The first question to ask is whether or not this is really necessary. If some tasks are too physically demanding, then can the role be changed to avoid them?
Certainly there should be no arbitrary age limits on volunteering, and organisations that impose a 'retirement age' on their volunteers are behaving in an unfair and discriminatory way. Although the forthcoming legislation on age discrimination in the workplace won't apply to volunteers, it’s time for volunteer-involving organisations to think hard about whether their age-related policies are necessary.
It also helps to take a wider look at the outcome of the volunteering. Someone who makes clients feel welcome with a friendly face may be as invaluable as a volunteer who is extremely efficient at paperwork, for example. Flexibility is the key: talk to the volunteer about their work, and try to draw up a role description with tasks that are more suited to their changing capabilities.
Where there is really no alternative to asking a volunteer to leave, this has to handled with a great deal of sensitivity. Like all volunteers, older people volunteer for a wide range of reasons. These may include the wish to feel useful, for companionship, to utilise skills that may not have any other outlet, or to regain confidence. Be ready with suggestions on where they may be able to achieve their aims elsewhere – perhaps other organisations might offer suitable voluntary opportunities. If possible, continue to include them in the social life of the organisation. It is also important to show gratitude for the work the volunteer has done.
