Before you begin: onboarding does not replace legal checks, the employment contract, health and safety duties or role-specific training. Assign an owner and date to every action.
01
Before the employee starts
Remove avoidable uncertainty and make sure the practical essentials are ready before day one.
- Issue the offer, contract and required written particulars
- Complete the appropriate right to work check
- Confirm payroll, pension and benefit information
- Ask about reasonable adjustments or accessibility needs
- Prepare equipment, accounts, access and workspace
- Share the first-day time, location, contact and schedule
- Brief the manager, buddy and relevant colleagues
02
The first day
Give the new starter a useful welcome without overwhelming them with information.
- Welcome them personally and introduce the immediate team
- Explain the organisation, customers and purpose of the role
- Complete essential health, safety and emergency information
- Review working hours, breaks, absence reporting and key policies
- Confirm access to systems, equipment and communication channels
- Explain who to ask for help and how the first week will work
03
The first week
Turn the job description into clear priorities, relationships and practical learning.
- Agree initial responsibilities and realistic short-term priorities
- Introduce important colleagues, clients and internal contacts
- Schedule role-specific, data-protection and systems training
- Explain quality standards, decision-making and escalation routes
- Set regular manager check-ins and protected learning time
- Check understanding and invite questions about anything unclear
04
The first month
Use frequent, low-pressure feedback to help the employee build confidence and correct issues early.
- Review progress against the initial priorities
- Give specific feedback on what is working and what needs attention
- Ask about workload, relationships, wellbeing and support
- Confirm that promised training and adjustments are in place
- Set the next group of objectives and development activities
- Record agreed actions, owners and review dates
05
Probation and confirmation
A probation review should be evidence-based, timely and consistent with the contract and policy.
- Schedule review meetings before the probation deadline
- Gather fair evidence against communicated expectations
- Give the employee an opportunity to respond and contribute
- Consider training, health, disability and reasonable adjustments
- Confirm successful completion, support or any extension in writing
- Take advice before formal action or ending employment
06
Keep the process consistent
A repeatable onboarding process improves compliance and helps every new starter receive a fair welcome.
- Keep signed documents and required checks securely
- Record training, equipment, adjustments and review meetings
- Assign an owner to every incomplete action
- Ask the employee and manager what would improve the process
- Review the checklist when law, systems or working practices change
This checklist provides general information for employers and is not legal advice. Adapt the process to the role, contractual terms, workplace risks and individual circumstances.