A look at the induction process, and the purpose of inductions for employers and employees
An employee’s first impressions of an organisation can have a significant impact on their integration within the team and job satisfaction. Induction is an opportunity for an organisation to welcome their new recruit, help them settle in and ensure they have the knowledge and support they need to perform their role.
For an employer, effective induction may also positively affect employee turnover, absenteeism and employer brand.
This factsheet covers the purpose of induction. It looks at the induction process, including who should attend, who should be involved, what to include (as well as what to avoid), and the role of HR and L&D. There’s also an induction checklist to help organisations plan or refine their processes.
With less time to assess new hires before legal risk increases, the early days of employment matter more than ever.
Under the Employment Rights Act 2025 (ERA 2025), from 1 January 2027, employers will have six months, rather than the current two years, to ensure new starters are performing as expected.
It’s worth noting that the new, reduced qualifying period will apply immediately to anyone with at least six months’ service on 1 January next year so includes anyone hired from July 2026.
Now is the time for HR to review and strengthen induction processes, onboarding and contractual probation periods.
Keep up to date with the latest on these changes with our Employment Rights Act 2025 tracker.
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Access practial advice on developing an effective employee induction programme
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