A Volunteer Agreement is a written document used in England and Wales to set out the mutual expectations between an organisation and a person who has offered to give their time and skills on a voluntary basis. Unlike an employment contract or a contract for services, a Volunteer Agreement is deliberately structured so that it does not create a legally binding obligation on either party. The volunteer is not required to attend or perform any duties, and the organisation is not required to provide volunteering opportunities or pay any form of remuneration.

The distinction between a volunteer and an employee or worker is fundamental under English law. The Employment Rights Act 1996 and the National Minimum Wage Act 1998 grant extensive statutory protections to employees and workers, including the right to the National Minimum Wage, paid holiday, and protection against unfair dismissal. If a Volunteer Agreement were found to create an employment or worker relationship, the organisation could face liability for failing to provide these statutory rights. The landmark Supreme Court decision in X v Mid Sussex Citizens Advice Bureau [2012] UKSC 59 confirmed that a genuine volunteer who provides services without consideration does not acquire worker status simply by virtue of working alongside paid employees.

Under Section 44 of the National Minimum Wage Act 1998, a person working for a charity, voluntary organisation, or associated fundraising body is excluded from minimum wage entitlement provided they receive no monetary payment other than reimbursement of reasonable expenses actually incurred. This is why a well-drafted Volunteer Agreement limits any financial provision to genuine out-of-pocket expense reimbursement, supported by receipts, rather than a flat-rate sum or stipend that could be interpreted as consideration for services. The agreement should be framed as a statement of mutual expectations rather than a set of enforceable obligations.

Our UK Volunteer Agreement template follows the guidance published by NCVO (National Council for Voluntary Organisations) and Volunteering England, and is drafted in accordance with the laws of England and Wales. It addresses the key areas that organisations and volunteers need to discuss, including the scope of the role, time commitment, expense reimbursement, training, health and safety, insurance, confidentiality, safeguarding, and data protection, while taking care to avoid creating a binding contractual relationship.

A Volunteer Agreement is appropriate whenever an organisation in England or Wales engages an individual to carry out activities on a voluntary basis. It is a best-practice document recommended by the Charity Commission, NCVO, and many local councils for voluntary service. While not legally required, having a written Volunteer Agreement helps both the organisation and the volunteer understand what is expected and reduces the risk of disputes or misunderstandings.

You should use a Volunteer Agreement when a charity, community group, or non-profit organisation is engaging a person to assist with activities such as fundraising events, administrative support, mentoring, befriending, working in a charity shop, assisting with youth clubs or community programmes, or carrying out any other unpaid activity. The agreement is also important where the volunteer will have access to confidential information, personal data about service users, or will be working in a position of trust.

A Volunteer Agreement is particularly critical where the volunteer will be working with children, young people, or vulnerable adults. Under the Safeguarding Vulnerable Groups Act 2006, individuals in regulated activity with these groups must undergo a Disclosure and Barring Service (DBS) check. The agreement should record the requirement for such a check and explain the organisation's safeguarding policies. Failure to carry out appropriate safeguarding checks can expose the organisation to serious regulatory and legal consequences.

The Health and Safety at Work etc. Act 1974 requires organisations to ensure the health and safety of all persons affected by their activities, including volunteers. A Volunteer Agreement is the appropriate place to set out the organisation's health and safety commitments and the volunteer's responsibilities in this regard. Risk assessments, training requirements, and reporting procedures should all be addressed.

Finally, where volunteers will handle personal data in the course of their role, the organisation must ensure compliance with the UK General Data Protection Regulation (UK GDPR) as incorporated by the Data Protection Act 2018. A Volunteer Agreement helps formalise the volunteer's data protection responsibilities and ensures the organisation meets its accountability obligations under the legislation.

A well-drafted Volunteer Agreement for use in England and Wales should contain several key provisions that protect both the organisation and the volunteer while clearly establishing that the arrangement is non-contractual.

The statement of voluntary nature is the single most important provision. It must clearly and prominently state that the agreement does not create a legally binding contract, that neither party is under any obligation, and that the volunteer does not acquire employee or worker status. This clause is essential for ensuring the arrangement falls outside the scope of employment legislation, including the Employment Rights Act 1996 and the National Minimum Wage Act 1998.

The role description should set out the volunteer's expected duties, the location of the activities, and the anticipated time commitment. It is important to describe the time commitment as an indication rather than a requirement, since mandating specific hours could suggest an employment relationship. The wording should use phrases such as 'the volunteer has offered to' rather than 'the volunteer is required to'.

The expenses provision must be carefully drafted. It should limit reimbursement to genuine out-of-pocket expenses supported by receipts, specifying the categories covered (such as travel, parking, and meals). Paying a flat-rate sum, a bonus, or any amount exceeding actual costs could be treated as remuneration, which would undermine the voluntary nature of the arrangement and could trigger National Minimum Wage obligations.

The safeguarding and DBS provisions are essential where the volunteer will work with children, young people, or vulnerable adults. The agreement should specify the level of DBS check required (Basic, Standard, Enhanced, or Enhanced with barred list) in accordance with the Safeguarding Vulnerable Groups Act 2006. It should also explain the process for obtaining the check and how the results will be handled, in compliance with the DBS Code of Practice.

The health and safety clause ensures the organisation meets its duties under the Health and Safety at Work etc. Act 1974 by committing to provide a safe environment, conducting risk assessments, and training the volunteer. It should also set out the volunteer's obligation to follow safety procedures and report hazards.

The confidentiality and data protection clauses address the volunteer's obligations regarding sensitive information and personal data processed under the UK GDPR and the Data Protection Act 2018. These clauses should survive the termination of the volunteering arrangement. The termination clause confirms that either party may end the arrangement at any time, without notice, and without liability. This reinforces the non-contractual nature of the relationship.