Resources

Employing Staff

More charities in Guernsey are choosing to employ staff rather than rely solely on volunteers. Employing people can help your charity deliver its mission, improve continuity, and bring in specialist skills. However, it also brings important legal and practical responsibilities, and your charity’s legal structure and financial situation is a key consideration before taking on staff.

Understanding Employment Law in Guernsey

Charities that employ staff must comply with Guernsey Employment Law, including the Conditions of Employment (Guernsey), related regulations, and best practice guidance for charities. Key points include:

  • Written terms of employment – Provide a written statement of terms and conditions (or contract) within the first four weeks of employment, outlining pay, hours, holidays, notice periods, and other key terms.

  • Minimum wage – Pay employees at or above the statutory minimum wage.

  • Employer obligations – Treat employees fairly, maintain accurate payroll records, and comply with notice and termination rules.

Providing proper written employment terms is a legal requirement and helps protect both your charity and its staff, and reduces risk of disputes.

Employer and Employee Rights

Both employers and employees have rights under Guernsey law:

  • Fair treatment and anti-discrimination – Employees are protected against discrimination on grounds including age (applicaple end of 2026), sex, race, disability, carer status, religion or belief, sexual orientation, or pregnancy. Charities must ensure recruitment, pay, promotions, and workplace treatment are fair and non-discriminatory.

  • Employment tribunals – Employees can bring complaints about breaches of employment law, unfair dismissal, or discrimination to the Employment & Discrimination Tribunal, which can award remedies or compensation.

  • Secondary pensions – Employers in Guernsey are required to offer a secondary pension (occupational or workplace pension) separate from the State Pension. Contributions must meet legal minimums, and employers must provide information to staff about the scheme.

LINK Employment Rights Guide | EEOS

Practical Pointers for Charities

To get the best out of your staff and remain compliant, consider the following:

  • Sustainable funding – Have a reliable funding plan to cover salaries, training, equipment, and operations, ensuring staff and projects are supported consistently.

  • Line management – Depending on the number of employees, decide who on the board or leadership team will act as line manager for staff. Clear reporting lines help staff understand expectations and support accountability.

  • Equipment and resources – Ensure staff have the tools, technology, and workspace they need to perform their roles safely and effectively.

  • Staff development – Offer training, mentoring, and opportunities for skill development, and encourage staff to network with peers through the Association of Guernsey Charities to share knowledge and best practice.

  • Support and wellbeing – Consider the support staff needs, including supervision, guidance on policies, and mechanisms for raising concerns.

  • Policies and procedures – Ensure up-to-date policies are in place covering discipline, grievance, capability, absence, health & safety, safeguarding and data protection. Policies are usually referenced in contracts to provide clarity on expectations and responsibilities.