7 Onboarding documents you should get for every new hire

Onboarding, and by extension, onboarding documents, are essential for running a smooth organization. It helps you make sure people know what to do and that you’ve covered all legal and company bases.

If that’s the case, why does onboarding often feel like something that’s been slapped together at the last minute? There are many reasons for that and in this guide, you’ll learn about key onboarding documents, their usage, and so much more.

What are onboarding documents?

Employee onboarding documents refer to the various forms, agreements, and information that employers require from new hires during the onboarding process. These documents are essential for gathering important information, establishing legal and regulatory compliance, and facilitating a smooth transition for the new employee into the organization.

Obtaining necessary onboarding documents benefits both the employer and the employee. For the employer, it ensures compliance with legal and regulatory requirements, establishes clear expectations, protects company interests, and facilitates efficient payroll and tax processes.

For the employee, it provides clarity on employment terms, rights and responsibilities, and ensures timely and accurate compensation. Collectively, these documents contribute to a smooth and organized onboarding process, fostering a positive start to the employment relationship.

Pre-Employment Documentation

Pre-employment documentation refers to the various forms and documents that employers typically require from job applicants before finalizing their hiring process. These documents serve different purposes and help employers gather relevant information, establish legal compliance, and make informed hiring decisions. Here are three common types of pre-employment documentation:

Job application and resume:

1. Job application: The job application form is filled out by the applicant and typically includes personal information, educational background, work history, references, and other relevant details. Benefits of obtaining a job application include:
   • Gathering comprehensive information about the applicant’s qualifications, skills, and experiences.
   • Ensuring consistent and structured collection of applicant data for fair evaluation and comparison.
2. Resume: The applicant’s resume provides a summary of their education, work experience, skills, and achievements. Benefits of obtaining a resume include:
   • Quickly assessing an applicant’s qualifications and suitability for the position.
   • Gaining insights into an applicant’s career progression, areas of expertise, and professional accomplishments.

Offer letter and employment contract:

1. Offer letter: An offer letter is a formal document provided by the employer to the selected candidate, offering them employment. Benefits of obtaining an offer letter include:
   • Clearly communicating the terms of employment, including job title, compensation, benefits, and start date.
   • Establishing the intent of the employer to hire the candidate, creating a legally binding employment relationship once accepted.
2. Employment contract: An employment contract is a legal agreement between the employer and the employee, outlining the terms and conditions of employment. Benefits of obtaining an employment contract include:
   • Defining the rights, obligations, and expectations of both the employer and the employee.
   • Providing a framework for resolving potential disputes and protecting the interests of both parties.

Background check consent form:

A background check consent form is a document that allows employers to conduct a background check on the applicant. Benefits of obtaining a background check consent form include:

• Verifying the accuracy of information provided by the applicant.
• Mitigating potential risks by conducting due diligence on the candidate’s criminal history, employment history, educational qualifications, or other relevant factors.

It’s important for employers to comply with applicable laws and regulations when collecting and using pre-employment documentation. This includes adhering to data privacy and anti-discrimination laws, as well as obtaining the necessary consent for background checks.

Personal Identification and Employment Eligibility

Employers need to verify the identity of job applicants and ensure their eligibility to work in a particular country. Here are three key components related to personal identification and employment eligibility:

Form I-9 – Employment Eligibility Verification: Form I-9 is a mandatory document in the United States used to verify the employment eligibility of individuals. It’s completed by both the employer and the employee. The form requires the employee to present specific documents to establish their identity and work authorization. Benefits of Form I-9 include:

1. Legal compliance: Form I-9 ensures that employers comply with U.S. immigration laws and regulations, specifically the Immigration Reform and Control Act (IRCA).
2. Verification of work authorization: The form helps verify that the employee is legally authorized to work in the United States.
3. Prevention of discrimination: Form I-9 is designed to prevent discrimination against job applicants based on their citizenship status or national origin. All employees must complete the form regardless of their background.

Proof of identity documents: Employers typically require applicants to present documents to establish their identity. These documents may include:

1. Passport: A valid passport is a widely accepted proof of identity that establishes the applicant’s nationality and identity.
2. Driver’s license or state ID card: These government-issued documents with a photograph and unique identification number verify the applicant’s identity within a particular jurisdiction.
3. Social Security card: While a Social Security card alone does not establish work authorization, it serves as proof of an individual’s Social Security number, which may be required for tax and payroll purposes.

Proof of work authorization documents: Employers need to verify an applicant’s authorization to work in the country where the job is located. Examples of documents used to establish work authorization include:

1. Employment Authorization Document (EAD): This document, issued by the U.S. Citizenship and Immigration Services (USCIS), demonstrates that the individual is authorized to work in the United States for a specific period.
2. Permanent Resident Card (Green Card): A Green Card establishes an individual’s lawful permanent resident status in the United States, allowing them to work without restrictions.
3. Visa and accompanying documentation: Depending on the country’s immigration laws, individuals may present visas along with supporting documents to establish their work authorization. Examples include H-1B visa for specialized workers or Tier 2 visa for skilled workers in the United Kingdom.

