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Volunteers and the Law
Mark Restall
Aims and limitations
• An overview of key legal issues
• A practical understanding of where problems can arise –
and how to avoid them
• Where to find out more
• But…………
• This is not in any way a substitute for legal advice
• We are cramming a large topic into a small amount of
time
The legal position of volunteers
A piecemeal approach – no overall legal status
• Employment law doesn’t apply
• There is no protection from unfair dismissal
• There is no protection from discrimination
• Other law can include volunteers by name or by
implication
• Or include volunteers because they apply to anyone
Keeping people safe
Health and Safety
• You must take reasonable steps to keep volunteers safe
• Duty of care, Health and Safety at Work Act 1974
• You must risk assess your activities
• Review and revise where necessary
• Health and Safety policy
• Insurance
Safeguarding
• You must take reasonable steps to keep volunteers safe
• Duty of care, Health and Safety at Work Act 1974
• You must risk assess your activities
• Review and revise where necessary
• Health and Safety policy
• Insurance
Criminal Record Checks
• Disclosure and Barring Service
• Enhanced Disclosure
• Enhanced Disclosure with barred list check
• There are strict rules on who can be checked
• www.gov.uk/find-out-dbs-check
Data Protection
• Applies to information held on identifiable living people
• Volunteers should be aware of what you are doing with
information and why
• If you plan to use their information and you don’t think
they’d expect this usage you’ll need their clear consent
• Take reasonable steps to ensure data security
Benefit claimants
• Are fully entitled to volunteer
• It must be unpaid
• They must continue to meet
requirements of their benefit
• No hour limits
People from overseas
• EU/EEA citizens – can volunteer
• Refugees/Asylum seekers – can volunteer
• Visitors – can volunteer up to 30 days for a registered
charity during their stay
• Other immigration statuses – must be allowed to work (e.g.
students, working holiday makers)
Young people
• Check your insurance
• Parental consent
• Risk assess the activity
• Consider safeguarding issues
• Charity shops and ‘activities
carried out for profit
Avoiding a legal relationship
• Volunteers could claim employment status and therefore
employment rights – e.g. access to minimum wage
• Employment relationship is a contractual relationship
• Consideration, intent, offer & acceptance
• Expenses, not income
• Expectations, not obligations
Thank you!
restallmark@gmail.com
Legal updates from Sandy
Adirondack:
www.sandy-a.co.uk
Online resource coming soon
(and further guidance):
www.ncvo.org.uk

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Volunteers and the Law

  • 1. Volunteers and the Law Mark Restall
  • 2.
  • 3. Aims and limitations • An overview of key legal issues • A practical understanding of where problems can arise – and how to avoid them • Where to find out more • But………… • This is not in any way a substitute for legal advice • We are cramming a large topic into a small amount of time
  • 4. The legal position of volunteers A piecemeal approach – no overall legal status • Employment law doesn’t apply • There is no protection from unfair dismissal • There is no protection from discrimination • Other law can include volunteers by name or by implication • Or include volunteers because they apply to anyone
  • 6. Health and Safety • You must take reasonable steps to keep volunteers safe • Duty of care, Health and Safety at Work Act 1974 • You must risk assess your activities • Review and revise where necessary • Health and Safety policy • Insurance
  • 7. Safeguarding • You must take reasonable steps to keep volunteers safe • Duty of care, Health and Safety at Work Act 1974 • You must risk assess your activities • Review and revise where necessary • Health and Safety policy • Insurance
  • 8. Criminal Record Checks • Disclosure and Barring Service • Enhanced Disclosure • Enhanced Disclosure with barred list check • There are strict rules on who can be checked • www.gov.uk/find-out-dbs-check
  • 9. Data Protection • Applies to information held on identifiable living people • Volunteers should be aware of what you are doing with information and why • If you plan to use their information and you don’t think they’d expect this usage you’ll need their clear consent • Take reasonable steps to ensure data security
  • 10. Benefit claimants • Are fully entitled to volunteer • It must be unpaid • They must continue to meet requirements of their benefit • No hour limits
  • 11. People from overseas • EU/EEA citizens – can volunteer • Refugees/Asylum seekers – can volunteer • Visitors – can volunteer up to 30 days for a registered charity during their stay • Other immigration statuses – must be allowed to work (e.g. students, working holiday makers)
  • 12. Young people • Check your insurance • Parental consent • Risk assess the activity • Consider safeguarding issues • Charity shops and ‘activities carried out for profit
  • 13. Avoiding a legal relationship • Volunteers could claim employment status and therefore employment rights – e.g. access to minimum wage • Employment relationship is a contractual relationship • Consideration, intent, offer & acceptance • Expenses, not income • Expectations, not obligations
  • 14. Thank you! restallmark@gmail.com Legal updates from Sandy Adirondack: www.sandy-a.co.uk Online resource coming soon (and further guidance): www.ncvo.org.uk