Managing Staff & Volunteers
Employing paid staff and managing volunteers
Most community buildings employ some staff, whether full-time or part-time. The Management Committee must be aware of their responsibilities as an employer.
Most community buildings also rely on volunteers. Volunteers should receive no payment other than out of pocket expenses and it is good practise to set out what is required of the volunteer in terms of hopes and expectations, not obligations. Any such terms should avoid anything that implies the volunteer is ‘employed’.
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Employment Legislation
Please note: Both staff and volunteers are covered by legislation in the UK and as a Management Committee you should ensure that you are adhering to the requirements.
Here is a list of key employment legislation in the United Kingdom:
- Employment Rights Act 1996 – this legislation covers the rights of workers in the UK (full or part time). It includes aspects regarding dismissal, paternity and maternity leave, redundancy.
- National Minimum Wage Act 1998 – This act establishes the National Minimum Wage (NMW) for employees and employers across the UK.
- Employment Relations Act 1999 – this act outlines rights in the workplace for trade unions and industrial action.
- Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000 – outline the rights of part-time workers to receive comparable treatment to full-time workers in similar roles.
These laws play a crucial role in safeguarding employees’ rights, promoting fair treatment, and maintaining a balanced work environment.
Volunteers play a crucial role in the running of community buildings and it is therefore important to understand the legal responsibilities regarding them. According to the National Council for Voluntary Organisations (NCVO), there is no legal definition of ‘volunteer’, and relevant legislation such as the Equality Act 2010 and the Employment Rights Act 1996 does not apply to volunteers.
However, an important piece of legislation, the Health and Safety at Work etc Act 1974 (HSWA) protects both employees and volunteers from work-related risks, and it is enforced by the Health and Safety Executive (HSE) or local authorities depending on the location and type of activity.
Legislation Updates
Key employment law changes in 2024
For those community buildings who employ paid staff please be aware that there are a number of pieces of legislation that are likely to come into effect during 2024.
These include:
Since 1st April 2024 the National Living Wage for people aged 21 and over will be £11.44 per hour, this is a significant increase of 9.8% on the current £10.42 per hour.
The Government has also published the Employment Rights (Amendment Revocation and Transitional Provision) Regulations 2023 which, from 1st April 2024 provides a statutory basis for the accrual method of calculating holiday pay for irregular hours and part-year workers. It also gives Employers the option to apply Rolled Up holiday pay for these types of workers. For more information click on the Regulations below:
Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023
The Carer’s Leave Act 2023 makes provision for employees who balance work with caring responsibilities to take at least one week of unpaid carer’s leave per year. The Act received Royal Assent in May 2023 and it is expected to come into force in April 2024.
The Employment Rights Bill (Flexible Working) is expected to go through. The new regulations will mean that employees can make a flexible working request twice every 12 months (previously this was one).
Other potential new laws concerning Paternity Leave, GDPR and Criminal Records Disclosures are also expected.
RAD will endeavour to prompt and update you on the progress of the above throughout the year. However for more information regarding any of the above information go to the UK Government website.
We will continue to update this page when we are aware of any additional changes relating to managing staff and volunteers.
