Current megatrends, such as demographic change, have a huge impact on a wide range of industries. To a certain extent, the voluntary sector needs to adjust to changes in its structure of employees in the future. NPOs, which in any case are faced with a critical financing situation, also depend heavily on voluntary helpers whose acquisition (at least to a large extent) can not be carried out through traditional job vacancies. The health and social sector in particular plays a special role in this field, since the ratio of full-time employees to voluntary workers is almost one, and in this sector especially the area of elder care follows other rules than, for example, the area of paramedics. This is also accompanied by other motives regarding the donation of time. A presentation of different segmentation criteria, on the basis of which donations can be differentiated, is intended to clarify what can be understood under these aspects. As far as the donors are concerned, it is analyzed who can be considered as such at all. For this purpose, the literature provides many definitions but the contents of them are sometimes very different. The research on this topic is carried out by means of a partly structured guideline in the form of a personal survey. Using the Volunteer Functions Inventory as well as further motifs from the literature, the most important motives for a voluntary activity in the elderly sector are examined. The results show that the internalization is the main motivation. The results with regard to the also investigated framework conditions demonstrate that in this context, the approach of potential voluntary employees, by means of a positive word of mouth of the already engaged, represents the most effective method of acquiring.