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About this tool
Draft a volunteer agreement with role, hours, conduct, confidentiality and reimbursement terms that stay clear of an employment relationship.
A volunteer agreement records what an organisation and a volunteer have agreed — role, hours, supervision, confidentiality and expenses — while deliberately stopping short of creating an employment relationship. This generator builds that document from your inputs and does the arithmetic behind it: total hours across the placement, the travel and meal reimbursement budget, and a check on whether a fixed monthly payment exceeds the expenses actually budgeted, which is the point at which a payment starts to look like wages. It also offers the clauses Indian nonprofits are most often asked for, including the POSH clause that applies because Section 2(f) of the 2013 Act treats a person working on a voluntary basis as an employee.
Open Volunteer Agreement Generator on AltFTool — it loads instantly in your browser.
Provide your input — an image, text, or data.
Let the tool analyze or generate the result.
Review, refine, and reuse the output wherever you need it.
Every draft states that no wages are payable and that reimbursement covers actual expenses only.
Travel and meal reimbursement are computed across the whole placement, not left as a rate on a page.
Data protection, safeguarding, POSH, insurance, IP and publicity clauses switch on and off as the role needs.
It is normally written not to be a binding contract of employment or service, and most organisations state that expressly. The confidentiality and safeguarding obligations are still meant to bind, and a court looks at the substance of the arrangement — control, payment and integration — rather than the label on the document.
Reimbursement of expenses actually incurred, against receipts, is safe. A fixed payment that exceeds those expenses starts to look like wages and can pull the arrangement into employment law and tax, so the tool compares the fixed payment against the reimbursement budget and warns when it is higher.
Yes. Section 2(f) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 defines 'employee' to include a person engaged on a voluntary basis, whether for remuneration or not. Volunteers can therefore complain to the Internal Committee, and the organisation should share its contact details with them at induction.
A declaration and background check, a rule that the volunteer is never alone and unsupervised with a child, and an express acknowledgement of the mandatory reporting duty under Sections 19 and 21 of the POCSO Act, 2012 — failure to report can attract imprisonment of up to six months, or up to one year for a person in charge of an institution.