New Starter Induction Checklist (UK Template)

A structured induction process is one of the most impactful things you can do for a new employee — and one of the most neglected. Research by the CIPD consistently shows that employees who receive a thorough induction are more productive, more engaged and significantly less likely to leave within their first year. Yet many UK businesses still rely on a handshake, a quick tour and a hope that the new starter will “pick things up as they go.”

This guide provides a complete induction framework with a day-by-day and week-by-week checklist you can adapt for your organisation. It covers legal requirements, health and safety briefings, role-specific training, IT setup and probation expectations.

Why Inductions Matter

Retention

The cost of replacing an employee is typically estimated at 6–9 months’ salary when you account for recruitment, training, lost productivity and management time. Early leavers — those who leave within the first 6 months — represent the worst return on that investment. A structured induction is the single most effective intervention for reducing early turnover.

Legal Compliance

Employers have specific legal obligations to new starters under several pieces of legislation:

• Health and Safety at Work etc. Act 1974 — you must provide adequate health and safety information, instruction, training and supervision. This obligation applies from day one
• Management of Health and Safety at Work Regulations 1999 — new employees must be made aware of workplace risks and the measures in place to control them
• Regulatory Reform (Fire Safety) Order 2005 — fire safety training must be provided to all new employees
• Employment Rights Act 1996 — written particulars of employment (or a written statement) must be provided on or before the first day of employment

Productivity

A well-inducted employee reaches full productivity significantly faster than one who is left to figure things out alone. Clear expectations, proper training and access to the right tools and systems from day one compress the learning curve.

Culture and Engagement

The first days and weeks set the tone for the entire employment relationship. An organised, welcoming induction signals that you value your people and run a professional operation. A chaotic, neglected induction sends the opposite message.

Pre-Arrival Preparation

Before the new starter walks through the door, several things should already be in place. This preparation phase is frequently overlooked, leading to embarrassing first-day experiences like no desk, no login credentials, or nobody knowing the new person was starting.

Pre-Arrival Checklist

• Contract and written particulars sent and signed (legal requirement: must be provided on or before day one)
• IT equipment ordered and configured (laptop, phone, monitors as applicable)
• System access set up — email account, software logins, door access/key cards
• Workstation prepared — desk, chair, stationery, any required PPE
• Line manager briefed and available on day one
• Team informed of the new starter’s name, role and start date
• First-week schedule planned and shared with the new starter in advance
• Buddy or mentor assigned — a colleague who can answer day-to-day questions
• Payroll and HR records set up — P45 or starter checklist ready to process, pension auto-enrolment prepared
• Uniform or PPE ordered in the correct size (if applicable)
• Parking permit or travel information provided

Day One Induction Checklist

Day one should focus on making the new starter feel welcome, safe and oriented. Avoid overwhelming them with information — cover the essentials and save detailed role-specific training for later in the week.

Welcome and Administration

• Personal welcome from the line manager
• Tour of the workplace — key areas including their workstation, toilets, kitchen/break areas, meeting rooms, car park
• Introductions to immediate team members and key contacts
• HR paperwork completed — P45/starter checklist, bank details, emergency contact details, proof of right to work
• Employee handbook provided (physical or digital) and key policies highlighted

Health and Safety Essentials

These items are legal requirements and must be covered on day one:

• Fire evacuation procedure — fire exits, assembly points, alarm sounds, how to raise the alarm
• Location of fire extinguishers and any firefighting equipment relevant to their role
• First aid — who the first aiders are, location of first aid kits, how to report an injury or illness
• Accident reporting — how to report accidents, incidents and near-misses
• Emergency contacts — who to call in an emergency, including out-of-hours contacts
• DSE assessment (for office-based roles) — ensure workstation is set up correctly, explain the self-assessment process
• PPE issue and training (if applicable) — correct use, storage and maintenance

Key Policies

• Absence reporting — who to call, when, and what information to provide (see our absence policy template for details)
• Working hours — start and finish times, break times, flexible working arrangements
• IT and data security — acceptable use policy, password requirements, data protection basics
• Safeguarding (if applicable to the sector) — overview of safeguarding responsibilities and reporting procedures

IT and Systems

• Login credentials provided and tested
• Email set up and accessible
• Core software installed and accessible (e.g. time and attendance systems, project management tools)
• Phone system set up (if applicable)
• Printing/scanning explained

Week One Induction Checklist

After the first day’s essentials, the rest of the first week should build knowledge progressively.