It’s important for employers to follow the specific requirements and guidelines set by the respective immigration authorities and labor laws when verifying personal identification and employment eligibility. This ensures legal compliance, prevents unauthorized employment, and promotes fair hiring practices.Top of Form

Tax and Payroll Documents

Tax and payroll documents are essential for managing employee compensation, withholding taxes, and ensuring compliance with tax regulations. Here are three key tax and payroll documents:

Form W-4 – Employee’s Withholding Certificate: Form W-4 is a federal tax document used by employees in the United States to indicate their federal income tax withholding preferences. Employees complete this form to provide information to their employers about their filing status, number of allowances, and additional withholding amounts. Benefits of Form W-4 include:

1. Accurate federal income tax withholding: Form W-4 helps employers determine the correct amount of federal income tax to withhold from employees’ paychecks, based on their tax filing status and allowances claimed.
2. Employee’s tax liability management: Completing Form W-4 allows employees to adjust their tax withholding based on personal circumstances, such as changes in marital status, dependents, or additional income sources.

State tax withholding forms, if applicable: In addition to federal income tax, employees may need to complete state-specific tax withholding forms, depending on the jurisdiction where they work. These forms capture information related to state income tax withholding preferences and may vary by state. Benefits of state tax withholding forms include:

1. Complying with state tax regulations: State tax withholding forms ensure that employers withhold the appropriate amount of state income tax from employees’ paychecks, complying with state tax laws.
2. Accurate state tax payment: By completing state tax withholding forms, employees help ensure that the correct amount of state income tax is withheld from their wages, avoiding underpayment or overpayment of state taxes.

Direct deposit authorization form: A direct deposit authorization form is used to authorize the employer to deposit employees’ wages directly into their bank accounts. Benefits of direct deposit authorization include:

1. Convenient and efficient payment: Direct deposit eliminates the need for physical paychecks, offering employees the convenience of automatic and timely payment into their bank accounts.
2. Security and accuracy: Direct deposit reduces the risk of lost or stolen paychecks and eliminates manual errors in check distribution. Employees can have confidence in the security and accuracy of their wage payments.
3. Streamlined payroll processes: Direct deposit simplifies payroll administration by reducing the need for printing, distributing, and reconciling paper checks. It also saves time and resources associated with check handling.

It’s important for employers to follow tax laws and regulations specific to their jurisdiction when managing tax and payroll documents. Employers should provide employees with the necessary forms, accurately withhold taxes, and maintain appropriate records to ensure compliance and accurate payment of wages.

Benefits Enrollment and Insurance Forms

Benefits enrollment and insurance forms are crucial in facilitating employees’ access to various benefits offered by their employers. These forms allow employees to enroll in health insurance plans, retirement plans, and other benefit programs. Here are three common types of benefits enrollment and insurance forms:

Health insurance enrollment forms: Health insurance enrollment forms capture employees’ choices and preferences for healthcare coverage. Benefits of health insurance enrollment forms include:

1. Access to medical care: Enrollment forms enable employees to select and enroll in health insurance plans, providing them with access to medical services, including doctor visits, hospitalizations, and prescription medications.
2. Customized coverage options: Enrollment forms typically provide employees with the opportunity to select from various health insurance plans based on their individual or family needs. This allows employees to choose coverage options that best suit their healthcare requirements.
3. Compliance with regulations: Health insurance enrollment forms help employers meet legal requirements, such as those outlined in the Affordable Care Act (ACA) in the United States, which mandates that eligible employees have access to health insurance coverage.

Retirement plan enrollment forms: Retirement plan enrollment forms facilitate employees’ participation in employer-sponsored retirement savings plans, such as 401(k) plans. Benefits of retirement plan enrollment forms include:

1. Savings for retirement: By completing enrollment forms, employees can enroll in retirement plans and start contributing a portion of their wages towards long-term savings for retirement.
2. Employer contributions and matching: Enrollment forms often include sections for employees to select contribution levels and take advantage of any employer matching programs, which can enhance retirement savings.
3. Tax advantages: Retirement plans often offer tax benefits, such as pre-tax contributions or tax-deferred growth. By completing enrollment forms, employees can take advantage of these tax advantages and optimize their retirement savings.

Other employee benefit forms (e.g., life insurance, disability insurance): Additional employee benefit forms may include life insurance, disability insurance, flexible spending accounts (FSAs), or other voluntary benefits. Benefits of these forms include:

1. Financial protection: Completing forms for life insurance and disability insurance allows employees to secure financial protection for themselves and their families in case of unforeseen events or loss of income due to disability.
2. Flexibility and convenience: Enrollment forms for FSAs or other voluntary benefits provide employees with options to allocate pre-tax dollars for eligible expenses or take advantage of additional benefits, such as commuter benefits or wellness programs.
3. Comprehensive benefits package: Offering a range of employee benefits through enrollment forms demonstrates an employer’s commitment to the well-being and financial security of their workforce, helping attract and retain talented employees.

