As a general rule, it is important that all businesses, regardless of size, should have a thorough induction programme to provide employees with all the information they need before commencing the job. The induction programme should reflect the complexity of the job in question and help employees acclimatise and settle into the workplace environment.

Employers are often faced with the issue of whether to undertake a full induction process again when re-hiring former employees. From a best practice perspective, employers are encouraged to initiate an induction process again. The employee will most likely be appointed on a new contract and the company’s policies may have been changed or updated in the months following the employee’s departure. Furthermore, the nature of the employee’s work under the new contract may be different than it was previously and may require the employee to undertake additional training.

Carrying out an induction process again can also help protect an employer if an employee later claims that they were unaware of certain policies or working practices.