New Hire Onboarding Checklist

Pre-Start Preparation

Before the employee's first day:

• Send a welcome email with start date, time, location, and dress code
• Prepare workspace, equipment, and technology access
• Order business cards if applicable
• Set up email, phone, and system accounts
• Assign a buddy or mentor
• Notify the team of the new hire
• Prepare all required paperwork

Day One Essentials

Compliance Documents

• Form I-9 (Section 1 must be completed by end of first day)
• W-4 federal tax withholding form
• State tax withholding forms
• Direct deposit authorization
• Emergency contact information
• Employee handbook acknowledgment
• At-will employment acknowledgment
• Confidentiality or non-disclosure agreement (if applicable)
• Benefits enrollment forms

State and Federal Notices

Provide all required notices, which may include:

• Workers' compensation notice
• Sexual harassment policy
• Paid leave rights
• Safety information
• EEO poster information
• Wage notification (required in some states)

Orientation

• Office tour and introduction to colleagues
• Review of organizational structure and key contacts
• Overview of company mission, values, and culture
• Explanation of daily procedures and expectations
• Technology and systems training
• Security and safety protocols

First Week

• Complete Form I-9 Section 2 (within three business days)
• Begin role-specific training
• Set up regular check-in schedule with manager
• Review position expectations and initial goals
• Introduce to key stakeholders and cross-functional contacts
• Ensure all technology and access is functioning

First 30 Days

• Complete all required compliance training
• Begin working on initial assignments
• Attend department and company meetings
• Review progress with manager
• Identify any additional training needs
• Complete benefits enrollment (typically within 30 days of hire)

First 90 Days

• Conduct formal 30/60/90-day reviews
• Assess performance against initial goals
• Adjust responsibilities and expectations as needed
• Confirm the employee has all tools and resources needed
• Solicit feedback from the employee about their experience
• Address any concerns or questions promptly