What should my staff induction include?

Bringing new staff members into your business requires more than just training them on their specific job tasks. It’s crucial to provide a comprehensive staff induction that aligns them with your business practices and way of working. In this blog post, we will explore the essential components of a staff induction and how they contribute to the successful integration of new employees.

HR Essentials

One of the first steps in the staff induction process is to ensure that your new employee is set up within your HR and payroll systems. This includes collecting key information such as photo ID, National Insurance number, and bank details. Requesting the new staff member to bring these documents on their first day expedites the onboarding process. If you’re unsure about the payroll and workplace pension procedures, you can consult free guides available to get started.

Additionally, during the induction, it is vital to familiarise the new staff member with the company’s policies and procedures relating to sickness, grievance, disciplinary actions, leave, holiday requests, and giving notice. Providing a staff handbook or incorporating this information into their employment contract enables them to understand the day-to-day business processes and gain insight into the company they are joining.


A significant aspect of a staff induction is ensuring that new employees receive the necessary training to perform their job tasks effectively. The specific training requirements should be defined based on their role and determined prior to their induction. Some common training areas include:

  • Health and safety: It is a legal requirement to provide induction training on working safely and without risks to health. This includes information on first aid, fire safety, and evacuation procedures.
  • Restricted sales: If applicable, train employees on protocols such as Challenge 25, which aims to prevent underage sales by verifying the age of customers who appear to be under 25.
  • Job-specific tasks: Introduce new recruits to business-specific tasks that directly impact their role, such as using timesheet systems or operating new equipment.

It is recommended to spread out the training over time and use it as a benchmarking tool during the new employee’s probation period. Utilise a combination of training methods, including hands-on activities and observation, to ensure comprehensive understanding. Adequate supervision and support should be provided during this learning phase.

Meet the Team

To create a sense of belonging and facilitate integration, it is essential to introduce your new employee to the rest of the staff, particularly those they will be working with closely. Encourage team members to provide an overview of their roles, how they relate to the new employee’s position, and share insights about the company’s operations. This helps the new staff member feel welcome, breaks the ice, and allows them to better understand how they fit into the business.

Consider assigning a key contact person as a workplace support or mentor, especially if the new recruit is younger or less experienced. This individual, whether the line manager or someone else, can provide guidance and assistance throughout the induction period, enhancing the new employee’s integration and overall experience.

Tour of the Premises

Conducting a thorough tour of the premises is another crucial aspect of a staff induction. While showing the new staff member their workspace, staff room, and other facilities, it is important to emphasise health and safety protocols. Point out the locations of fire extinguishers, emergency exits, and meeting points, ensuring they are aware of the emergency procedures

Introduce the new employee to various departments and colleagues as you navigate through the workplace. This allows them to make connections between people, places, and different teams, fostering a better understanding of the organisational structure and facilitating future collaboration.

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