Recognising and preventing volunteer burnout
10/14/2025
The growing strain on the voluntary sector has been much discussed, with fewer people donating to charities and yet more relying on their services.
This is putting extra pressure on those who work for or volunteer for charities. Many are working extra hours or taking on additional responsibilities, leading to concerns about their physical, mental and emotional wellbeing, and the possible risk of burnout. Amelia Lee, of third sector recruitment firm, Charity People, says burnout is also affecting charity recruitment and retention, and describes it as the sector’s “biggest challenge”.
What is burnout and what does it look like?
The World Health Organisation (WHO) describes burnout as a syndrome “resulting from chronic workplace stress that has not been successfully managed”. It is characterised, according to WHO, by:
- Feelings of energy depletion or exhaustion
- Increased mental distance from one’s job, or feelings of negativity or cynicism related to one's job
- Reduced professional efficacy
Signs that someone is close to burnout could include increased irritability, missing shifts or cancelling at short notice, or decreased levels of engagement in the workplace.
Why charity volunteers can be particularly vulnerable to burnout
It’s not just charity staff who are affected by burnout – volunteers can also be vulnerable. While their roles are often emotionally rewarding, they can also be emotionally challenging – for example, dealing with trauma or bereavement, or providing care. In addition, volunteer roles can sometimes morph into something beyond their original scope.
Nicola Hopewell, Risk Consultant, Zurich, says ‘role creep’ is a real problem for many.
“Volunteers may start off expecting to perform a particular role, then be asked to take on additional responsibilities,” she says.
“By their nature, volunteers are people who want to help, and they may find it hard to say ‘no’. Unfortunately, this can increase the risk of work-related stress and burnout.”
Volunteer workforces may also comprise a disproportionately high number of individuals with complex health and social care needs. Those who come into contact with health services are often encouraged to take up volunteering to improve their health or wellbeing (for example, as a way to combat feelings of loneliness or social isolation - an approach referred to as social prescribing). Such individuals could be at increased risk of harm due to burnout.
How to protect volunteers from burnout
One of the most important things charities should do is have a system that allows them to regularly check in with their volunteers. Some volunteer roles may involve minimal contact with other charity members – so if someone is struggling with the pressures of their role, they may not have an easy opportunity to explain this to a colleague.
Nicola says: “Try to have some kind of formal mechanism for checking in with staff on a regular basis, as well as debriefing sessions after any particularly stressful or challenging work situations.”
A general principal charity should try to follow is to give volunteers the same support and protection afforded to employees.
For example:
- Provide clear role descriptions and thorough inductions so that volunteers understand what will be expected of them
- Put clear boundaries in place, for example around working hours and breaks, to ensure volunteers aren’t taking on more than they can manage Include volunteers in health and safety policies, so that their needs are considered explicitly
- Encourage feedback from volunteers – for example through debriefing sessions, or the equivalent of an “exit interview” if a volunteer is leaving their role
- Offer mental health support or signpost volunteers to sources of help
Employee assistance programmes
An employee assistance programme (EAP) can be an effective way to support your people. An EAP is an independent, confidential service that can help employees with both work-related and personal matters.
EAPs typically offer access to a specified number of counselling sessions, as well as other support services and downloadable materials, relating to issues such as bereavement, trauma, addiction, financial concerns and other topics.
If you already have an EAP for your staff, check if your volunteers are eligible or ask if they can be added to it.
Creating the right workplace culture
Finally, says Nicola, it’s important to create the right workplace culture to help prevent issues developing in the first place.
"Make sure your workplace is somewhere where people feel able to ask for help, or to take a break if they need it,” she says, “celebrate your volunteers’ achievements (for example, long service awards) - just as you would with members of staff.
“And above all, make sure your volunteers feel valued and recognised for all the incredible things they do.”
Further reading:
For more information on how you could support your volunteers, check out the following articles:
