New Worker Induction Checklist

Quick answer: A new worker induction must be completed before work begins. It covers the WHS policy, site hazards and controls, emergency procedures, PPE, and relevant SWMS or safe work procedures. Retain the signed sign-off record for at least five years.

Last reviewed: June 2026 by the BlueSafe Technical Team. Reflects current Model WHS Act and Regulations.

Inducting a new worker properly is one of the most important WHS activities a business can perform. Statistically, new and inexperienced workers are significantly more likely to be injured in their first weeks on the job. A thorough, documented induction ensures each worker understands the hazards they will face, the controls in place, and their own rights and responsibilities before they begin work.

This checklist is designed for use by supervisors, WHS officers, or business owners conducting a new worker induction. Work through each item, confirm it has been covered, and collect a signed record at the end.

For requirements around what must legally be included in a site induction, see our guide on Site Inductions: What Must Be Covered?. For the broader training obligations that sit alongside induction, see WHS Training Requirements for Employers.

1. Company WHS Policy and Commitment

• The company WHS Policy has been provided to the worker (printed or digital copy).
• The worker understands the purpose of the policy and the organisation's commitment to health and safety.
• The worker knows where to find the current version of the WHS Policy (noticeboard, intranet, WHS management system).
• The worker has been told that all workers are expected to comply with WHS policies, procedures, and instructions.

2. Roles and Responsibilities

• The worker understands their own WHS duties — to take reasonable care for their own health and safety and not to adversely affect others.
• The worker has been introduced to their direct supervisor and understands the chain of WHS reporting.
• The worker knows who the WHS officer or safety representative is (name and contact details provided).
• The worker understands that refusing unsafe work is a right, not a disciplinary matter.
• Management's WHS responsibilities (providing safe plant, systems, information, training, and supervision) have been explained.

3. Hazards and Controls

• The key hazards relevant to the worker's role and work area have been identified and explained.
• The hierarchy of controls has been briefly explained (elimination through to PPE).
• The specific controls in place for each identified hazard have been described and demonstrated where practicable.
• The worker knows how to identify new or unexpected hazards during work.
• Workplace-specific hazards (e.g. mobile plant, electrical, working at height, manual handling, chemical hazards) have been covered as applicable.
• The worker has been walked through the work area and shown hazard locations and controls in person.

4. Hazard and Incident Reporting

• The worker knows how to report a hazard (verbal report, hazard report form, digital system — whichever applies).
• The worker knows how to report a near-miss.
• The worker knows how to report an injury or illness, including minor injuries.
• The incident register (or reporting system) has been shown to the worker.
• The worker understands that all incidents and near-misses must be reported, regardless of perceived severity.
• The worker has been advised that victimisation for reporting WHS concerns is unlawful.

5. Emergency Procedures

• The emergency evacuation procedure has been explained and the muster point(s) shown.
• The worker knows the emergency alarm signal and what action to take when it sounds.
• Emergency contact numbers (fire, ambulance, police) and the site emergency number (if applicable) have been provided.
• The worker knows the location of the nearest fire extinguisher(s) and fire hose reels.
• The emergency warden or chief warden has been identified to the worker.
• The worker has been advised of any specific emergency procedures relevant to the site (e.g. chemical spill, gas leak, lockdown).
• The worker understands who has authority to call an evacuation.

6. First Aid and Amenities

• The location of the first aid kit has been shown to the worker.
• The first aider(s) on site have been identified by name and location.
• The worker knows the procedure for accessing first aid treatment.
• The location of amenities has been shown: toilets, lunchroom/kitchen, drinking water, parking.
• The worker has been advised of any site-specific hygiene requirements (e.g. hand-washing before eating, no food in work areas).

7. Personal Protective Equipment (PPE)

• Required PPE for the role and work area has been identified.
• PPE has been issued to the worker (itemised list below, signed by worker on sign-off sheet).
• The worker has been shown how to correctly fit, use, and store each item of PPE.
• The worker has been shown how to inspect PPE for defects and knows the procedure for reporting damaged or worn PPE.
• The worker understands that PPE use is mandatory in designated areas and for designated tasks.

