Volunteers bring significant value - to themselves, and to the organisations they contribute to. For neurodivergent individuals the benefits can be especially powerful: building skills, confidence, belonging and social connection.

The story of Tom Boyd recently captured the nation’s attention. Beyond the human-interest angle, Tom’s experience raises critical lessons for organisations about compliance, volunteer management, and training.

Tom Boyd’s story: A lesson in volunteer support

Tom, a 28-year-old neurodivergent man, volunteered at Waitrose in Cheadle Hulme, Manchester, for four years. Supported by a care worker, he worked mornings, developing valuable workplace skills.

When he requested “just a few paid hours,” the response was reportedly that he could no longer volunteer there – a decision that prompted national outrage. Following public attention, Asda offered Tom paid shifts, showing a positive resolution.

While heartwarming in the end, the story highlights how organisations can inadvertently fall short when supporting neurodivergent volunteers – especially around boundaries, expectations, and compliance.

Why inclusion and compliance matter

Volunteering has clear benefits:

• For volunteers: it develops skills, confidence, teamwork, and social awareness.
• For organisations: it strengthens community engagement, demonstrates social responsibility, and fosters a diverse, inclusive environment.

Yet inclusion isn’t just a “nice-to-have.” Organisations must also meet legal obligations and manage risk effectively:

• Volunteer status: Volunteers are usually not employees or workers. This means standard employment rights – such as minimum wage or statutory protections -may not apply.
• Health and safety duties: Organisations have a legal duty to ensure the safety of volunteers, including risk assessments and appropriate supervision.
• Equality and reasonable adjustments: When volunteers have disabilities, including neurodivergence, organisations may have obligations under the Equality Act 2010, particularly if volunteers interact with the public or contribute to service delivery.

With the legal framework under review – including protections for unpaid work and volunteers – organisations need to be proactive. Training and clear policies are essential to stay compliant and avoid reputational or legal risk.

Embedding compliance through training

Organisations can take practical steps to support neurodivergent volunteers safely and inclusively:

1. Volunteer induction and role clarity

• Provide a clear induction covering responsibilities, working hours, supervision, support mechanisms, and policies on inclusion.
• Role descriptions should clearly distinguish volunteers from employees to avoid misclassification risks.

2. Supervisor training on neurodiversity and adjustments

• Equip staff to understand neurodivergent needs, communicate effectively, and provide reasonable adjustments.
• Training should cover compliance obligations under health and safety law, the Equality Act, and organisational policies.

3. Ongoing review and support

• Implement regular check-ins to ensure adjustments remain effective and volunteers feel supported.
• Maintain simple logs of adjustments and outcomes to demonstrate due diligence and a proactive approach.

4. Policy and governance framework

• Include volunteers explicitly in inclusion, equality, and health and safety policies.
• Ensure policies are regularly reviewed and informed by input from neurodivergent volunteers and experts.
• Document guidance and procedures to support training and accountability.

Learning from Tom: Neuro-inclusive practices

Initiatives such as the Bee Neuroinclusive Code of Practice – part of the Greater Manchester Good Employment Charter – provide practical guidance for organisations seeking to embed neurodiversity into workplace culture. Key recommendations include:

• Making dynamic, individualised adjustments.
• Sharing best practices across teams.
• Regularly reviewing policies with input from neurodivergent individuals and specialists.

Even small steps, consistently applied, can create a psychologically safe and compliant environment for volunteers, ensuring everyone can contribute meaningfully.

If you’d like help supporting your neurodivergent employees or want to explore compliant ways to manage sensitive disputes, our team can help you get prepared. Contact: 0330 053 9345.