Onboarding: getting the first weeks right
Onboarding is the process of bringing a new employee into the company — from the formalities on the first day, through familiarisation with the work, to the first weeks in which it is decided whether the person stays. A well-run start shortens the time before a new worker is productive and reduces the risk of an early departure. This page describes what onboarding usually contains and how to organise it, with attention to the practical side as well as to the duties that arise on starting. It is not legal advice; for specific duties such as initial health-and-safety training it points to the regulations and official sources.
What onboarding covers
Onboarding joins an administrative part — the contract, insurance registration, initial health-and-safety training — with a practical one: familiarisation with the workplace, the tools, the team and what is expected. Both are worth preparing in advance so that the first day runs smoothly.
- The contract and the joining paperwork.
- Registration for insurance, and the records that go with it.
- Initial health-and-safety training.
- Familiarisation with the workplace and the team.
- Clear expectations, and the first tasks.
Why it matters
The first days and weeks strongly influence whether a new person stays. A start that goes badly — confusion, missing information, unclear expectations — is among the common causes of early departures. A prepared onboarding, by contrast, shortens the time to competence.
What you should be able to decide
Having thought onboarding through, you should have a sequence of steps ready for a new start and a clear view of who is responsible for what, so that no part — administrative or training — is missing. That reduces the risk of an early departure and shortens the time to productivity.
A checklist serves the practical running of the first day, and a longer adaptation period follows onboarding itself.
Employee retention Onboarding is where retention starts rather than where it is repaired.