New Hire Orientation Template

Utilize this New Hire Orientation Template for a comprehensive onboarding process, ensuring new employees receive essential information and resources.

New Hire Orientation Template



First Day

1. Who is the employee welcomed by? (enter text field)


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2. Is the new employee shown where they will be working?


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3. Is the new employee introduced to their line manager colleagues, including their ‘buddy’ and senior managers?


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4. Is the new employee shown around the rest of the organization, including its facilities?


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5. Are matters such as the new employee's P45, the new employee's National Insurance number, and a security card addressed?


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6. Are health and safety procedures outlined for the new employee?


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Introduction To The Company

1. Is the new employee introduced to key personnel (Who's who), processes (How it works), and results (What it produces)?


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2. Are future plans and developments discussed?


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3. Is there a brief history provided?


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New Employee’s Job

1. Is it explained to the new employee how their role fits into the organization and its work practices?


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2. Are the expected performance standards and how they will be assessed outlined to the new employee?


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3. Is training provided?


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4. Are possible opportunities for future development discussed?


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New Employee’s Terms And Conditions Of Employment

1. Have you run through the new employee's terms and conditions with them to ensure they understand, and do you have them in writing?


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2. Are details included of any probationary period in the new employee's terms and conditions of employment?


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3. Is the new employee aware of the probationary period, working hours, break times, holiday entitlements, and the pay schedule?


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4. Is pension information provided?


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5. Are the following important rules communicated: job performance


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6. Are the following important rules communicated: Discipline


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7. Are the following important rules communicated: absence (including due to illness and sick pay


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8. Are the following important rules communicated: and handling complaints against staff, such as bullying and harassment, to the new employee?


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9. Is the new employee informed where more detailed information on the above topics can be found?


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10. Are other rules explained to the new employee, such as the use of the company internet, email, and phone?


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11. Is information about the periods of notice provided?


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12. Are the organization's maternity/paternity/parental leave policies and shared parental leave provisions with the new employee discussed?


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13. Are details provided to the new employee regarding the organization's dress code, parking arrangements, smoking policies, and guidelines for using the canteen?


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14. Is all documentation related to the new employee's appointment complete and securely stored in their file?


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Health And Safety

1. Has the new employee received detailed training on health and safety procedures specific to the organization?


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First Month

1. Is the organization's commitment to being an equal opportunity employer to the new employee communicated?


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2. Are details provided to the new employee regarding any employee representation structures within the organization including any trade union membership?


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3. Is an informal meeting with the new employee's line manager scheduled towards the end of four weeks to assess their adjustment to the role, identify any coaching or training needs, and address any concerns they may have?


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At Three Months

1. Is it reviewed with the line manager how the new starter is settling in and performing while also identifying any development needs and setting timescales for achieving them? Additionally, are work targets adjusted if required during this review?


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At Six Months

1. If the new employee is on probation, is a decision made regarding their continuation with the organization?


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2. Does the line manager have a plan for the next six months, including setting new work objectives and identifying any experience, coaching, or training needs?


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At Twelve Months

1. Is the employee asked for feedback on their induction process, including what worked well and what could be improved?


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Checklist by GoAudits.com – Please note that this checklist is intended as an example. We do not guarantee compliance with the laws applicable to your territory or industry. You should seek professional advice to determine how this checklist should be adapted to your workplace or jurisdiction.

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