Volunteer Time Off in the UK: Employer Policies and Best Practice

There is no statutory right to volunteer time off (VTO) in the UK. Unlike some US states that mandate paid VTO, the UK has no general legal entitlement for employees to take time off work to volunteer for a charity, community organisation, or civic cause. The closest statutory provision is section 50 of the Employment Rights Act 1996, which covers unpaid time off for specified public duties — but not general volunteering.

If you are an employer deciding whether to offer VTO, or an employee trying to find out what you are entitled to, here is what the law says and how UK employers handle it in practice.

This article is general information, not legal advice. Check your employment contract and company handbook for your specific entitlements.

Key Takeaways

• There is no statutory right to volunteering leave in the UK for general community or charity work (ACAS: Time off work).
• Section 50 of the Employment Rights Act 1996 provides unpaid time off for specified public duties — such as acting as a justice of the peace, serving on a local authority, or performing trade union duties — but not for general volunteering.
• The government is consulting on expanding section 50 to include more roles (special constables, school governors, conservation boards) but has explicitly said it is not proposing broader volunteering leave (Birketts: Time off for public duties consultation).
• Many UK employers offer VTO voluntarily — typically 1 to 5 paid days per year — as an employee benefit and CSR initiative.
• The most common VTO models are paid volunteer days, corporate volunteer programmes, and matching schemes where the employer matches employee donations or fundraising hours.

What Does the Law Say?

The UK statutory framework for time off work covers specific situations, not general volunteering:

Section 50: Time Off for Public Duties

Under section 50 of the Employment Rights Act 1996, employees are entitled to a “reasonable” amount of unpaid time off to perform specified public duties. These include:

• Acting as a justice of the peace
• Being a member of a local authority, police authority, or relevant health or education body
• Performing trade union duties (under a separate provision)
• Acting as an employment tribunal member

This right is limited to roles connected to a statutory office or public body. It does not cover volunteering at a food bank, coaching a youth sports team, or any other general community activity.

The employer can refuse requests if absence would be unreasonable in the circumstances, and can impose reasonable conditions such as requiring advance notice.

Proposed Expansion (2026 Consultation)

In June 2026, the government published a consultation on expanding section 50 to include additional roles, including special constables, school governors for academies, members of conservation boards, and fee-paid judges. However, the consultation explicitly states that the government is not proposing broader volunteering leave — the expansion is limited to formal public duties connected to statutory bodies.

No General Volunteering Right

There is no UK law that gives employees the right to take time off to volunteer for a charity, community organisation, or non-profit. If an employee wants to volunteer during work hours, they must use annual leave, unpaid leave, or rely on an employer VTO policy if one exists.

What UK Employers Offer (Voluntary VTO)

Many UK employers offer VTO as a voluntary benefit, even though the law does not require it. The approach varies by company size, sector, and culture:

VTO Model	Typical Entitlement	How It Works
Paid volunteer days	1–5 days per year	Employee takes paid leave for approved volunteering
Corporate volunteer programme	1–2 days per year	Organised team volunteering event (e.g., building a playground, food bank shift)
Volunteering match	Matching donation or hours	Employer matches employee fundraising or donates based on volunteer hours
Flexible volunteering	Flexible hours	Employee volunteers in own time; employer provides flexibility for scheduling
No formal VTO	N/A	Employee uses annual leave for volunteering

The most common approach is one to three paid volunteer days per year, combined with a corporate volunteer programme that organises team events. Companies like Barclays, Deloitte, KPMG, and Unilever offer structured VTO programmes, typically with one to three days of paid volunteering leave annually.

What Counts as Eligible Volunteering?

Most employer VTO policies define eligible activities as unpaid service for a registered charity, community organisation, or non-profit. Common examples include:

• Volunteering at a food bank, homeless shelter, or community centre
• Mentoring or tutoring young people
• Participating in environmental or conservation projects
• Coaching a youth sports team
• Fundraising events (marathons, bike rides, challenge events)
• Serving as a trustee or board member for a charity

Activities that typically do not qualify include:

• Political campaigning or lobbying
• Volunteering for a for-profit business
• Personal errands or family obligations
• Religious services at a house of worship (though policies vary)

How to Set Up a VTO Policy

If you are a UK employer looking to introduce VTO, here is a practical framework:

1. Decide How Many Days to Offer

Start with one to three paid volunteer days per year. This is enough for meaningful participation without creating coverage problems. Some employers allow half-day volunteering as well.

2. Define Eligible Activities

Write a clear definition. Example: “Volunteer time off is available for unpaid service with a registered charity, community interest company, or not-for-profit organisation.” Include examples of what does and does not qualify.

3. Set Notice and Approval Requirements

Require employees to request VTO at least one to two weeks in advance. Managers approve subject to coverage needs, just like any other leave request.

4. Require Proof of Service

Ask the employee to provide confirmation from the organisation — a letter, email, or sign-off sheet — within a reasonable timeframe after the volunteer activity.

5. Track and Report

Record VTO separately from annual leave. This gives you data on community impact and helps you report on CSR goals.

6. Communicate It

Announce the policy in your employee handbook, onboarding materials, and internal communications. VTO is only valuable if employees know it exists and feel encouraged to use it.

VTO vs Section 50 Public Duties

It is important not to confuse VTO (a voluntary employer benefit) with section 50 public duties (a statutory right to unpaid time off for specific roles). Here is how they differ:

	VTO (Employer Benefit)	Section 50 (Statutory Right)
Legal basis	Employer policy — no legal requirement	Employment Rights Act 1996, s 50
Paid or unpaid	Typically paid	Unpaid (employer can choose to pay)
Eligible activities	Any qualifying volunteering	Specified public duties only
Who decides	Employer sets the policy	Law defines the eligible roles
Can be refused	At employer discretion	Only if absence is unreasonable

Frequently Asked Questions

Is volunteer time off a legal right in the UK?

No. There is no statutory right to time off for general volunteering in the UK. Section 50 of the Employment Rights Act 1996 provides unpaid time off for specified public duties (justice of the peace, local authority member, etc.), but not for volunteering at charities or community organisations.

Can my employer refuse my VTO request?

Yes. Since VTO is a voluntary employer benefit with no statutory basis, the employer has full discretion to approve or refuse requests. Even employers with a formal VTO policy can refuse requests based on business needs, just like any other leave request.

Does my employer have to pay me during VTO?

Not unless the employer’s VTO policy says so. There is no legal requirement to pay employees for volunteering leave. Most employer VTO policies do offer paid volunteer days as a benefit.

How many volunteer days do UK employers typically offer?

The most common offering is one to three paid volunteer days per year. Some employers offer up to five days, particularly in the professional services and financial sectors. The corporate volunteer programme — one to two team volunteering events per year — is also widespread.

Can I use annual leave for volunteering?

Yes. Annual leave can be taken for any purpose, including volunteering. The employer can only refuse a leave request if the refusal is reasonable. However, using annual leave for volunteering means fewer days for holidays, which is why a dedicated VTO policy is a better approach.

Track Volunteer Time Off the Right Way

Whether VTO is offered as a voluntary benefit or as part of your CSR programme, you need a system that tracks it separately from annual leave and captures the community impact data you need for reporting.