Checklist for Induction of New Staff by Acas
This template provides a comprehensive checklist for employers to manage the induction process for new workers. It covers essential topics from the first day through to 12 months, including job responsibilities, terms of employment, health and safety, and performance reviews. The checklist ensures both the new employee and their line manager are aware of what has been covered and what needs attention.
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:
Job title:
Start date:
Date completed (with new worker's signature):
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]
[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
set out work objectives and how performance is assessed
explain that passing the probationary period depends on performing satisfactorily
discuss training or learning and development opportunities
outline the organisation’s commitment to equality and diversity
provide details of any workplace representation, including any trade union membership
[Signed by]
[Date]
[Notes]
Towards the end of 4 weeks:
have an informal meeting with the new starter to assess how they are adjusting to their role, and whether they have any coaching or training needs, or other concerns
[Signed by]
[Date]
[Notes]
At 3 months
review how the new starter is settling in and performing
identify any development needs, set timescales for achieving them and adjust work targets (if needed)
[Signed by]
[Date]
[Notes]
At 6 months
review performance and complete a final probation report (if used)
If the worker passes the probationary period:
send a letter to confirm successful completion
look to the next 6 months and agree any new work objectives, and any experience, coaching or training needs
If the worker fails their probation, the worker and line manager might agree to:
extend the probationary period in line with the organisation's policy and provide more support or training
decide they do not have the skills needed, and end employment
[Signed by]
[Date]
[Notes]
At 12 months
ask the worker for feedback on their induction – what worked well and what could be improved?
[Carried out by]
[Date]
[Notes]
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England & Wales note
This version is drafted for England & Wales. Scotland and Northern Ireland differ on some points — for example notice periods and tribunal procedure. Tell GitLaw where you hire and it adjusts the draft.
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