• bearhr

Induction - Who? When? Why?

Updated: Dec 2, 2019

You've spent money advertising for a new employee and you've given up time to sift through CVs and then interview shortlisted candidates. Finally it's their first day....what can you do to start getting that all important return on investment quickly?


A well planned induction is the HR Manager's tool to facilitate that all important settling in process. Think back to the last time you started a new job...how nerve racking was it not knowing who anyone was and where everything was. An induction on the first day, wherever possible, or as soon as possible at least, helps to fill in a lot of blanks for your new worker.


Where are the toilets? What time is break? Do I get a break? It can even go a long way to explaining "how we do things around here..."


What should the Induction include?


Think about the kind of questions you've been asked by new starters in the past as well as information that you may have put in their offer letter or contract of employment. Consider things that you, as the business owner, could be prosecuted for if not complied with.


  • Who's who - depending on the size of the business this may include introductions to everyone but beware of overloading!

  • Working hours including start and finish times and break times

  • The way salaries are paid and any variances that may happen with first and last payments eg you have a payroll cut off of 25th of the month but pay on the last working day of the month

  • Holiday entitlement and how the new employee should request holidays - also a good opportunity to ask whether they already have any holidays booked?

  • What to do in the event of them being too ill to come to work - what is your absence reporting procedure, what certification do you require and when do you need it, what is your return to work procedure

  • How you will process their personal data

  • How to raise a grievance and how any disciplinary would be conducted

  • Dignity at Work and equality

  • Health and safety specific to your business - for example, safe systems of work, PPE, noise, COSHH, risk assessments

  • Where and when they can smoke

  • What to do in the event of a fire or an accident at work

  • The quality policy

  • Your customer service procedures and processes

  • Confidentiality requirements

  • Job specific information

  • Issue company equipment eg mobile phone or laptop perhaps

Document staff inductions with a ticked and signed checklist at the very least. This is your evidence to show that the employee has received instruction on the ticked items and shows due diligence in the event of a legal challenge or a disciplinary because your procedures are not being adhered to.


Depending on the role and the size of your business, you may want to consider extending your induction to include time spent in different departments understanding the way those departments work.


We have HR specialists who can help you create the best fit induction for your business and leave you with a bespoke Induction Checklist to follow with new employees to ensure they become as effective as possible as quickly as possible and to safeguard your and your business in case anything were to go wrong.