Ministerial Exception Doctrine Does Not Bar Wage-and-Hour Claim

In Lorenzo v. San Francisco Zen Center, (CA App., Nov. 21, 2025), a California state appellate court held that neither the ministerial exception doctrine nor the church autonomy doctrine bars a wage-and-hour claim for past services by an employee who is a "minister" under the ministerial exception doctrine. The court held that the ministerial exception doctrine does not apply because plaintiff's wage claims do not raise an ecclesiastical concern. The court said in part:

 ... Lorenzo only challenges the Center’s failure to pay her a minimum wage and overtime wages for work that she has already performed as part of the Center’s commercial activities.  She does not challenge the Center’s decision to terminate her employment or seek reinstatement.  Despite this, the Center asserts that the enforcement of California’s wage-and-hour laws would inevitably result in excessive entanglement with religion in violation of the Religion Clauses solely because Lorenzo is a minister.  But the Center does not explain why, and its omission is telling. ...

“[T]he aspect of the church-minister employment relationship that warrants heightened constitutional protection—a church’s freedom to choose its representatives”—is not “present” in every employment claim....  For example, not every aspect of a minister’s compensation is “an internal church decision that affects the faith and mission of the church itself.”...  Indeed, “[t]he constitutional rationale for protecting some of a church’s [autonomy to choose its representatives] . . . does not apply . . . where what is at issue is not who the [church] will select to educate its youngest students, but only whether it will provide the people it has chosen with meal breaks, rest breaks, and overtime pay.”...

...[T]he Center has not pointed to and we have not come across anything in the history of the Religion Clauses to suggest that a minister’s compensation, much less the minimum compensation that a minister should receive to subsist, was a concern of the founders....

9th Circuit: Zen Apprentice's Suit Dismissed Under Ministerial Exception Doctrine

In Behrend v. San Francisco Zen Center, Inc., (9th Cir., July 17, 2024), the U.S. 9th Circuit Court of Appeals affirmed the dismissal under the ministerial exception doctrine of a disability discrimination suit brought by plaintiff who worked at the Zen Center as a Work Practice Apprentice.  The court said in part:

Behrend ... appeals, arguing that he was not a minister because he performed mostly menial work and did not have a “key role in making internal church decisions and transmitting the faith to others.”...

Behrend was tasked with performing maintenance, kitchen, and guest services. But he was also responsible for assisting with rituals, participating in meditations and services, cleaning the temple, attending talks and classes, and performing doan ryo ceremonial tasks like ringing bells and cleaning altars. He lived and worked full time at the temple as a monk. While Behrend may not have taught and was not a part of the hierarchical leadership structure, he “performed vital religious duties” as part of the Center’s WPA program.... In short, were the court to adopt a rule like the one Behrend suggests, we would be “interfering with the freedom of religious groups to select” who may or may not serve as a live-in monk.