There is no general statutory right to paid volunteering leave in the UK. However, employees who are trustees of charities or who serve as school governors may have specific statutory rights to reasonable time off. For most employees, volunteering leave is a contractual benefit that employers choose to offer.
This guide covers the statutory position, the rights that do exist, and how employers typically structure volunteering leave policies.
Key takeaways
- There is no general statutory right to volunteering leave in the UK.
- Charity trustees have a statutory right to reasonable time off under the Charities Act 2011.
- School governors have a right to reasonable time off under the Education Act 1996.
- Employers can offer volunteering leave as a contractual benefit — typically 1–5 days per year.
- Volunteering leave policies improve employee engagement and support corporate social responsibility.
The statutory position
UK employment law does not include a general right to time off for volunteering. The Employment Rights Act 1996 provides statutory leave for specific purposes — sick leave, maternity, paternity, dependant emergencies, jury service, and trade union duties — but volunteering is not among them.
However, two specific roles carry statutory protection:
Charity trustees
Under section 117 of the Charities Act 2011, charity trustees are entitled to reasonable time off to perform their trustee duties. This includes attending trustee meetings, training, and carrying out governance responsibilities.
The right applies to employees who are also charity trustees — it does not extend to volunteering in a general sense. The amount of time off must be “reasonable” in the circumstances, and the employer can request evidence of the trustee role.
School governors
Under section 575 of the Education Act 1996, school governors are entitled to reasonable time off to perform their governor duties. This includes attending governing body meetings, training, and school visits.
Like the charity trustee right, this is limited to the specific role — it does not cover general volunteering.
Employer-provided volunteering leave
Most employers who offer volunteering leave do so as a contractual benefit, not because the law requires it. Common approaches include:
| Model | Typical provision |
|---|---|
| Paid volunteering days | 1–5 days per year, fully paid |
| Unpaid volunteering leave | Ad-hoc, at the employer’s discretion |
| Team volunteering days | One day per year, company-organised |
| Matching programmes | Employer matches employee volunteering hours |
The most common model is 2 paid days per year for volunteering. This is increasingly expected by employees, particularly in the charity, education, and public sectors.
Structuring a volunteering leave policy
A clear policy sets expectations and ensures consistent application. Key elements include:
- Eligibility — who qualifies (all employees, or only those with a certain service period).
- Allowance — how many days per year, whether paid or unpaid.
- Approval process — how employees request leave and who approves it.
- Activities — what qualifies as volunteering (e.g., registered charities, school governance, community work).
- Record-keeping — how the absence is tracked.
You should also consider whether volunteering leave can be carried over, whether it is pro-rated for part-time employees, and whether it can be used for emergency volunteering (e.g., after a natural disaster).
Benefits of volunteering leave
Employers who offer volunteering leave report:
- Higher employee engagement — employees feel valued and connected to their community.
- Improved retention — volunteering leave is a competitive benefit, particularly for younger workers.
- Skills development — volunteering builds leadership, project management, and communication skills.
- CSR impact — company-organised volunteering days strengthen the employer brand.
For more UK context, see our guides to sabbatical leave, unpaid leave, and annual leave entitlement.
Frequently asked questions
Is there a statutory right to volunteering leave?
No, except for charity trustees (Charities Act 2011) and school governors (Education Act 1996). For general volunteering, there is no statutory right — it depends on your contract.
How many days of volunteering leave do most employers offer?
The most common provision is 2 paid days per year. Some employers offer up to 5 days, particularly in the charity and public sectors.
Can an employee use volunteering leave for any activity?
Your policy defines what qualifies. Most employers require the activity to be for a registered charity, school, or community organisation. Commercial or political activities are typically excluded.
Is volunteering leave paid?
The statutory rights for trustees and governors are unpaid unless your contract provides pay. Employer-provided volunteering leave is typically paid — this is one of the main incentives for offering it.
Can volunteering leave be refused?
Your contractual policy governs this. If the policy allows refusal for operational reasons, you can decline a request. The statutory rights for trustees and governors cannot be refused if the time off is reasonable.
Putting it into practice
Five steps keep your volunteering leave process fair:
- Decide whether to offer volunteering leave as a contractual benefit — and set the number of days.
- Define what qualifies as volunteering in your policy.
- Create a simple approval process that does not discourage requests.
- Track volunteering leave separately from annual leave for accurate records.
- Organise team volunteering days to build culture and CSR impact.
A leave management system that handles volunteering leave as a distinct absence type, tracks the annual allowance, and manages approval workflows keeps your volunteering policy consistent and easy to administer.
Sources
- GOV.UK — Time off for charity or school volunteering
- Charities Act 2011, s.117
- Education Act 1996, s.575
Last updated: 26 July 2026. This article is general information, not legal advice. Volunteering leave rights depend on your specific role and contract — check your terms and the applicable legislation.