8. Safe Work Method Statements (SWMS) and Safe Work Procedures (SWPs)

• All SWMS and SWPs relevant to the worker's role have been identified and provided.
• The worker has read and understood each applicable SWMS/SWP.
• The worker has signed onto each applicable SWMS (where required by regulation or site policy).
• The worker knows where SWMS and SWPs are stored and how to access the current version.
• The worker understands they must not commence high-risk work without a current SWMS in place.

9. Licences, Tickets, and Competencies

• All licences, certificates, and competencies required for the role have been verified (sighted and copied or recorded).
• Expiry dates have been noted and a reminder set for renewal where applicable.
• Any licences required specifically for plant, equipment, or high-risk work (e.g. forklift licence, EWP ticket, dogging/rigging licence, electrical licence) have been verified.
• White Card (Construction Induction Card) has been sighted if applicable.
• Copies of verified licences have been filed in the worker's personnel or WHS record.

10. Consultation Arrangements

• The worker has been informed of the site's WHS consultation arrangements (e.g. toolbox talks, safety committee, Health and Safety Representative elections).
• The worker knows how to raise WHS concerns through the consultation process.
• The worker has been introduced to the Health and Safety Representative (HSR) if one is elected.
• The worker understands they have the right to contribute to decisions that may affect their health and safety.

11. Induction Sign-Off

• The worker confirms they have understood all items covered during the induction.
• The worker has had the opportunity to ask questions and all questions have been answered.
• The worker and the person conducting the induction have both signed and dated the induction record.
• A copy of the completed induction record has been filed in the worker's personnel record.
• The induction record includes: worker's full name, date of induction, name and signature of the person conducting the induction, list of topics covered, and any SWMS signed.

After the Induction

Completing this checklist is the start of the WHS process, not the end. New workers should receive closer supervision during their first weeks on the job, with regular check-ins to reinforce safe behaviours and address any questions that arise once they are working.

Induction records should be retained for a minimum of five years (longer in some industries). If your business uses a digital WHS management system, induction records should be stored there for easy retrieval during a regulator inspection.

For a deeper dive into what the WHS legislation actually requires you to cover, see our guides on Site Inductions: What Must Be Covered? and WHS Training Requirements for Employers.

State and Territory Variations

This checklist is based on the Model WHS Act and Regulations published by Safe Work Australia. Most states and territories have adopted the Model WHS laws, with some jurisdictions having minor variations.

Always verify current requirements with your state or territory regulator, as specific induction and record-keeping obligations may vary.

Related Guides

• Site Inductions: What Must Be Covered?
• WHS Training Requirements for Employers
• How to Write a Safe Work Method Statement (SWMS)
• What to Do When a SafeWork Inspector Visits Your Site

Frequently Asked Questions

Is a WHS induction legally required for new workers?

Yes. Under the Model WHS Act (and equivalent state legislation), a PCBU has a duty to provide information, training, instruction, and supervision necessary for workers to carry out their work safely. A structured induction is the primary mechanism for meeting that duty when a new worker starts.

Does an induction need to be completed before a new worker starts work?

Yes. The safety-critical elements — emergency procedures, hazard controls, and PPE requirements — must be covered before the worker enters the work area. Do not allow a new worker to begin tasks before these items have been addressed.

Who is responsible for conducting the induction?

The PCBU is ultimately responsible, but the induction is usually delivered by a supervisor, WHS officer, or experienced team member. The person conducting the induction must be familiar with the workplace hazards, controls, and applicable SWMS.

How long should induction records be kept?

Best practice and most state WHS regulations require training records to be kept for a minimum of five years. Some industries (construction, mining) have specific obligations. Signed induction records must be stored securely and retrievable on request by a regulator.

Manage Your Inductions Online

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This checklist is intended as a practical reference tool and does not constitute legal advice. Requirements vary by jurisdiction and industry. Always consult your state or territory WHS regulator or a qualified WHS professional for advice specific to your workplace.