Employee induction

A successful induction helps the employee commit to the new workplace, making it profitable for the employer. This section provides tips for preparing the induction plan and arranging practical matters, such as work clothes, occupational healthcare and occupational safety issues.

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    A successful induction helps the employee commit to the new workplace, making them more profitable for the employer.

    A successful induction is especially important for young employees, since appropriate induction supports the young employee’s integration into working life.

    The employer is responsible for inducting its employees into their work tasks. Induction is carried out by the supervisor or an inductor authorised by the supervisor. Induction must be well planned, and preferably compiled into separate harmonised material that can be used to induce new employees later. Induction should be recorded in, for example, a separate induction form, stating the content and time of the induction. Remember the continuity of induction and check the the skills of the employees regularly. Give and receive feedback.

    We have compiled an induction checklist below that helps you to prepare the induction.

  • Make sure that your introduction plan includes at least the following points:
  • Go through the employment relationship issues, such as the working hours, payment, holiday and absence practices and employment benefits.

    The work clothes function as protective clothes and illustrate the company image. They can be used to stand out and create wellbeing at work. At best, a chef jacket is so comfortable that you do not want to take it off when leaving from work. Work clothes must feel comfortable, and their functionality is the most important factor!

    When planning the work clothes purchase, thing about the need: do you need T-shirts, dress shirts, chef jackets, trousers, skirts, aprons, etc. Pay attention to every employee and different work tasks!

    Especially for the restaurant kitchen, it might be worthwhile to consider a suitable work clothes service.

  • Work clothes maintenance

    Work clothes require constant maintenance, so you should consider at an early stage whether to sign a work clothes maintenance agreement with a laundry service or to maintain the clothes yourself. Remember to address this issue also with your employees!

    If employees buy their own work shoes, you should consider whether you need to provide special instructions on the purchase.


    The employer is obliged to organise preventive occupational healthcare for its employees under the employment agreement relationship.

    The employer can also organise general practitioner-level medical treatment.

    All employees are entitled to occupational healthcare, regardless of the quality and duration of their employment relationship. For the employee, the occupational healthcare is free of charge.

    Occupational healthcare consists of actions organised and paid by the employer which enhance the employee’s working capacity. The employer must prepare a written agreement on the services with the occupational healthcare service provider and an action plan on implementing the occupational healthcare actions. A workplace survey is the basis of the occupational healthcare activities. A report of this survey is provided in writing by the occupational healthcare service provider.

    The employer must keep the occupational healthcare agreement and workplace survey report visible for all employees at the workplace.


    The employer is responsible for ensuring that the workplace is safe and healthy. This requires that the employer be aware of the adverse factors and hazards at the workplace as well as their management. Furthermore, the employer must ensure that the employees have sufficient knowledge and skills to perform their work safely.

    Adverse factors and hazards caused by the working environment and circumstances must be identified systematically. This risk assessment creates an overall picture of the occupational safety, the status of the occupational safety health and its improvement needs at the workplace. The obligation to identify hazards is based on the Occupational Safety and Health Act and concerns all employers, regardless of the sector and number of employees.

    The occupational safety action plan presents the goals for the occupational safety and health actions at the workplace and for actions maintaining the work capacity of the employees. Furthermore, the action plan clarifies the responsibilities for health and safety and organisation method of the cooperation in occupational safety and health matters. Preparation of the occupational safety action plan is based on the Occupational Safety and Health Act. The programme is employer-specific and concerns all employers.

    Key tasks of the occupational healthcare is to enhance the health and work capacity of employees and safe performing of work, promote work community actions and prevent work-related diseases and accidents in cooperation with the workplace.

    Substance abuse care work at the workplace is part of the occupational health and safety work.