New starter onboarding checklist (UK)
A practical, stepwise checklist for UK employers - from the right-to-work check before day one to the end-of-probation review - so new hires feel set up, welcome and productive fast.
Great onboarding runs across four phases: before day one, the first week, the first month, and the probation period. Handle the UK legal basics early - a right-to-work check before they start, a written statement of particulars by day one, payroll and pension - then focus the rest on belonging, clarity and early wins.
Why onboarding is worth the effort
The first few weeks shape whether someone stays and how quickly they contribute. A disorganised start - no laptop, no plan, no introductions - is one of the most common reasons new hires disengage early. A repeatable checklist with clear owners and due dates protects both the new starter and the money you spent hiring them.
Phase 1 - Before day one (pre-boarding)
Momentum starts before they arrive. Aim to have all of this done in the week before:
- Right-to-work check - complete and record it before employment begins (a UK legal requirement).
- Contract & written statement - issued and signed; the written statement of employment particulars is a day-one right.
- Payroll & pension - collect P45 or starter details and assess for pension auto-enrolment.
- Equipment & accounts - laptop, phone, logins, email and system access ordered and ready.
- Assign a buddy - a friendly, non-manager point of contact for the small questions.
- Send a first-day plan - start time, location or joining link, dress code, who they'll meet, and lunch.
Phase 2 - Day one and week one
The goal this week is orientation and belonging, not output.
- Welcome & workspace - a tidy desk or a warm virtual welcome, and a name in the team channel.
- IT & access - logins working, tools installed, passwords and 2FA set up.
- Health & safety and key policies - the essentials, not the entire handbook at once.
- Introductions - the immediate team first, then key stakeholders across the week.
- First 1:1 - the manager sets expectations, answers questions, and books a recurring slot. See our guide to effective 1:1s.
- A small early win - one real, achievable task so they end week one having contributed.
Phase 3 - The first month
- 30-day check-in - how's it going, what's unclear, what do they need?
- Set initial goals - a few clear objectives for the next 60-90 days.
- Two-way feedback - ask what onboarding was like while it's fresh; it improves the next hire's experience.
- Role-specific training - the systems, processes and context for the actual job.
- Embed in the rituals - stand-ups, socials, recognition and the company feed.
Phase 4 - Probation
Probation is usually three to six months. Don't let it end by silent default.
- Mid-probation review - honest, specific feedback with time left to act on it.
- End-of-probation review - a clear decision: confirm, extend, or (rarely) end, with reasons.
- Confirm in writing and transition into the normal 1:1, goals and review rhythm.
At-a-glance timeline
| Phase | Timing | Focus |
|---|---|---|
| Pre-boarding | Before day one | Legal checks, kit, accounts, a plan |
| First week | Days 1-5 | Orientation, introductions, belonging |
| First month | Weeks 2-4 | Goals, training, two-way feedback |
| Probation | Months 1-6 | Reviews and a clear decision |
How CoDash runs onboarding
CoDash turns this checklist into templates with owners and due dates: pre-start HR tasks, day-one and week-one steps, and 30/60-day check-ins that actually get done. It pairs with a right-to-work register with expiry reminders, documents and e-signature for contracts, and a proper leaver flow for the other end. New starters land in the community feed and their first 1:1 from day one. Explore the full product, get the leave basics right with our annual leave guide, or start their 1:1s well.
Frequently asked questions
What should an onboarding checklist include?
Four phases: before day one (right-to-work, contract and written statement, equipment, accounts, buddy, first-day plan), the first week (welcome, IT, H&S, policies, introductions, first 1:1), the first month (30-day check-in, goals, training), and probation (mid and end reviews with a clear decision).
What are the UK legal steps?
Complete a right-to-work check before employment starts, provide a written statement of employment particulars by day one, collect payroll details, and assess for pension auto-enrolment. Keep records securely.
How long should onboarding last?
Beyond the first day - plan for the first week, first month and the whole probation period, typically three to six months, so the person is genuinely embedded.
Why does structured onboarding matter?
It speeds up time-to-productivity, builds belonging, and improves retention. A disorganised start is a common cause of early disengagement, so a checklist with owners and due dates protects the person and the hire.
General information, not legal advice. Check current requirements on GOV.UK or Acas.
Keep reading: All 66 HR guides · 30 free templates · 24 calculators
Onboarding that runs itself
Templates with owners and due dates, right-to-work with expiry reminders, e-signed contracts, and a warm welcome in the feed - all in CoDash. See it in the demo.
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