Despite a surge in corporate volunteering schemes across the UK, a significant number of employees are not making use of the opportunities on offer. While more than three-quarters of companies now provide paid time off to volunteer, nearly four in ten workers say they never use it, and fewer than one in 10 take part regularly.
The figures come from a new survey by OnHand, a platform that helps businesses deliver and track corporate volunteering. Its latest report, From Policy to Practice, draws on responses from 471 employees across a mix of industries and organisation sizes. It highlights a wide gap between policy and participation, with experts warning that employers are missing out on the wellbeing and engagement benefits of a properly supported scheme.
Confusion appears to be a major reason for low take-up. Almost one in five respondents said they didn’t know how much volunteering time they were entitled to, while more than half either didn’t notice or weren’t sure whether volunteering improved morale or productivity, likely because they hadn’t done it.
OnHand found that even where volunteering is available, few companies offer it in a meaningful way. Only 3.8% of organisations provide six or more volunteering days annually. Most stick to one day, with two or three being the next most common. Despite this limited access, 72% of employees described their workplace culture as supportive of volunteering, suggesting a disconnect between sentiment and action.
Policy Without Culture
The findings suggest that simply introducing a volunteering scheme is not enough. Employees, say workplace experts, need clear information, flexibility and encouragement to take part, especially from senior leaders.
“Unfortunately, employees aren’t seeing the benefits of volunteering yet, including that it can boost productivity and morale,” said OnHand founder and CEO Sanjay Lobo MBE. “Those who do volunteer report tangible benefits. Almost 40% of respondents say that volunteering has positively impacted their productivity in the workplace, as well as their motivation, mindfulness, team relationships, morale, skills and attitude.”
He added that take-up remains low in part because employers often fail to promote or embed volunteering opportunities into wider company culture. Just offering time off is not enough; it must be supported by internal communication, flexibility and visible leadership support.
The report also points to a missed opportunity among newer employees. Those with a tenure of between six and twelve months were the least likely to volunteer – a critical time when engagement and retention are typically shaped. With younger workers increasingly valuing purpose-driven roles, HR observers say this is an area in need of urgent attention.
Four Ways to Boost Take-Up
OnHand recommends that employers focus on four core actions to make their volunteering schemes work better:
Clarity: Ensure employees know what they’re entitled to and how to get involved
Flexibility: Offer a range of opportunities that suit different working patterns and roles
Visibility: Celebrate staff who volunteer and recognise their efforts publicly
Leadership: Encourage managers and senior leaders to take part and lead by example
“While the desire and resources to provide volunteering opportunities are there, encouraging your employees to make an impact requires a finer-tuned approach than just introducing a volunteering policy and expecting them to manage it themselves,” said Lobo.
“As leaders, you need to celebrate employees who volunteer as this motivates and inspires others. Introducing flexible opportunities for your employees to do good when, where and how they want is important. And leading by example is key as well as ensuring a volunteering policy is clear. By prioritising these four checkpoints, you’ll boost your workplace volunteering scheme and close any disconnect between policy and practice.”
For employers focused on retention, engagement and wellbeing, the report serves as a reminder that volunteering is more than a nice-to-have. It’s also a tool for connection, purpose and performance, but only when fully supported.