Industry
Charity Staff Wellbeing: A Guide for Charity Leaders
People work in charities because they care. They support vulnerable people, campaign for change and keep vital services running, often with limited resources and rising demand.
That commitment is the sector’s greatest strength, but it can also put staff at risk of stress and burnout. This guide is for charity leaders, trustees, HR teams and managers. It covers what the research says, the pressures your people face and the practical steps you can take to protect their wellbeing, even on a tight budget.
Charity staff wellbeing in numbers
The 2025 Scottish Voluntary Sector Workforce Survey, run by SCVO, Volunteer Scotland and Charity Leadership Scotland, heard from over 1,300 people working and volunteering in the sector. It found that:
Over half of paid staff regularly experience high stress
1 in 5 had taken time off because of work-related stress, about double the rate of a decade ago
Nearly three quarters of paid staff reported increased workloads over the past year
Only 51% said their organisation genuinely prioritises staff wellbeing
49% reported a good work-life balance, down from 60% in 2015
1 in 5 said their pay doesn’t cover their basic needs
39% said they were quite or highly likely to leave their job within 12 months
Research across the UK shows a similar picture. The VCSE Barometer from Pro Bono Economics and Nottingham Trent University found that 3 in 10 charities had seen an increase in staff burnout or work-related exhaustion. 57% had seen more staff struggling with the cost of living.
The pressures charity teams face
Rising demand and limited resources
Many charities are seeing more people come to them for help, while funding stays tight. Staff often feel they have to do more with less, and it can be hard to say no when people are relying on them.
Emotionally demanding work
Frontline staff often support people through crisis, trauma, illness, poverty or loss. Hearing difficult stories day after day can take a toll, even for experienced workers.
Funding insecurity
Short-term grants and fixed-term contracts can leave staff unsure whether their job will continue. Restructures and funding cuts add further uncertainty.
Pay and the cost of living
Pay in the sector is often lower than in comparable roles elsewhere. Money worries can affect sleep, concentration and overall wellbeing.
Pressure on leaders and managers
Chief executives and senior managers carry responsibility for funding, staff and services. The Scottish survey found that 69% of CEOs regularly experience high stress, and many leaders find it hard to switch off.
Supporting volunteers
Many charities rely on volunteers, and staff often manage them alongside their own roles. Volunteers can face many of the same pressures and need support too.
Warning signs to look out for
Managers and colleagues are often the first to notice when someone is struggling. Signs can include:
Working long hours or regularly working during annual leave
Seeming tired, withdrawn or less engaged
More irritability, tearfulness or cynicism about the work
Feeling responsible for everything and finding it hard to switch off
More sickness absence or lateness
Mistakes or missed deadlines
Talking about feeling overwhelmed, hopeless or wanting to leave
If you notice these signs, a quiet, private conversation is a good first step. You don’t need to have all the answers. Listening and helping someone find support can make a real difference.
Practical steps to support charity staff
Make wellbeing part of how you work
Make wellbeing a standing item in team meetings and one-to-ones
Involve trustees, so staff wellbeing is seen as a board-level priority
Lead by example, with leaders taking breaks and leave
Manage workloads and boundaries
Review caseloads and workloads regularly, especially when demand rises
Be clear about what the charity can and can’t take on
Discourage working during annual leave and outside normal hours
Support staff in emotionally demanding roles
Offer regular supervision or reflective practice
Hold debriefs after difficult cases or incidents
Rotate particularly demanding tasks where possible
Be open about funding and change
Share what you can about funding decisions and timescales
Give as much notice as possible about restructures or contract changes
Support everyone affected, including those who stay
Support leaders as well as staff
Encourage peer support networks for chief executives and senior managers
Make sure leaders can access confidential support too
Share responsibility for difficult decisions with trustees
Get good value from your wellbeing budget
Supporting staff doesn’t have to be expensive. Flexible working, good line management and clear communication cost little but make a big difference. An EAP is also a cost-effective way to give every employee professional support.
How an EAP helps charities
An Employee Assistance Programme (EAP) gives your whole team confidential support whenever they need it. With Wisdom Wellbeing, your staff can access:
A 24/7 confidential helpline for emotional, practical and financial support
Short-term structured counselling with qualified counsellors
Financial and debt advice for staff dealing with money worries
Legal information
The Wisdom app, with self-help tools, wellbeing content and the Wisdom Academy e-learning courses
Manager support and guidance on handling difficult conversations
Critical incident support after traumatic events
For charities with tight budgets, an EAP is an affordable way to make sure everyone has somewhere to turn, whatever their role.
Find out more about our EAP and wellbeing support for charities and the third sector. If your charity delivers care services, our guide to staff wellbeing in social care may also help.
FAQs
Why is burnout common in the charity sector?
Charity staff often face rising demand, limited resources, emotionally demanding work and funding insecurity. The 2025 Scottish Voluntary Sector Workforce Survey found that over half of paid staff regularly experience high stress.
How can small charities support staff wellbeing on a budget?
Start with low-cost steps such as flexible working, regular check-ins, clear boundaries and good line management. An EAP is also an affordable way to give every employee access to confidential, professional support.
How can charities support staff who do emotionally demanding work?
Offer regular supervision or reflective practice, hold debriefs after difficult cases and rotate demanding tasks where possible. Make sure staff know how to access confidential counselling if they need it.
Should charities offer wellbeing support to volunteers?
Volunteers can face many of the same pressures as paid staff, especially in frontline roles. Clear roles, regular check-ins and access to support help volunteers stay well and keep giving their time.
What does an EAP offer charities?
An EAP offers a 24/7 confidential helpline, short-term counselling, financial and legal information, manager support and self-help tools through an app. It gives every employee somewhere to turn, whenever they need it.
Sources
SCVO, Scottish Voluntary Sector Workforce Survey 2025: Executive Summary
Wisdom Wellbeing
Wisdom Wellbeing provides clinically led Employee Assistance Programmes to organisations across the UK and Ireland. Specialising in mental health and wellbeing, we publish practical guidance for employees, employers and business owners, including articles written by our counsellors to offer expertise from a clinical perspective. We also write for students at college and university who want to improve and maintain their mental wellbeing.
Support your employees with an EAP
With an Employee Assistance Programme (EAP) from Wisdom Wellbeing, we can offer you practical advice and support when it comes to dealing with workplace stress and anxiety issues.
Our EAP service provides guidance and supports your employees with their mental health in the workplace and at home. We can help you create a safe, productive workspace that supports all.
