Non-Profits, Religious organizations

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Non-profits & religious organizations

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Partnering with you to protect and serve your community

As a non-profit or religious organization, you passionately serve a higher purpose. Maintaining high standards and protecting the people you serve is paramount to upholding this purpose. Damage to your organization can jeopardize its reputation and ability to support your mission. With risks evolving quickly in today’s environment, you need a partner who understands your mission and can help you create an actionable plan.

What we offer

As the world’s largest privately held insurance brokerage, we answer to our clients – no one else. Since our founding, Lockton’s Ministries specialists have helped thousands of non-profits and religious organizations with their risk and insurance needs.

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Claims and loss control

We minimize the impact of losses, drive optimal change management, and implement loss control programs to control the frequency and severity of losses.

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Alternative Risk Solutions

We help you find the right balance between risk transfer and self-insurance, and we also facilitate two of the most successful Christian-faith-based captives in the U.S.

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Market management

You’ll stay actively involved in market negotiations and develop a strategy to ensure you truly stand apart.

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Analytics

We use extensive data to assess risks within your organization, providing actionable insights to protect and enhance your operations.

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Team

With over 100 Associates worldwide focused on non-profits and religious organizations, we offer deep understanding and specialization.

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A culture of giving back

Lockton gives over $20M annually to communities and organizations that matter to our Associates.

Your trusted partner in protecting your mission

At Lockton, we understand your unique needs. We partner with non-profits and religious institutions to address their risk and insurance requirements, providing protection so you can focus on what’s most important. Founded on the philosophy of being good stewards for our people, clients, and communities, Lockton remains true to this tenet. We recognize and value the critical role non-profit and religious organizations play in making our world better. We pride ourselves on delivering a deep level of service that is uncommon in the brokerage industry, taking the time to understand your needs and connect your mission to an actionable plan.

Our capabilities

We design custom risk management programs that are determined by the best strategies for your organization. Our clients benefit from Lockton's Ministries experience placing both traditional and specialty coverage options, including:

  • Aircraft Liability

  • Boiler and Machinery/Mechanical Breakdown

  • Commercial Auto Liability and Physical Damage

  • Commercial General Liability

  • Cyber Liability

  • Directors and Officers Employment Related Practices

  • Earthquake, Flood, Hail

  • Employed Lawyers Professional Liability

  • ERISA Fidelity Bonding

  • Fiduciary Liability and Fidelity/Crime Insurance

  • International and Travel Accident

  • Kidnap/Ransom & Extortion

  • Media Liability

  • Mergers and Acquisitions Liability

  • Pollutions Legal Liability Environmental

  • Professional Liability/E&O

  • Property Insurance

  • Punitive Damages Liability

  • Sexual and Physical Abuse

  • Trade Credit

  • Umbrella/Excess Liability

  • Wage and Hour Defense and/or Indemnity

  • Workers’ Compensation

  • Workplace Violence and Active Shooter

  • Health Benefits

Latest news & insights

A new proposed rule from the DOL revisits how employers must classify workers as either employees or independent contractors. Read our article to prepare your business. Navigating the DOL’s latest worker classification proposal

Navigating the DOL’s latest worker classification proposal

article
A new proposed rule from the U.S. Department of Labor (DOL) revisits how employers must classify workers as either employees or independent contractors. The proposal — the latest shift in federal guidance — would rescind the current standard and reintroduce a ...
Read moreNavigating the DOL’s latest worker classification proposal

Brazil extends maternity leave for post-delivery hospitalization

Brazil has extended social security-paid maternity leave in cases of post-delivery hospitalization of the mother or the newborn due to childbirth-related complications, with the standard maternity leave period effectively extended by the duration of the hospitalization. This change took effect on 30 September 2025.Brazil has extended social security-paid maternity leave in cases of post-delivery hospitalization of the mother or the newborn due to childbirth-related complications, with the standard maternity leave period effectively extended by the duration of the hospitalization. This change took effect on 30 September 2025.

Why holistic GLP-1 strategies are needed now

GLP-1s are one of the most important employee health and benefit considerations for employers as costs rise, utilization increases, and new formulations and indications enter the marketGLP-1s are one of the most important employee health and benefit considerations for employers as costs rise, utilization increases, and new formulations and indications enter the market

Germany To Expand Occupational Pension Coverage [UPDATED]

The German government introduced an occupational pension reform proposal aimed at making the existing voluntary occupational pension model more flexible and expanding workforce participation by strengthening the social partner model, among other changes. The draft Second Act to Strengthen Company Pensions and to Amend Other Laws (the “Draft Act”) was published by the Federal Ministry of Labour and Social Affairs on 27 June 2024 and a government draft bill revising the proposal was adopted by the cabinet 18 September 2024. It will now work through the legislative process and be submitted to the Bundesrat for approval. The legislation is not expected to be passed until early 2025. Read detailed analysis of the Draft Act from Funk Gruppe here: Important changes for retirement provision. Key details The most relevant changes introduced by the Draft Act are as follows: Social Partner Model One of the main goals of the Draft Act is to enable third-party companies—those not currently bound by an industry collective agreement—to participate in the “pure defined contribution” plan model currently reserved to companies participating in the Social Partner Model (Sozialpartnermodell, SPM). This should expand access to smaller employers not bound by any specific collective agreement. Their participation in the SPM defined contribution retirement is subject to final approval of the SPM managing parties and may require contribution toward the SPM’s operating costs. Automatic participation with opt-out Employers will be allowed to establish auto-enrolled deferred compensation plans provided the employer contribution is at least 20% of the employee deferral, the employees can opt-out, and the plan is based on an agreement with the company’s elected works council or staff council. (Automatic participation will not be available to companies that do not have an elected works or staff council.) Currently, automatic participation is only possible for companies under a collective agreement and the minimum employer contribution is 15% of the employee deferral. In all other cases, only opt-in deferral arrangements are permitted. Subsidy for lower income earners The maximum government subsidy amount of occupational pension contributions for lower income earners earner is expected to increase and will be indexed with the social security contribution ceiling. Severance Pay The Draft Act simplifies the termination of occupational pension plans processes by increasing the exiting severance pay on pension entitlements from 1% to 2% of the monthly reference amount in accordance with Section 18 of Social Code Book Four (SGB IV). Subject the employee agreement, the severance payment may be paid by the employer directly towards the statutory federal pension scheme. Pension payment modalities Currently, pension funds (Pensionfonds) are only allowed to pay out pension benefits as a lump sum or an annuity. The Draft Act would allow pension funds to pay out benefits in installments. Early retirement requests The Draft Act enables an early pay out of the occupational pension benefits for early claimants who are receiving a partial state retirement pension instead of a full state pension as is currently the case. Lockton comment Employers should monitor the legislative process to ensure proper compliance the ongoing pension reform legislation. Employers may start preparing for the upcoming changes by reviewing their existing voluntary occupational pension plans (if any), considering the pros and cons of an automatic participation model, or whether they would consider participating in an SPM plan should that option become available to them. The German government introduced an occupational pension reform proposal aimed at making the existing voluntary occupational pension model more flexible and expanding workforce participation by strengthening the social partner model, among other changes. The draft Second Act to Strengthen Company Pensions and to Amend Other Laws (the “Draft Act”) was published by the Federal Ministry of Labour and Social Affairs on 27 June 2024 and a government draft bill revising the proposal was adopted by the cabinet 18 September 2024. It will now work through the legislative process and be submitted to the Bundesrat for approval. The legislation is not expected to be passed until early 2025. Read detailed analysis of the Draft Act from Funk Gruppe here: Important changes for retirement provision. Key details The most relevant changes introduced by the Draft Act are as follows: Social Partner Model One of the main goals of the Draft Act is to enable third-party companies—those not currently bound by an industry collective agreement—to participate in the “pure defined contribution” plan model currently reserved to companies participating in the Social Partner Model (Sozialpartnermodell, SPM). This should expand access to smaller employers not bound by any specific collective agreement. Their participation in the SPM defined contribution retirement is subject to final approval of the SPM managing parties and may require contribution toward the SPM’s operating costs. Automatic participation with opt-out Employers will be allowed to establish auto-enrolled deferred compensation plans provided the employer contribution is at least 20% of the employee deferral, the employees can opt-out, and the plan is based on an agreement with the company’s elected works council or staff council. (Automatic participation will not be available to companies that do not have an elected works or staff council.) Currently, automatic participation is only possible for companies under a collective agreement and the minimum employer contribution is 15% of the employee deferral. In all other cases, only opt-in deferral arrangements are permitted. Subsidy for lower income earners The maximum government subsidy amount of occupational pension contributions for lower income earners earner is expected to increase and will be indexed with the social security contribution ceiling. Severance Pay The Draft Act simplifies the termination of occupational pension plans processes by increasing the exiting severance pay on pension entitlements from 1% to 2% of the monthly reference amount in accordance with Section 18 of Social Code Book Four (SGB IV). Subject the employee agreement, the severance payment may be paid by the employer directly towards the statutory federal pension scheme. Pension payment modalities Currently, pension funds (Pensionfonds) are only allowed to pay out pension benefits as a lump sum or an annuity. The Draft Act would allow pension funds to pay out benefits in installments. Early retirement requests The Draft Act enables an early pay out of the occupational pension benefits for early claimants who are receiving a partial state retirement pension instead of a full state pension as is currently the case. Lockton comment Employers should monitor the legislative process to ensure proper compliance the ongoing pension reform legislation. Employers may start preparing for the upcoming changes by reviewing their existing voluntary occupational pension plans (if any), considering the pros and cons of an automatic participation model, or whether they would consider participating in an SPM plan should that option become available to them.
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Tiernan Shank