First impressions count.

And when it comes to new employees, a brilliant onboarding experience can transform a nervous newcomer into your next superstar.

To help you, here’s a suggested onboarding checklist you can use:

Pre-arrival (1–2 weeks before start date)

  • Send a formal offer letter and employment contract
  • Receive the signed contract and return of acceptance
  • Confirm the start date and working hours
  • Complete all necessary pre-employment checks (e.g., references, DBS (if applicable), right-to-work)
  • Set up payroll and request a P45 (or new starter form if not available)
  • Create an employee profile in your HR/payroll system
  • Assign a line manager and onboarding buddy
  • Agree and document first-month objectives with their manager
  • Prepare workstation, equipment and IT access (email, systems, phone, etc.)
  • Share the company handbook, policies and welcome pack
  • Email a welcome message

Day 1

  • Greet them personally on arrival
  • Conduct a welcome meeting with their manager
  • Complete the right-to-work check and ID verification
  • Confirm emergency contact and personal details
  • Give a tour of the premises (kitchen, loos, fire exits, etc.)
  • Introduce them to team members and key people they’ll work with
  • Ensure that they can access their email, calendar and systems
  • Provide health and safety briefing
  • Review their role, responsibilities and first-month goals
  • Go for a welcome coffee/lunch to ease nerves
  • Give them time to settle in and explore at their own pace

Week 1

  • Schedule a daily check-in (even if brief) with their manager
  • Assign their first achievable, meaningful task or project
  • Provide training on tools, systems and processes that they’ll be using
  • Set clear expectations for the probation period and how performance will be reviewed
  • Introduce them to people in other departments or teams that they’ll collaborate with
  • Confirm any benefits, holiday entitlement and how to request time off
  • Ensure that all HR paperwork is complete and saved securely
  • Create space for questions and feedback at the end of the week

Month 1

  • Conduct a formal 1:1 check-in to discuss how things are going
  • Revisit first-month objectives and provide feedback
  • Share deeper insight into company goals, values and strategy
  • Help them to build connections—invite to team lunches, events or group projects
  • Identify training needs and offer additional support
  • Start discussing development opportunities and future growth
  • Gather their feedback on the onboarding process so far
  • Celebrate early wins and contributions

Month 3 (probation review)

  • Review performance against agreed goals
  • Discuss what’s going well and where support is needed
  • Confirm whether the probation period will be passed, extended or not completed
  • Formalise permanent employment, if successful
  • Agree next steps for growth, development and future objectives

Need help with creating a great onboarding experience your new team?

Get in touch and we’ll be able to help you.


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