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Turning Intention into Action: Unlocking the true value of employee volunteering

By Sheena Hales 

A cut out image of Royal Voluntary service Marketplace consultant Sheena Hales

Across the UK, businesses are clear: they want to support their people to give back

Sixty-two percent of employers already offer paid volunteering time. And yet, last year, 140 million hours went unused — a £32.5 billion missed opportunity for the economy, communities, and employees themselves. 

The intention is strong. But too often, intention gets stuck at the policy stage and never reaches the pavement.

A female professional working at an office

Why the gap persists 

From years of working across business, government, and charities, I’ve seen the same barriers come up time and again:

  • Employees don’t always know what’s on offer.
  • Volunteering feels like an “extra” rather than part of working life.
  • Programmes don’t flex around workloads or personal lives.
  • Opportunities don’t always align with business priorities or people’s skills.

When this happens, volunteering days become an unused benefit — well-intentioned, but invisible. 

A female professional woking during a volunteering day at a warehouse

Why action matters 

The cost of inaction is real. Those unused hours represent not only billions to the economy, but also lost chances to:

  • strengthen communities
  • support employee wellbeing by tackling burnout, building purpose, and fostering resilience
  • build a stronger sense of belonging and pride in the workplace
  • increase engagement and retention
  • deliver meaningfully on ESG and CSR commitments.

Wellbeing, belonging, and pride aren’t “nice to have” in today’s workplaces — they’re fundamental to performance. When employees feel connected to their organisation’s impact, they bring more of themselves to work. That pride fuels resilience, engagement, and sharper business outcomes. 

From policy to practice: practical enablers 

The good news? Unlocking this value doesn’t require a complete overhaul. It requires a sharper, more human approach: 

  • Communicate with clarity

    Make volunteering visible — from onboarding through to internal comms. Celebrate the stories, not just the stats, because every story reinforces a culture of belonging and pride.

  • Offer real flexibility

    One size doesn’t fit all. Blend one-off events, team challenges, skills-based projects, and even virtual volunteering.

  • Lead from the top

    Senior leaders who show up signal that volunteering is part of culture, not a box-ticking exercise.

  • Align with strategy

    Anchor volunteering to ESG themes and values that matter to the business. This creates resonance and longevity.

  • Track and share impact

    Measure hours, outcomes, and stories. Share them internally and in ESG/CSR reporting to reinforce the value.

  • Partner smartly

    Platforms like the Royal Voluntary Service Volunteering Marketplace connect employees to meaningful, accessible opportunities.

Final word 

Intention only matters if it translates into action. Businesses that bridge this gap will see thriving communities, healthier and more resilient employees, and cultures built on belonging and pride — all while delivering sharper results against ESG goals.

The challenge is simple: don’t let those 140 million hours go to waste. The opportunity is waiting — to turn intention into impact, policy into practice, and good will into good business. 

Author: Sheena Hales | Royal Voluntary Service Marketplace Consultant 

See Sheena's profile