Volunteers’ rights in the UK: employment law, equality and safety

In the UK, volunteers aren’t employees, so they don’t have employment rights such as the minimum wage, sick pay or holiday pay. That only changes if the arrangement starts to work like a job in practice. Volunteers are still protected in other ways, and organisations have real legal duties towards them. This guide explains where the lines are. It’s a general overview for organisations in the UK, not legal advice.

What makes someone a volunteer?

A volunteer chooses to give their time to an organisation without pay and without a contract that obliges them to work. They can decide when, and whether, to take part, and they receive nothing in return except reimbursement of their actual expenses. Keeping it that way is what keeps volunteers outside employment law.

Volunteers, workers and employees

Employees and workers have rights that volunteers don’t, such as the National Minimum Wage, paid holiday and sick pay. A volunteer can become a worker if the relationship looks like a job in practice, for example if they must turn up for set hours, or receive payments or perks that go beyond their expenses.

Courts look at how an arrangement works, not what the paperwork calls it. In 2026, the Court of Appeal confirmed that a volunteer coastguard rescue officer was a worker each time he attended an activity he could claim payment for. Our recap of volunteering and the law explains how to avoid creating an employment relationship by accident.

Rights and protections volunteers do have

Health and safety

If your organisation employs anyone, health and safety law covers your volunteers too. Include volunteers in risk assessments, give them training that’s relevant to their role, provide the right equipment and supervise them properly. Organisations run entirely by volunteers aren’t normally covered by the law in the same way, but still owe volunteers a duty of care (HSE guidance).

Equality and discrimination

The Equality Act 2010’s employment protections don’t cover volunteers who have no contract. The Supreme Court confirmed this in X v Mid Sussex Citizens Advice Bureau. The Act’s rules on services do still apply: the people your volunteers support are protected, and so are volunteers who take part in a service as its users. It’s still good practice to treat volunteers fairly and make reasonable adjustments for them: it’s the right thing to do, and it helps you recruit and keep people.

Data protection and confidentiality

Volunteers often see personal information. Your organisation is responsible for how that data is handled under data protection law, so train volunteers on confidentiality and give them access only to what their role needs.

Insurance

Check that your insurance policies explicitly include volunteers and cover the activities they actually do. The Charity Commission’s guidance Charities and insurance (CC49) explains what to look for.

Expenses

Reimburse volunteers for what they actually spend, such as travel, against receipts. Flat-rate payments or rewards with a cash value linked to hours can start to look like pay.

Good practice: volunteer agreements

A written volunteer agreement sets clear expectations on both sides: the role, the support and training you’ll provide, and what you ask of the volunteer. Keep it a statement of good intentions, not a contract: avoid phrases that commit volunteers to set hours, and use a role description rather than a job description. Your volunteer policy should say the same.

Volunteers’ rights: FAQs

Are volunteers entitled to the minimum wage in the UK?

No. Genuine volunteers aren’t entitled to the National Minimum Wage. If the arrangement works like a job, a volunteer may count as a worker and be entitled to it.

Can volunteers claim sick pay or holiday pay?

No. Volunteers aren’t eligible for employment benefits such as sick pay or holiday pay.

Are volunteers protected against discrimination?

Not under the Equality Act’s employment rules, unless they have a contract. The Act’s rules on services still apply, and good practice is to treat volunteers as fairly as staff.

Do organisations need insurance for volunteers?

Yes, in practice. Check that your policies include volunteers and the activities they do.

Do trustees have responsibilities for volunteers?

Yes. Trustees can delegate day-to-day volunteer management, but not responsibility for it. See trustees’ responsibilities for volunteers.

Keeping volunteering genuinely voluntary with Volunteero

Volunteero is volunteer management software for charities, nonprofits and events. Its onboarding journeys use forms to collect documents and training to brief volunteers on your policies, and every action is recorded in a full audit trail. Book a demo to see how it works.