Equity members working as singers in churches and synagogues have today (20 August) launched a code of practice to improve working conditions for their profession.
The singers, who are members of our Liturgical Singers Network, have called for fair and transparent pay, rest breaks, health and safety measures, and more, with the Code of Practice being distributed to institutions that hire professional singers for their services across the UK. It has also been shared with members who undertake this type of singing work, to support their efforts to secure improved working conditions, with Tim Parsons, Director of Music at Wells Cathedral, showing early support for the new Code.
The code celebrates and builds on best practice where it already exists, while also sending a clear signal to engagers about what dignity at work should look like.. I hope it will inspire more liturgical singers to use their voices in organising
Matthew Minter, member of Equity’s Liturgical Singers Network
Equity hopes to work with churches and synagogues to encourage use of the code, and improve singers’ experiences of these workplaces.
The code was formulated based on feedback that Equity received from singers – both non-members and members of the union – about working in the profession.
Among the issues cited were unpaid cancelled work, late payments, being held in cold rooms between sets, bullying, alcohol between services leading to poor behaviour from engagers, travel expenses not being covered even when no public transport is available, and more.
Guidance in the code includes:
- Pay to be agreed in advance and clear provisions around what happens when there is a cancellation.
- The fee should reflect the nature of the work, with commercial concerts and weddings demanding a higher fee than a regular service.
- Consideration should be given to the noise levels singers are exposed to and the temperatures they are working in.
- Singers should have access to clean toilets and drinking water, alongside access to a warm space to rest during breaks before or between services.
- Where a singer is required to work late at night and/or when public transport is not available, such as Midnight Mass or Christmas Day, this should be reflected in a higher fee, or provisions should be put in place by the engager. This could include payment for taxis or coordinating car shares.
- Roles in choirs which are advertised as choral scholarships or professional development opportunities should only be advertised as such where there is a genuine and meaningful educational opportunity attached. These should include the provision of singing lessons, and support and feedback from experienced professional musicians.
Matthew Minter, member of Equity’s Liturgical Singers Network, said:
"I’m delighted to have contributed to the development of the Code of Practice and to see it launched today. The code celebrates and builds on best practice where it already exists, while also sending a clear signal to engagers about what dignity at work should look like for singers in this area of the profession. I hope it will empower members in their own negotiations and inspire more liturgical singers to use their voices in organising and improving working conditions with the support of Equity."
Tim Parsons, Director of Music at Wells Cathedral, said:
“Professional singers play a hugely significant role in the musical heritage of our cathedrals, churches and chapels. I warmly welcome Equity’s work to promote fair and sustainable employment of singers in liturgical choirs.”
Lottie Stables, Equity’s Singers & Dancers Official, said:
"This code sets out clear guidance for how organisations of any size and scale can ensure Equity’s members receive fair treatment when singing in religious services. It’s an exciting time for Equity to support members of our network in organising to secure improvements to their working conditions and ensuring that institutions apply this code of practice.”
