Start from your situation
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.
From offer to first day
6 steps, in order. Each one links to the page that explains it.
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.
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.
Right to workGive 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.
Contracts and signingSend 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.
OnboardingSend 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.
PoliciesPut 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.
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.