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Volunteers are not paid for their time but may receive money from the organisation to cover expenses such as food, drink, travel or any necessary equipment care should be taken to ensure that no more than expenses are paid.
There is a further speci c category of staff available to charities, and that is
a “voluntary worker”. Broadly, this is an arrangement whereby it is accepted that the staff member is a “worker” but that they should not be entitled to the national minimum/living wage.
It is good practice to have a volunteer agreement of a volunteering policy.
IS IT OK TO SAY THAT WE WILL ONLY RECRUIT PRACTISING CATHOLICS?
The Equality Act 2010 provides protection from discrimination in the workplace. However, an exception set out in the Equality Act allows employers to discriminate where a particular characteristic (for example, religion) is necessary for the job. This occupational requirement exception would allow an organisation to discriminate lawfully in limited circumstances. The employer may discriminate where, having regard to the nature or context of the work, being a practising Catholic is an occupational requirement.
So, for example, it is likely to be acceptable to limit a ministerial role to a practising Catholic, but not a member of the nance department, or a cleaner, for example.
WHAT IS THE DIFFERENCE BETWEEN THE MINIMUM WAGE AND THE LIVING WAGE?
The national minimum wage is a minimum hourly rate of pay which applies to workers aged 16 or over and employers, regardless of their size, are obliged to pay their employees this hourly rate of pay.
The national living wage, introduced in April 2016, applies to all employees aged 25 or over and the current rate stands at £7.20 per hour. Therefore, anyone under the age of 25 will only be in receipt of the national minimum wage.
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