Running a charity is an inspiring responsibility, but it also comes with unique challenges. Unlike corporate organisations, charities often operate with limited budgets, heavy reliance on volunteers, and high expectations from donors, trustees, and the communities they serve.
Amid these pressures, effective human resources (HR) practices are crucial—not just for compliance, but for ensuring that staff and volunteers feel supported, motivated, and aligned with your mission.
If you’re a charity leader, here are some essential hr advice for charities insights you need to know to strengthen your organisation and its people.
Understand Employment Law and Compliance
Charities are not exempt from employment legislation. From contracts and working hours to health and safety and equal opportunities, compliance is essential. Common pitfalls include failing to provide written contracts, unclear policies on flexible working, and not keeping up with changes in employment law.
- Tip: Ensure all employment contracts are up-to-date, legally sound, and reflect the nature of the role.
- Tip: Have clear HR policies documented and accessible, covering areas such as grievances, disciplinary procedures, and safeguarding.
Staying compliant not only protects your organisation from legal risk but also demonstrates respect for the people who make your mission possible.
Prioritise Volunteer Management
Volunteers are often the lifeblood of a charity. However, volunteers aren’t employees, and managing them requires a slightly different approach. For example, they should have a volunteer agreement rather than a contract, and while you can set expectations, you cannot enforce obligations in the same way as with paid staff.
- Create induction and training programmes to help volunteers feel prepared and valued.
- Recognise contributions—through thank-you events, awards, or even a simple note of appreciation.
- Provide a clear point of contact and support structure so volunteers feel part of the team.
When volunteers feel respected and engaged, they are more likely to stay committed to your cause.
Build a Positive Organisational Culture
Charity leaders often focus on external impact, but your internal culture matters just as much. A healthy culture supports retention, motivation, and overall effectiveness.
- Encourage open communication and feedback loops.
- Promote inclusivity and diversity—not only as a compliance requirement but as a way to strengthen your community impact.
- Lead by example. If staff and volunteers see authentic, mission-driven leadership, they are more likely to adopt the same values.
Culture is shaped not by words on a poster but by consistent actions across the organisation.
Support Wellbeing and Prevent Burnout
Charity work can be emotionally demanding. Staff and volunteers may face difficult situations, from working with vulnerable people to managing limited resources. This can lead to stress and burnout if not managed carefully.
- Introduce wellbeing initiatives, even low-cost ones such as flexible working hours, access to counselling services, or mindfulness workshops.
- Train managers to spot early signs of burnout and respond with empathy.
- Encourage staff and volunteers to take regular breaks and use annual leave.
By supporting wellbeing, you create a resilient workforce that can continue to drive your mission forward.
Develop Strong Leadership and Governance
Strong governance underpins good HR practices. Trustees and leaders must ensure HR policies are in place, monitored, and aligned with the charity’s values.
- Trustees should receive regular HR updates, particularly on compliance, workforce challenges, and safeguarding.
- Leadership development should be an ongoing priority. Investing in training for managers equips them with the tools to handle performance management, conflict resolution, and team development effectively.
Good leadership and governance send a clear message: people matter, and the charity is committed to supporting them.
Invest in Training and Development
Budget restrictions can make professional development feel like a luxury. But investing in people doesn’t always mean expensive training programmes.
- Leverage free or low-cost training offered by umbrella organisations, local councils, or online platforms.
- Encourage peer-to-peer learning within your team.
- Provide opportunities for staff and volunteers to develop new skills that benefit both them and the organisation.
When people see that their growth is valued, they are more likely to stay engaged and contribute at a higher level.
Have a Clear Safeguarding Strategy
Safeguarding is a legal and moral duty. Every charity that works with children, young people, or vulnerable adults must have clear safeguarding policies and procedures in place.
- Provide safeguarding training to staff, volunteers, and trustees.
- Regularly review and update safeguarding policies to ensure compliance with current legislation.
- Establish a safeguarding lead within the organisation to act as the first point of contact.
Failure to prioritise safeguarding can damage not just individuals but also the reputation and future of your charity.
Conclusion
Effective HR management is about more than policies and procedures—it’s about creating an environment where staff and volunteers feel safe, supported, and motivated to drive your mission forward. By prioritising compliance, wellbeing, culture, and development, charity leaders can strengthen their organisations and maximise impact.
