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Employee Onboarding Checklist

Pre-Onboarding Preparation

Confirm start date and time with the new employee.

Prepare an offer letter and employment contract.

Set up employee files and documentation requirements.

Create a checklist of necessary equipment (laptop, phone, etc.).

Assign a mentor or buddy for the new hire.

First Day Orientation

Welcome the new employee and introduce them to the team.

Conduct a tour of the office and facilities.

Review company policies and procedures.

Provide an overview of office culture and values.

Set up IT accounts and access to necessary software.

Training and Development

Schedule training sessions on legal software and tools.

Provide resources for continuing legal education (CLE).

Introduce the new employee to key practice areas and departments.

Discuss performance expectations and evaluation processes.

Set goals for the first 90 days.

Compliance and Legal Requirements

Review confidentiality agreements and non-disclosure policies.

Complete mandatory compliance training (e.g., anti-harassment).

Ensure completion of any required background checks.

Discuss ethical guidelines and professional responsibilities.

Review timekeeping and billing procedures.

Here are some additional steps that could be included in the Compliance and Legal Requirements section of a New Employee Onboarding Checklist

Verify eligibility to work (e.g., I-9 form in the U.S.)

Provide training on data protection and privacy policies (e.g., GDPR, HIPAA)

Review company policies on conflicts of interest

Ensure completion of necessary health and safety training

Discuss procedures for reporting workplace misconduct or violations

Review the company’s whistleblower policy and protections

Confirm understanding of workplace violence prevention policies

Provide information on employee rights and responsibilities under labor laws

Review substance abuse policies and testing requirements

Ensure that the employee understands their obligations under company IT security policies

Feedback and Follow-Up

Schedule a check-in meeting at the end of the first week.

Gather feedback on the onboarding experience from the new employee.

Encourage open communication and questions throughout the onboarding process.

Provide resources for additional support (HR contacts, manuals, etc.).

Set a follow-up meeting at the 30/60/90-day mark for performance reviews.

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