Checklist for Induction of New Staff (Acas)
This is a comprehensive job induction checklist designed to guide both new workers and their line managers through the onboarding process. It outlines key tasks and information to be covered from the first day up to 12 months, ensuring a structured and thorough integration into the organization. The checklist helps track progress and ensures all essential aspects of employment, health and safety, and company policies are addressed.
Job Induction Checklist (Template)
A checklist should ensure that both the new worker and their line manager know what has or has not been covered and when.
They both need a copy which should be kept up to date, so they can follow what is happening. It can also act as a reminder of anything that needs particular attention.
While a checklist is helpful, it should not turn the induction into a tick-box exercise. It should be the responsibility of both management and the new starter to ensure all items are properly covered.
The checklist is often drawn up by the employer’s HR department in consultation with other staff, such as a safety officer, line manager or supervisor, workplace representative and training officer.
You can adapt or develop this checklist to meet your needs, for example for someone who works from home. It is best used in conjunction with Acas guide to induction.
Job induction checklist
Name of worker: [worker name]
Job title: [job title]
Start date: [start date]
Date completed (with new worker's signature): [completion date]
First day
Welcomed by: [name of person meeting the new starter]
show new starter where they will be working
introduce them to their line manager, people they'll work with, including someone to help them settle into the job, for example a 'buddy'
show new starter basic facilities such as toilets and staff room
deal with any important documentation such as their P45, National Insurance number and security pass
outline health and safety requirements – for example, emergency and evacuation procedures
[signed by]
[notes]
First week
Introduction to the organisation:
explain who’s who and how the organisation works
give a brief history of the organisation
outline future plans and developments
[signed by]
[completion date]
[notes]
New worker's job:
explain their role and how it fits in the team or organisation
outline expected performance and how it will be assessed
outline training and career development
[signed by]
[date]
[notes]
Run through the terms and conditions of employment:
hours and breaks
when they'll get paid
holiday entitlement
pension information
make sure the worker understands them and has them in writing
[signed by]
[date]
[notes]
The organisation’s important rules on:
job performance
probationary period
discipline
absence – including sickness absence and sick pay
use of company internet, email and phones
dress code, parking and smoking
maternity / paternity / parental / shared parental / adoption and neonatal leave policies
notice periods
making a complaint – for example about bullying and harassment
where the worker can find more details – for example the staff handbook
[signed by]
[date]
[notes]
The employer must:
complete documentation on new worker's appointment for their personal file, to be kept securely
keep records confidential and in line with General Data Protection Regulation (GDPR)
[signed by]
[date]
[notes]
Health and safety:
provide detailed training on health and safety in the organisation – for example a risk assessment of the worker's workstation
[signed by]
[date]
[notes]
First month
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About this template
What is this template?
This is an internal administrative checklist for monitoring the onboarding and probationary performance of a new employee. It is not an employment contract or a standalone policy, but it references statutory requirements like GDPR and P45 collection. It contains specific review milestones at the first day, first week, one month, three months, six months, and twelve months.
When should you use it?
Use this checklist when a new staff member joins the organization to ensure all legal and administrative steps are completed. Use an Employment Agreement instead to define the actual legal terms of the relationship, or a Staff Handbook for the full text of company policies.
What's inside
| Clause | Name | What it does |
|---|---|---|
| First day | First day | Lists immediate actions including facility tours, introductions to a buddy, and processing P45 and National Insurance documentation. |
| First week | Terms and conditions | Requires the employer to verify the worker has written details of hours, breaks, pay dates, and holiday entitlement. |
| First week | Organisational rules | Covers briefing the employee on disciplinary procedures, sick pay, notice periods, and parental leave policies. |
| First week | GDPR compliance | Obliges the employer to complete personal file documentation securely in accordance with General Data Protection Regulation requirements. |
| At 6 months | Probationary review | Triggers a final probation report and a decision to either confirm employment, extend the period, or terminate the contract. |
| At 12 months | Induction feedback | Prompts the employer to solicit feedback from the worker regarding the effectiveness of the induction process. |
Who it's for
- a UK employer structured around Acas guidelines for new employee onboarding
- line managers monitoring a new hire's progress through a six-month probationary period
- HR departments needing to document health and safety training and GDPR record-keeping
- organisations formalising the transition from trainee to permanent staff member
How long it runs and how it's signed
Law it's drafted under
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