What You Need

Starting a new job checklist

Starting a new job is a logistical event with multiple deadlines. Some steps must happen before your first day, others during your first week, and a few can wait until you are settled.

What You Need: evidence-based practical planning

Starting a new job is a logistical event with multiple deadlines. Some steps must happen before your first day, others during your first week, and a few can wait until you are settled. The checklist below separates these into phases so you can act in the right order without redoing work. Before you rely on any item, verify it against the named official source in your jurisdiction; employment rules, tax forms, and benefit deadlines change.

Before Day One

1. Confirm the offer and the contract

The written offer is the legal baseline for your role, salary, and start date. Verbal offers are not binding in most jurisdictions. - Action: Ask for a written offer letter or employment contract. Check the start date, job title, reporting line, salary, and probation period. - Source to confirm: Your employer’s HR department, and the labour code for your jurisdiction (e.g., US Department of Labor, UK ACAS, Australian Fair Work Ombudsman) for minimum notice and probation rules.

2. Gather identity and right-to-work documents

Employers must verify identity and legal right to work before your first day; missing documents can delay payroll and onboarding. - Documents to prepare: passport or national ID, proof of address, and any work visa or residence permit. For US hires, Form I-9 requires documents from List A or one from List B plus one from List C; the US Citizenship and Immigration Services (USCIS) I-9 page lists acceptable combinations. - Action: Check the exact list with your employer’s HR team before the start date. Do not assume a photocopy or a mobile photo is accepted; many employers require originals for verification. - Verification: Confirm with your employer’s HR or onboarding portal which specific documents they need; requirements vary by employer and jurisdiction (USCIS, year of publication: I-9 form instructions).

3. Set up payroll and tax details

  • Bring your bank account details for direct deposit. Some employers use a self-service portal, so you may need to enter routing and account numbers yourself. Check whether the portal accepts mobile check capture or requires a voided cheque.
  • Complete tax withholding forms on day one if the employer uses paper forms; if the employer uses an online onboarding system, the same fields are collected electronically. The specific form depends on your country. In the US, the IRS Form W-4 determines federal withholding; the IRS instructions explain how to claim allowances or additional withholding. In the UK, a Starter Checklist (HMRC) serves a similar purpose. Verify the current form name and version on the tax authority website before submitting.
  • Provide a voided cheque or bank account details for direct deposit. The payroll department will state which format they accept; do not email banking details unless the employer uses a secure portal.
  • If the job requires a background check, ask which screening agency will be used and what documents they need. Some checks require original documents, not copies.

During Your First Week

4. Complete mandatory onboarding and compliance training

Most employers assign health-and-safety, data-privacy, and code-of-conduct modules during the first week. These carry completion deadlines that affect system access or probation standing. - Action: Log into the learning management system (LMS) or onboarding portal on day one. Note every module deadline in a calendar. If a module requires a manager sign-off, book that conversation immediately. - Why it matters: Late compliance training can suspend your access to buildings, networks, or client systems.

5. Confirm your probation terms and review dates

Probation periods typically run 3 to 6 months, but the length and review schedule vary by employer and jurisdiction. Your contract should state the probation duration, notice period during probation, and any conditions for passing. - Action: Find the probation clause in your contract. Ask HR or your manager when formal reviews occur and what criteria they use. Put the review dates in your calendar now. - Source to confirm: Your employment contract and the labour code for your jurisdiction (e.g., UK ACAS guidance on probation periods, Australian Fair Work Ombudsman).

6. Set up benefits and insurance elections

Enrolment windows for health insurance, pension contributions, and other benefits are often short (30 days or less from your start date). Missing the window can mean waiting until the next annual enrolment period. - Action: Ask HR for the benefits enrolment deadline on day one. Compare plan options against your needs. For US employees, confirm whether your employer offers a Health Savings Account (HSA) or Flexible Spending Account (FSA) and the contribution limits for the current tax year. - Verification: Check the plan documents and summary of benefits directly; do not rely on verbal summaries from colleagues.

7. Test access to core systems

Delayed access to email, VPN, time-tracking, or collaboration tools can block your ability to work and to receive official communications. - Action: On day one, log into every system listed in your onboarding instructions. Report any failed login to IT immediately and note the ticket number. If multi-factor authentication (MFA) is required, enrol your devices before you need them for a time-sensitive task. - Checklist: Email, calendar, messaging platform, VPN, payroll portal, expense system, LMS, and any role-specific software.

After You Are Settled

8. Review your first payslip in detail

Errors in tax withholding, pension contributions, or overtime pay are easiest to fix early. A mistake repeated over several pay periods becomes harder to unwind. - Action: Compare every line on your first payslip against your contract and your submitted tax forms. Check gross pay, net pay, tax withheld, social security or national insurance contributions, pension deductions, and any benefit deductions. - If something looks wrong: Contact payroll immediately. Keep a copy of the payslip and your written communication.

9. Update your professional and financial records

Once your employment details are confirmed, update the records that depend on your job title, income, and employer contact information. - Action: Update your LinkedIn profile, any professional registrations, your bank or credit union (if they require current employer details), and your pension or retirement account beneficiaries. - Why it matters: Beneficiary designations on retirement accounts and life insurance policies override your will. An outdated designation can direct assets to someone you no longer intend.

10. Archive your onboarding documents

You will need some of these documents again for tax filing, future background checks, or visa renewals. - What to keep: Signed offer letter, employment contract, job description, tax withholding forms, benefits enrolment confirmations, employee handbook acknowledgment, and any non-disclosure or non-compete agreements. - Action: Save digital copies in a personal (non-work) location, because you may lose access to your employer’s systems with little notice.