New Employee Induction: Guide & Checklist
A strong start sets the tone, but a new employee induction is more than just a welcome. Inductions are a critical step in ensuring legal compliance, building employee confidence, and getting new starters contributing quicker. Yet, many companies still miss the mark.
This post gives you everything you need to know in order to run an effective employee induction, with breakdowns of what you should include, list of content examples, and common mistakes to avoid.
What is a new employee induction?
A new employee induction is a structured process that introduces new hires to the company, their role, and essential workplace information. It typically takes place on (or before) their first day and includes both compliance requirements and an introduction to the company and its culture.
Induction vs Onboarding
While often used interchangeably, induction and onboarding are not the same.
Induction is the short-term, initial process (often a few hours to a few days) that covers essential company info, health & safety, and key introductions.
Onboarding is a longer-term journey (spanning weeks or months) that helps an employee fully integrate into their role and team.
Compliance Considerations
In the UK there are compliance considerations for inductions, for most employers an induction should include:
- Health and safety obligations under the Health and Safety at Work Act
- Fire safety and emergency procedures
- Equality, data protection, and modern slavery awareness
- Site-specific risk factors or PPE requirements
Difference between Inductions & Onboarding
The difference is that inductions are immediate and focussed on safe, compliant entry into the business.
Onboarding is ongoing, they’re focussed on deeper integration, skills and engagement.
If you’re searching for how to welcome someone on day one and tick essential boxes, you’re looking for an induction. If you’re focused on long-term employee experience, look to onboarding strategies.
Why is a good induction so important?
A poor induction isn’t just a missed opportunity, it can create real problems.
Employee Retention
Up to 20% of turnover happens in the first 45 days. A smooth induction builds early confidence and reduces that risk.
Compliance and Safety
Missing key health and safety training or policy acknowledgements can leave businesses exposed to legal or reputational damage.
Productivity
When new hires know where to go, who to speak to, and what’s expected, they become productive faster.
HR and H&S Accountability
HR and Health & Safety teams are often responsible for managing inductions and documenting them properly.
What to include in an effective induction
Here are the core components of a strong induction process for new employees:
- Welcome tour: Layout, facilities, meet key people
- Company induction: Mission, values, leadership, culture
- Health and safety training: Site rules, fire exits, manual handling, PPE
- Policy acknowledgements: Code of conduct, IT usage, equality, GDPR
- Role-specific training: Job expectations, tools, responsibilities
- IT setup: Email access, login credentials, software tools
New employee induction checklist
Here’s a categorised checklist of the things you may want to include in your own inductions:
Company introduction
- Company history and purpose
- Organisational chart
- Leadership team
- Mission, vision, and values
Facilities & Operations
- Site or office layout
- Entry and exit procedures
- Clock-in/out or timekeeping
- Parking and amenities
Health, Safety & Environment (HSE)
- Site-specific rules
- PPE requirements
- Fire safety and evacuation
- First aid contacts
- Risk assessments
Policies & Procedures
- Code of conduct
- Data protection/GDPR
- Equality and diversity
- IT & device use
More policies and procedures: Complete List
Job role
- Line manager introduction
- Day-to-day responsibilities
- Performance expectations
- Training schedule
Technology setup
- Work email
- Logins to systems/software
- Equipment checklist
Social & Culture
- Introductions to team
- Internal comms tools (e.g. Teams, Slack)
- Social activities or networks
Common mistakes to avoid
These are some of the most common (and avoidable) mistakes:
Overloading on day 1
Trying to fit everything into a single day can overwhelm new starters
Skipping documentation
Always trying to track who signed what. this matters for compliance and record keeping.
No follow-up
A one-and-done approach to forgotten policies and missed learnings
Ignoring location-specific safety
One induction doesn’t fit all sites and roles.
Digital induction tools (and why they help)
Delivering your new starter induction process digitally can streamline everything.
Digital tools let you:
- Automatically assign the right induction by job role or site
- Track who completed what, and when
- Embed video, PDF policies, and interactive forms
- Schedule refreshers or retraining as needed
Whether someone is joining remotely or on-site, digital induction software makes the process smoother, safer, and fully auditable.
FAQs about new employee inductions
How long should an induction last?
There’s no set duration, but a good induction should be spread over a few days or weeks to avoid overload. Start with the essentials, then build in role-specific training gradually. The focus should be on clarity, not cramming.
Are inductions mandatory?
Yes, for elements like health and safety, fire awareness, and compliance policies. These are legal obligations for UK employers.
What should i include in a remote induction?
Focus on digital delivery: videos, policies, role expectations and virtual tours or checklists. Ensure access to IT systems and support. Learn more about inducting and onboarding remote employees here: Read more.
Can employee inductions be done online?
Yes, many businesses now use online induction software to deliver and track inductions digitally, for better consistency and compliance.
Who is responsible for delivering inductions?
Usually a combination of HR, Health & Safety and managers, depending on your business structure.
How do i create an employee induction plan?
Start by identifying what new starters need to know, categorise it by department or responsibility, then schedule content for delivery either during the first few days or weeks of employment, or pre-arrival.
Do you want to improve your new employee inductions? Use this guide as a foundation, and start building a structured, consistent experience that supports your staff from day 1.
