Organisations are understandably aware of the dangers of creating a contract with their volunteers, and can be reluctant to have any form of written agreement with them. However, as long as the organisation avoids any form of obligation or contractual language any risk is outweighed by the benefits of having a written agreement.
Agreements set out the organisation's commitment to its volunteers, and what it can expect from its volunteers. They act as a reference point for the volunteers, and a reminder to the organisation that it should meet the standards of good practice that it has set itself. A typical agreement might state that the organisation will pay volunteer expenses, provide adequate training and supervision, carry out adequate risk assessments, and treat volunteers in accordance with its equal opportunities policy. Volunteers would agree to follow the rules and procedures of the organisation, and meet time commitments, giving adequate notice if this is not possible.
Any hint of obligation - volunteers agreeing to volunteer for the next six months, for example - runs the risk of the document being seen as contractual. It is better to talk of hopes and expectations, with the understanding that volunteers are free to come and go.
It is also a good idea to put some form of disclaimer into the document, to the effect that the agreement is in honour only, and is not intended to be a legally binding contract of employment. Such a disclaimer is likely to be disregarded if the document is clearly contractual however.
You can find two model volunteer agreements in our information sheet: Sample Volunteer Agreements