Days 2–3: Role-Specific Training

• Job description review — walk through the role in detail, clarifying responsibilities and priorities
• Key processes — demonstrate and practise the core tasks the employee will perform daily
• Quality standards — explain what “good” looks like, including any KPIs or quality metrics
• Team workflows — how their role fits into the wider team and who they will interact with most
• Customer/client interaction — if the role involves external contact, cover communication standards and escalation procedures
• Sector-specific compliance — any industry regulations the employee needs to understand (e.g. food hygiene, COSHH, manual handling)

Days 4–5: Broader Context

• Company overview — history, values, strategic priorities, organisational structure
• Meet key stakeholders — introductions to people in other departments they will work with
• Benefits and wellbeing — overview of employee benefits, employee assistance programme, wellbeing resources
• Learning and development — what training opportunities are available, how to access them
• Social integration — lunch with the team, introduction to any social groups or activities

End of Week One: Check-In

• Informal review with line manager — how is the first week going? Any questions or concerns?
• Feedback on the induction process — is there anything they feel has been missed or that they need more time on?
• Week two plan — outline what to expect in the coming week

Month One Induction Checklist

Weeks 2–4: Deepening Knowledge

• Mandatory training completed — fire safety, manual handling, data protection, equality and diversity, safeguarding (as applicable)
• Role-specific training modules completed — tracked through your training management system
• Shadowing opportunities — time spent observing experienced colleagues
• Supervised practice — performing tasks independently with manager oversight
• Compliance documentation — all required qualifications, certifications and DBS checks verified and filed
• Health and safety risk assessments reviewed for their specific role and workplace area
• Probation expectations discussed — what will be assessed, when reviews will happen, what support is available

End of Month One: Formal Review

• Probation review meeting with line manager — assess progress against objectives
• Training record review — confirm all mandatory training has been completed
• Identify any additional support needed — further training, adjustments, coaching
• Set objectives for the next probation review period
• Document the meeting and give the employee a copy

Three-Month and Six-Month Reviews

Three-Month Review

• Assess progress against probation objectives
• Review training record — are there any gaps?
• Gather feedback from the employee on their experience
• Discuss performance openly and constructively
• Address any concerns early — do not wait until the end of probation to raise issues
• Update objectives for the next period

Six-Month Review (End of Probation)

• Final probation review — confirm whether probation is passed, extended or (in rare cases) employment ended
• Complete any outstanding training requirements
• Confirm ongoing development plan — what are the next learning priorities?
• Celebrate success — acknowledge the employee’s contribution and welcome them as a confirmed team member
• Update HR records — confirm probation outcome, update employee file

Health and Safety Induction Requirements by Sector

Different sectors have additional induction requirements:

Hospitality and Catering

• Food hygiene training (Level 2 minimum for food handlers)
• Allergen awareness
• COSHH for cleaning chemicals
• Manual handling for kitchen and cellar work
• Liquor licensing responsibilities (if serving alcohol)

Construction

• CSCS card verification
• Site-specific safety induction
• Working at height awareness
• Asbestos awareness
• Noise and vibration exposure
• CDM Regulations responsibilities

Care and Healthcare

• Safeguarding adults and/or children
• Medication administration (if applicable)
• Moving and handling of people
• Infection control
• Mental Capacity Act awareness
• CQC standards overview

Retail

• Manual handling (stock room, deliveries)
• Lone working procedures
• Cash handling and security
• Age-restricted sales procedures
• Customer conflict de-escalation

Office-Based

• DSE (Display Screen Equipment) assessment
• Lone working (if applicable)
• Workplace ergonomics
• Mental health and wellbeing awareness

Common Induction Mistakes

Cramming Everything Into Day One

Overloading a new starter with hours of presentations, policy documents and system demonstrations on their first day is counterproductive. They will retain very little. Spread the content across the first month, prioritising health and safety essentials on day one.

No Follow-Up After Week One

Many inductions effectively end after the first week, with the new starter left to sink or swim. The structured reviews at one month, three months and six months are essential for catching problems early and demonstrating ongoing commitment to the employee’s development.

Skipping Health and Safety

Health and safety training on day one is not optional — it is a legal requirement. If a new employee has an accident before receiving basic safety training, the employer’s liability position is extremely weak.

Not Assigning a Buddy

A designated buddy or mentor gives the new starter someone to ask “stupid questions” without feeling they are bothering their manager. This simple step significantly accelerates integration.

Using Outdated Materials

Review your induction materials at least annually. Policies change, systems are updated, team structures evolve. An induction pack full of outdated information undermines credibility.

Digitise Your Induction Process

Tracking induction completion across multiple new starters, ensuring every checklist item is completed, and maintaining auditable training records is a significant administrative challenge — especially if you are relying on paper checklists and manual tracking.

Digital checklist and training management tools allow you to create standardised induction workflows, assign tasks to the right people, track completion in real time, and generate compliance reports that demonstrate every new starter has received the required training and information.

Learn more about how Assistant Manager can streamline your induction process with our Digital Checklists and Training & LMS features.