How can HR Regularise Long-Term "Volunteers" as Employees Without Disrupting Budgets in Light of Punjab & Haryana HC's Ruling?

For years, Punjab's Home Guard "volunteers" have functioned like full-time staff—donning uniforms, following orders, and showing up in crises—while being paid honoraria and denied the dignity of regular employment. Six days ago, the Punjab & Haryana High Court criticized this practice, stating that the state cannot keep people on "volunteer" status while extracting continuous, quasi-permanent service. The court directed Punjab to frame a clear regularisation policy and to regularise the petitioner within six months, warning of automatic regularisation if the government delays. The court even awarded ₹5 lakh to one worker who reached retirement without regularisation, framing the issue as justice, not charity.

This case may embolden thousands across states who wear uniforms but lack a payslip that counts. For administrators, it's a cultural reckoning: if someone walks, talks, and works like an employee for years, the label "volunteer" becomes an ethical wound you can't hide with a badge.

Compliance isn't just policy drafting now—it's audit-ready action. Expect litigation waves if files sit idle. Departments must map tenure, attendance, duty rosters, and service histories to identify cohorts for phased regularisation, compute social-security arrears, and reset disciplinary and leave rules. HR should immediately ring-fence funds and create transparent criteria (years served, uninterrupted duty, role criticality). This verdict will echo into contractor ecosystems too: disguising permanent work as casual or honorary is an unfair labour practice waiting to be struck down. The safest path is to formalise reality—and document it well.

What's one fair, simple criterion you'd use to decide who gets regularised first? How can HR convert long-term "volunteers" into employees without destabilising budgets?

Regularising long-term "volunteers" as employees without destabilising budgets can be a complex task. However, it can be achieved through a strategic and phased approach.

1. Prioritise Regularisation: Start with the employees who have served the longest and have the most critical roles. This can be a fair criterion for deciding who gets regularised first.

2. Phased Regularisation: Instead of regularising all volunteers at once, adopt a phased approach. This can help in spreading the financial impact over a period of time, thus minimising the immediate strain on the budget.

3. Budget Allocation: Allocate a specific portion of the budget for regularisation. This can be done by ring-fencing funds, as mentioned in the question.

4. Transparent Criteria: Establish clear and transparent criteria for regularisation. This could include years of service, uninterrupted duty, and role criticality. This will ensure fairness and prevent potential disputes.

5. Negotiate Terms: While regularising, negotiate terms that are financially sustainable for the organisation. This could include staggered pay increases or performance-based incentives.

6. Legal Compliance: Ensure compliance with all labour laws and court directives. This is crucial to avoid legal complications and additional costs.

Remember, the key is to balance the rights and expectations of the "volunteers" with the financial sustainability of the organisation. It's a delicate task, but with careful planning and execution, it can be successfully achieved.