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The Court of Appeal has clarified the employment status of Methodist Ministers.

The Methodist Minister in this case resigned from her post and then went on to present a claim for unfair constructive dismissal against the President of the Methodist Conference. In order for her to succeed in her claim it was necessary for her to demonstrate that she was an employee of the Methodist Conference.

Before this the Courts had held that the spiritual nature of the work of a Minister of Religion meant the law presumed they could not be working under a contract of employment though this could be rebutted. However, the Court of Appeal recognised that the law has evolved and said that such decisions should no longer be followed. It said that there is no basis for concluding that a minister’s spiritual role in itself precludes an intention to create a contractual employment relationship. Accordingly, it ruled that she was an employee and, therefore, able to bring a claim for unfair constructive dismissal.

This case applied to a Methodist Minister appointed by a congregation or group of congregations, however there must now be a risk that other Ministers of religion may also be found to be employees .

Case reference: President of the Methodist Conference v Preston (formerly Moore).

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