In every corner of the nonprofit world, there’s a common thread—passion. Passion to help, passion to solve problems, passion to serve. And often, volunteers are the lifeblood of that passion. But while many NGOs are quick to accept “helping hands,” few stop to ask: what are the legal, structural, and ethical implications of engaging volunteers?
If you’re running or managing an NGO in Nigeria, you need to know this: volunteers are not just “helpers.” They are stakeholders, brand ambassadors, and in many cases, your organization’s first impression. Handling them well—both legally and professionally—can define your NGO’s success. Mismanaging them? It can expose you to risk, legal liability, or worse—loss of public trust.
Start with Structure, Not Sentiment
Too often, NGOs start with “we need help,” and end up with “we didn’t expect this mess.” Before you begin recruiting volunteers, establish a framework.
- Define Roles Clearly:
What exactly do you need volunteers for—event planning, field work, fundraising, digital content? Draft a clear Volunteer Role Description just as you would for a paid position. - Time Commitment and Expectations:
Is the commitment one-time, weekly, or project-based? Volunteers deserve to know what they’re signing up for, and you need clarity to avoid disappointment or over-dependence.
Legal Considerations: Volunteers Are Not Staff—But Still Count
Nigeria currently lacks a central Volunteer Law, but that doesn’t mean volunteers are “outside the law.” Here are key legal checkpoints:
- No Employment Relationship:
Volunteers must not be compensated like staff. If you start offering regular stipends, transport allowances, or gifts without documentation, regulators (or a court) may infer employment. - Sign a Volunteer Agreement:
This isn’t an employment contract. But it should outline the nature of the work, expected conduct, term of service, confidentiality clauses (if needed), and clear disclaimers that the engagement is voluntary. - Insurance and Safety:
If your volunteers are engaging in fieldwork—e.g., health outreach, rural education—what happens in case of injury? Many NGOs overlook this. Consider group insurance or a waiver form. - Data Privacy and Access:
Volunteers who handle personal data must adhere to the Nigeria Data Protection Act (NDPA, 2023). Draft internal policies to control access to sensitive beneficiary or donor information.
Recruitment Strategy: Don’t Just Post a Flyer
Your recruitment process must be as intentional as that of a business hiring talent.
- Be Clear, Honest, and Inclusive:
Post on relevant platforms: LinkedIn, Instagram, youth hubs, and university notice boards. State what you need, what you’re offering (e.g., certificates, exposure, training), and how selection will be done. - Interview and Screen:
Yes, volunteers are unpaid—but they will represent your NGO’s values and mission. Don’t skip the due diligence. A simple interview or task-based screening works. - Offer Orientation and Onboarding:
A 2-hour onboarding that covers your NGO’s mission, code of conduct, and safeguarding policy can go a long way. This is also where your Volunteer Handbook comes in.
Real-World Example: When Volunteers Become the Face of the NGO
In 2021, a youth-led NGO in Abuja hosted a large-scale community food outreach. Over 50 volunteers were engaged, but the organization failed to orient them. One volunteer livestreamed sensitive interaction with recipients, breaching privacy and exposing the NGO to backlash. The event went viral for the wrong reasons.
The NGO later implemented a Volunteer Policy, mandatory orientation, and photo consent protocols. Lesson learned—every volunteer needs to be briefed, documented, and supervised.
Retention, Motivation, and Growth
It’s not just about recruiting volunteers—it’s about keeping them engaged.
- Recognize and Celebrate:
Simple tokens, certificates, LinkedIn recommendations, and appreciation posts go a long way. - Offer Learning Opportunities:
Volunteers, especially young people, are looking to build skills and networks. Create micro-roles (Team Lead, Content Manager, Logistics Assistant) and let them grow. - Maintain a Volunteer Database:
Build a database of past and current volunteers with their skills and availability. It saves you time during future projects.
Avoid These Common Mistakes
- Treating volunteers like “free staff” and demanding unrealistic hours.
- Offering payments or gifts without documentation—this can trigger tax or labour issues.
- Ignoring complaints, harassment, or internal disputes. Volunteers have rights, even if informal.
- Failing to document contributions or offer proof of service—many volunteers want records for job or school applications.
Volunteers are not liabilities. They are assets—if managed properly. Having a structured, legally-sound volunteer program boosts your credibility with donors, ensures safety, and builds a culture of excellence.
And here’s the truth: most volunteers will forget what you gave them, but not how you made them feel. So, make it count—and make it right.
If you want help creating a Volunteer Policy, Agreement Templates, or Onboarding Guide, I’m happy to assist. Contact dmjglobalconsult@gmail.com to get started.
