---
title: "Hiring someone: what to do, in order"
canonical_url: https://hrhive.co.uk/start/hiring-someone/
content_type: journey
summary: A new starter needs a right to work check before they begin, a contract and written statement, their details and your policies. Here is the order that keeps all of it organised, with a link for each step.
audiences:
  - employer
jurisdiction: uk
status: published
last_updated: 2026-10-05
---

# Hiring someone? Here is what to do, in order.

> A new starter needs a right to work check before they begin, a contract and written statement, their details and your policies. Here is the order that keeps all of it organised, with a link for each step.

## What you will have at the end

- [ ] A right to work check, made by someone you have authorised and recorded in HRHive
- [ ] A signed contract and a written statement, with the date it was given
- [ ] Your new starter's details, emergency contact and documents in one record
- [ ] Their policy acknowledgements
- [ ] The dates that follow, such as the end of probation and any follow-up check

## If an adviser helps you

If an accountant or HR adviser looks after your paperwork, you can invite them into your organisation. They can see where each step stands and chase what is outstanding. The right to work check itself is still completed by someone you have authorised. See [how advisers work in HRHive](https://hrhive.co.uk/advisers/).

1. **Decide how they will work for you**: An employee, a worker or an individual subcontractor? The answer decides which checks and records apply. The right to work engagement questionnaire takes you through the questions, and HRHive records how each person works for you.
2. **Check their right to work before they start**: Make the check before their first day. Someone you have authorised completes it, using a share code, original documents, a digital identity provider or the Employer Checking Service. HRHive guides the steps and records who made the check, when and how. It does not make the check for you. An adviser can chase it, but cannot complete it for you.
3. **Give them a contract and a written statement**: Build the written statement of employment particulars from plain questions, then send it for signing online. It is due on or before their first day. HRHive records the date it was given separately from the signature. The templates are labelled for legal review, so read the wording before you use them.
4. **Send one onboarding request**: One emailed link lets your new starter give their details, emergency contact, bank details and documents, sign their contract and acknowledge your policies, and you see how far they have got. It collects details and documents. It is not the right to work check, which is the separate step above.
5. **Send the policies that apply to them**: Send each policy to the person, their department or everyone, and ask for an acknowledgement of receipt, online or on paper. HRHive keeps every version and a register you can print.
6. **Put the next dates in the diary**: If you use a probation period, work out when it ends and when to review. If their permission to work is time-limited, HRHive sets the follow-up date and reminds you 90, 60 and 30 days before, and on the day.

## Frequently asked questions

### Can my accountant or HR adviser do the right to work check for me?

An adviser can see where the check stands, ask for documents and chase what is outstanding. The check itself has to be completed by someone you have authorised, acting under your control. HRHive records who that was, when and how.

### Does the onboarding link do the right to work check?

No. The link collects your new starter's details and documents. The check is a separate step, completed by someone you have authorised.

## About this page

- Last updated: 5 October 2026

## Related

**In HRHive**

- [Employee records and personnel files](https://hrhive.co.uk/product/employee-records/)
- [Compliance overview](https://hrhive.co.uk/product/compliance/)

Canonical URL: https://hrhive.co.uk/start/hiring-someone/
Start with HRHive: https://app.hrhive.co.uk/sign-in?next=%2Fnew%3Fhh_funnel%3Dsituation%26hh_route%3Demployer%26hh_goal%3Dfirst_person_added%26hh_page%3Dstart%252Fhiring-someone