Health and safety training on recruitment. Written employment particulars from day one. Fire safety instruction. Pension enrolment. Your policies, actually read. Run the whole induction on the portal and hold dated, version-exact proof for every single employee.
Each of these applies from the day someone starts, and each expects you to be able to show what the employee was told, trained on or given. Together they are what a competent induction covers.
The core employer duty: provide whatever information, instruction, training and supervision is necessary to keep employees safe. It applies to every employer, from the first employee.
Employees must receive adequate health and safety training when they are recruited, and again when risks change. This is the regulation that makes induction training explicit, and the HSE inspects against it.
Staff must receive adequate fire safety training at the time they are first employed. A fire drill months later does not discharge a duty that bites on day one.
Every worker is entitled to a written statement of particulars on or before their first day: pay, hours, holiday, notice, and a note of your disciplinary and grievance procedures. Those procedures have to exist, and be shown.
New starters need HMRC starter information captured for the right tax code and real time reporting from the first payday, and eligible staff must be automatically enrolled into a workplace pension, with prescribed communications. The Pensions Regulator fines employers who miss it.
The 48 hour average week, rest breaks, night work limits and paid leave all need explaining, and any 48 hour opt-out must be a documented individual agreement. Minimum wage compliance is checked by HMRC.
Since October 2024 employers have been under a positive legal duty to take reasonable steps to prevent sexual harassment of their staff. Regulators expect policies plus evidence that staff were actually trained on them.
Employees must be told how their own data is used, and anyone who handles personal data needs instruction in doing it lawfully. The ICO treats staff training as a baseline expectation, and its absence as an aggravating factor.
This page is general guidance on where induction duties come from. It is not legal advice, and obligations vary with what your business does. When something carries real consequences, check it with someone qualified.
An induction is your company explaining itself: who you are, how you operate, what the law makes you both responsible for. Done properly, every item below is covered, and every item leaves a record.
Done on paper, it takes a manager most of a day per starter and leaves a folder nobody can find at audit. That is the part the portal removes.
An SIA licence qualifies the individual. It says nothing about YOUR sites, YOUR assignment instructions or YOUR procedures, and that gap is exactly what the sector's standards make you close.
The Approved Contractor Scheme workbook expects documented induction and ongoing training, with records an assessor can inspect. "We told them verbally" scores what you would expect.
BS 7499 for static guarding and BS 10800 for the provision of security services both expect operatives to be inducted and to understand their assignment instructions before deployment.
The question that decides retenders is rarely "are your officers licensed". It is "show me this officer was inducted on this site's procedures, and when". The portal answers it in one download.
Your handbook, policies, vision and mission go into the policy endorsement module, versioned, with UK starter templates if you are writing from scratch. Update a document later and only that document goes back out to be re-signed.
Tick your starters, assign the courses your induction needs from 85 plus expert-built options: health and safety induction, fire safety, manual handling, GDPR, equality and harassment awareness, plus the security set for SIA teams. One click covers the whole intake.
Each employee signs in with their access code, reads every assigned document to the end and signs it on screen, then completes their courses and passes the assessments. No classroom, no printing, no chasing: automatic reminders do that for you.
The training matrix shows the whole workforce on one grid. Every course pass issues a QR-verified certificate the same day. Every signed policy is recorded against the exact version shown. When anyone asks "prove this person was inducted", it is one export, not an afternoon in a filing cabinet.
Every employee against every assigned course: completed and in date, expiring, or outstanding. Exported as a colour coded Excel report or PDF whenever a client or inspector asks.
Each course pass issues a certificate the same day with a unique ID and QR code that anyone can verify against live records in seconds.
Who signed which document, which version, on what date, with a drawn signature and a fingerprint of the exact text they were shown. Revised policies automatically fall due for re-signing.
Each member of staff earns a certificate listing every company document they have signed. Their induction, summarised on one page they can be proud of.
There is no single statute called "induction", and anyone who tells you otherwise is selling something. What exists is stronger: separate, enforceable duties that all bite when someone starts, health and safety training on recruitment, fire safety instruction when first employed, written particulars on day one, pension enrolment, and policies your staff can be shown to know. An induction is simply the sensible way to discharge them together, with one dated record.
Keep the human welcome, it matters. What the portal replaces is the unprovable part: the signatures in a folder, the "I think we covered fire exits", the handbook nobody re-signed after it changed. Face to face plus a recorded induction is the strongest position; a chat with no record is the weakest.
Assign them the same documents and courses. The law does not grandfather old hires out of current policies: the harassment prevention duty, your current handbook and your current procedures apply to everyone on the payroll today, and so should the evidence.
Setup is an afternoon: publish your documents, pick your course set, import your staff. Each employee then works through their own induction in a few hours, on their own device, with reminders doing the chasing. Your part afterwards is reading a dashboard.
Yes. Policy endorsement, the course library, the training matrix, certificates and the induction workflow described here are all part of standard business membership at £300 per year, with unlimited staff.
Your policies signed, your courses passed, your matrix green, and the evidence one click away when it matters. That is what an induction is for.
