Volunteer Time Off (VTO) programs are one of the fastest-growing forms of corporate philanthropy. Through these initiatives, businesses give employees paid time off to volunteer with nonprofits of their choice. For nonprofits, that means new volunteer hours, professional expertise, and even additional funding opportunities through volunteer grants.

But while the potential is significant, many nonprofits hesitate to embrace VTO. They may assume programs are rare, too complicated to manage, or not worth the effort. As a result, nonprofits sometimes miss out on connecting with ready and willing volunteers who want to make a difference.

In this article, we’ll explore and debunk five common myths nonprofits believe about VTO. By reframing these misconceptions, your organization can unlock new opportunities to strengthen community partnerships, engage supporters, and grow your impact.

Ready to dive in and uncover the real truths behind volunteer time off programs? Let’s begin.

Myth 1: Few Companies Offer VTO Programs

It’s easy to think VTO programs are rare perks limited to a handful of Fortune 500 companies. Nonprofits sometimes assume only the biggest corporations offer them, so they hesitate to invest in outreach.

Reality: VTO adoption is expanding rapidly across industries and business sizes.

  • According to Double the Donation research, 65% of U.S. companies now offer paid volunteer time off, with growth fueled by employee demand for purpose-driven benefits.

  • Mid-sized and even small businesses increasingly provide VTO, recognizing its role in employee engagement and retention.

  • Nonprofits don’t need to wait for massive corporate partners. Chances are, companies in your own community already provide employees with volunteer hours to use.

Takeaway for Nonprofits: Don’t assume VTO opportunities are scarce. By highlighting your volunteer needs and building relationships with local employers, you can tap into a growing trend that benefits nonprofits of every size.

Myth 2: Employees Don’t Want to Participate in VTO

Some nonprofits worry that even if companies offer VTO, employees won’t actually use the benefit. They assume work responsibilities take priority, or that employees aren’t interested in spending paid time volunteering.

Reality: Employees are eager to take advantage of VTO—if given accessible, meaningful opportunities.

  • Research shows that 71% of employees say it’s important to work at a company that supports giving and volunteering (America’s Charities).

  • VTO lowers barriers to entry. Employees no longer need to choose between volunteering and using limited vacation time or scheduling volunteer activities outside of work hours.

  • Many workers view VTO as a chance to explore new causes, develop skills, or connect with colleagues through shared service.

Takeaway for Nonprofits: Employees want to volunteer; they just need clear, welcoming opportunities. By creating flexible projects, offering both in-person and remote roles, and promoting your needs on company volunteer portals, nonprofits can capture this energy and turn it into impact.

Myth 3: VTO Volunteers Only Want Group Service Days

It’s common for nonprofits to think of VTO exclusively in terms of large, one-day events where dozens of corporate volunteers show up to paint walls or clean up a park. While those events have value, assuming they’re the only format can limit your reach.

Reality: Employees want variety in how they use their VTO, and your organization can support them in doing so.

  • Skill-based volunteering: Many professionals prefer projects where they can use their expertise, such as IT support, marketing campaigns, or strategic planning.

  • Ongoing opportunities: Some employees use VTO to try out a role and then return outside work hours as long-term volunteers.

  • Micro and virtual volunteering: Quick, flexible opportunities are increasingly popular, especially for remote or hybrid employees.

Nonprofits that diversify their VTO opportunities often discover unexpected benefits beyond just filling short-term needs. By offering options like skills-based or ongoing volunteer work, you can strengthen relationships with employees who may later become advocates, donors, or even board members.

Myth 4: VTO Creates Too Much Work for Nonprofits

A common concern is that hosting VTO volunteers will overwhelm staff. Nonprofits may fear extra scheduling, paperwork, or orientation demands.

Reality: With the right processes, VTO can be easy to manage and highly rewarding for nonprofits and volunteers alike.

  • Use existing volunteer infrastructure. VTO participants can join the same onboarding, training, and scheduling systems you already use.

  • Start small. You don’t have to accept a 30-person group right away. Welcoming just a few volunteers at a time helps ease capacity concerns.

  • Leverage technology. Tools like volunteer management systems or workplace giving platforms streamline sign-ups, reminders, and reporting.

Example: A local food bank creates a recurring two-hour VTO shift each week for up to five volunteers. With a consistent schedule and clear tasks, staff know what to expect, and employees can plan ahead with their employers.

Takeaway for Nonprofits: Hosting VTO volunteers doesn’t have to be complicated. By starting small and using the right tech tools, you can manage these relationships without overburdening your team.

Myth 5: VTO Doesn’t Lead to Long-Term Impact

Some nonprofits hesitate to prioritize VTO because they assume it’s a one-off event. The myth is that employees use their hours once, never return, and don’t make a lasting difference on the nonprofit’s overall cause.

Reality: VTO can, in fact, spark long-term engagement and even financial support for your mission.

  • VTO volunteers often become recurring volunteers, donors, or advocates once they’ve had a positive first experience.

  • Many companies also offer volunteer grants, or monetary donations provided to nonprofits when employees track their hours. This means every VTO shift has the potential to generate additional revenue, too.

  • Storytelling and follow-up help retain VTO volunteers. Thanking them, sharing impact updates, and inviting them to return makes it more likely they’ll stay connected.

Example: A nonprofit animal shelter welcomes an employee group for a one-day VTO event. Afterward, one participant signs up to foster animals, another joins the monthly donor program, and the company submits a volunteer grant request for the group’s hours. That’s a lot of lasting support!

Takeaway for Nonprofits: VTO is not just a “quick win.” With thoughtful engagement, it can become a long-term pipeline for volunteers and financial support.

Conclusion: Unlocking the Full Potential of VTO

Volunteer Time Off programs are not rare, complicated, or ineffective. They’re opportunities for nonprofits to welcome new supporters, tap into corporate partnerships, and strengthen their missions. By debunking myths about availability, interest, formats, coordination, and impact, nonprofits can position themselves to fully embrace VTO.

When your team sees VTO as a pathway, not a burden, you’ll uncover a steady stream of motivated volunteers who want to give their time, skills, and resources to your cause.

Grow Corporate Volunteerism with Double the Donation

If your nonprofit is ready to make the most of corporate volunteer time off (VTO) programs, the right tools can help you uncover more opportunities and deepen supporter engagement. Double the Donation’s volunteering solutions simplify the process by connecting your organization to VTO benefits, guiding volunteers through next steps, and helping you track and grow revenue from volunteer grants. Equip your team with the insights and automation needed to turn volunteer hours into lasting impact.

Get a demo today to see how Double the Donation Volunteering can strengthen your engagement strategy.