Volunteer time off (VTO)

Volunteer time off, often referred to as VTO, is a paid leave benefit that allows employees to step away from work to contribute their time to charitable and community-focused organizations. It’s typically part of a company’s broader corporate social responsibility (CSR) efforts and helps align business practices with values that matter to both the company and its workforce.

As more job seekers prioritize social impact, offering paid volunteer hours is one way employers, especially those using platforms like Beyond, can stand out and attract purpose-driven talent.

The Purpose and Growing Popularity of Volunteer Time Off

VTO is a separate benefit from traditional paid time off, like vacation or sick leave. It doesn’t affect PTO accruals and is often provided as an additional perk to support employee engagement in nonprofit work.

With CSR initiatives becoming increasingly central to company culture, volunteer time off has gained traction. In fact, studies have shown a steady increase in companies supporting employee volunteerism, nearly half of U.S. employers offered such programs in 2022, up significantly from prior years.

CSR goes beyond community service, it includes commitments to:

• Equity and inclusion
• Fair wages and working conditions
• Environmental responsibility
• Health and safety
• Ethical governance
• Labor rights and anti-corruption efforts

Volunteer time off enables employees to participate in activities that reflect these values—whether helping at food banks, supporting educational nonprofits, or participating in environmental clean-up efforts.

Volunteer Time Off vs. Voluntary Time Off

Though both share the VTO acronym, these two policies are quite different:

• Volunteer time off is paid leave that employees use to give back to community-based or nonprofit organizations.
• Voluntary time off is unpaid leave that helps employees balance personal needs or allows employers to manage workforce costs.

If you’re looking for more details on unpaid leave, refer to our separate guide on voluntary time off.

Why Offer Volunteer Time Off?

Here are a few compelling reasons for companies to implement VTO:

• Talent attraction and retention: Socially conscious employees gravitate toward employers that support causes they care about.
• Higher engagement: Giving back builds a stronger sense of purpose and commitment.
• Stronger team connections: Group volunteer activities unite employees, remote and on-site, around a shared mission.
• Brand reputation: VTO reflects a commitment to social change, which resonates positively with customers, partners, and prospective hires.

Challenges to Consider

Despite the many benefits, companies should also be aware of potential downsides:

• Voluntariness must be clear: Participation should always be optional, no one should feel pressured to join.
• Policy misuse risks: Without clear guidelines, employees may use the benefit for personal gain or for causes that don’t align with company values.
• Administrative complexity: Tracking hours, verifying organizations, and managing time-off requests can be time-consuming without the right systems in place.
• Possible productivity loss: Absences need to be planned to avoid disruption, but this can be mitigated with thoughtful scheduling.

Building a Volunteer Time Off Policy: What to Include

A well-designed VTO policy helps ensure the program is fair, consistent, and legally sound. Key elements to include:

1. Purpose of the VTO Program: Make the company’s intention clear so employees understand the “why.”
2. Allocation of VTO Hours: Specify how many hours are available each year and whether they’re granted up front or earned over time.
3. Eligibility Rules: Clarify which employees qualify (e.g., full-time only, after a probation period, etc.).
4. Disqualifications: Define when an employee may lose eligibility, such as poor performance or disciplinary actions.
5. Guidelines from the Department of Labor: Ensure the policy aligns with federal rules on volunteerism.
6. Approved Organizations List: Outline acceptable types of nonprofits and causes.
7. Approval Workflow: Explain how to submit a VTO request, expected timelines for approval, and who manages disputes or questions.

Important Note: Be clear about the types of organizations not allowed under your VTO policy, such as any that discriminate based on race, gender, religion, sexual orientation, disability, or similar protected classes.

If you’re managing policies through Beyond, it becomes easier to track VTO hours, automate approvals, and keep your CSR programs running smoothly.