Job offers and staff inductions

The majority of new staff will need a similar type of induction. However, some starters may need a programme that is tailored to take into account their special circumstances.

For instance, if you employ young people who are new to the workplace, you must ensure that they receive adequate information regarding health and safety in the workplace, as they may be unaware of the risks it presents.

Returning employees

For people returning to your employment after a long period away, you should make them aware of major new developments in the workplace eg re-organisations. If you have introduced new ways of working since they last worked for you, they may need additional training. If staff need to acquire updated knowledge, identify it fully and agree to an updated training programme with them. This will maximise involvement and commitment. See develop a staff training plan.

Directors will need to know more about the finances, strategy, and development objectives of the business than other workers. Read more on recruiting directors.

Workers with disabilities may have special needs in terms of access, using equipment, and communicating with colleagues. As such you may be legally obliged to make reasonable adjustments to your premises and/or the worker's job. Employers will need to ensure that any induction process has been adjusted in order to accommodate any new starters with a disability. Read more on support if you employ someone who is disabled.

When planning an induction you may also wish to take into account those whose first language is not English.

You should also be sensitive to cultural or religious customs and make sure your induction process is not discriminatory.