’s left over.

When your church gives consistently, your children’s ministry can thrive consistently, too.

Looking for ways to build a stronger giving culture in your church? Download our free Recurring Giving Guide to help you get started!

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