Call: 
Mail: 
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.