By providing benefits enrollment and insurance forms, employers empower employees to make informed decisions about their healthcare, retirement savings, and other essential benefits. These forms ensure compliance with legal requirements, enable personalized benefit selections, and support employees in protecting their health and financial security.

Employee Handbook and Policies Acknowledgment

Employee Handbook and Policies Acknowledgment is an important process that you may not think of when it comes to onboarding documents. Employees are provided with the company’s employee handbook and policies, and they acknowledge receipt and understanding of the information contained therein. Here are three key aspects of the Employee Handbook and Policies Acknowledgment:

Distribution of the employee handbook:

1. Providing the handbook: Employers distribute the employee handbook to all employees, either in a physical or electronic format. The handbook contains essential information about the company’s policies, procedures, expectations, benefits, and guidelines for conduct.
2. Accessibility: Employers ensure that the handbook is easily accessible to employees, such as by storing it on the company intranet or providing physical copies to employees. Clear instructions are given to employees on how to access the handbook.

Acknowledgment of receipt and understanding of policies:

1. Employee acknowledgment: Employees are required to formally acknowledge that they have received the employee handbook and have had the opportunity to review its contents. This acknowledgment is typically obtained through a signed document or electronic acknowledgment.
2. Review and understanding: Employees are encouraged to review the employee handbook thoroughly and seek clarification on any policies or procedures they may not understand. Employers may provide a timeline for employees to review the handbook and ask any questions they may have.

Signed acknowledgment form:

1. Written acknowledgment: Employers typically use a signed acknowledgment form that confirms an employee’s receipt and understanding of the employee handbook and policies. This form may be in paper or electronic format, depending on the company’s practices.
2. Documentation: Employers retain the signed acknowledgment forms in the employee’s personnel file or electronic records. These forms serve as evidence that the employee has received and acknowledged the company’s policies.
3. Legal implications: The signed acknowledgment form helps protect the employer by demonstrating that employees have been informed of the company’s policies and procedures, which can be crucial in the event of disputes or legal claims related to employment practices.

The Employee Handbook and Policies Acknowledgment process ensures that employees are informed about the company’s policies, expectations, and guidelines. It helps promote consistency, transparency, and compliance with company policies. Additionally, it establishes a framework for communication and sets the tone for a positive work environment by ensuring that employees understand their rights and responsibilities within the organization.

Emergency Contact and Personal Information

Emergency Contact and Personal Information forms are essential onboarding documents that capture important details about employees, such as their emergency contact information and personal details. These forms play a crucial role in ensuring the safety and well-being of employees in case of emergencies. Here are three key aspects related to Emergency Contact and Personal Information:

Emergency contact form:

1. Capturing emergency contact details: The emergency contact form collects information about an employee’s designated emergency contact person(s), their relationship to the employee, and their contact information (phone number, address, etc.).
2. Contact in case of emergencies: In the event of an emergency, employers can quickly reach out to the designated emergency contact person(s) to communicate important information, seek assistance, or notify them about the employee’s well-being.
3. Prompt and effective communication: The emergency contact form facilitates timely communication, enabling employers to notify emergency contacts about any incidents or critical situations involving the employee.

Employee personal information form:

1. Collecting personal details: The employee personal information form captures essential personal details, such as full name, date of birth, address, phone number, and email address. It may also include information about the employee’s dependents or marital status.
2. HR and administrative purposes: The personal information form helps HR departments maintain accurate employee records and contact information. It is used for administrative purposes, including payroll processing, benefits enrollment, tax reporting, and compliance with legal requirements.
3. Privacy and data protection: Employers must handle personal information with care and ensure compliance with applicable data protection laws and privacy regulations. Employees should be made aware of how their personal information will be used, stored, and protected.

Consent for emergency medical treatment form:

1. Authorization for emergency medical treatment: The consent for emergency medical treatment form allows employees to provide consent for emergency medical treatment in case they are incapacitated or unable to provide consent themselves.
2. Expedited medical treatment: The form ensures that, in an emergency situation, healthcare providers can promptly administer necessary medical treatment without delays due to consent issues.
3. Legal and liability protection: The consent form helps protect employers and medical professionals from potential liability claims when providing emergency medical treatment to employees.

It’s important for employers to handle and protect employee personal information with utmost confidentiality and in accordance with privacy laws. Employers should regularly update and verify the accuracy of the information collected, and ensure that emergency contact and personal information forms are easily accessible and securely stored.

By maintaining up-to-date emergency contact information and having proper consent for emergency medical treatment, employers can act promptly and effectively during emergencies and ensure the well-being of their employees.

Confidentiality and Non-Disclosure Agreements

Confidentiality and non-disclosure agreements are legal contracts that protect sensitive and confidential information shared between parties. When signed, these agreements play a vital role in safeguarding proprietary information, trade secrets, and other confidential materials and are an important aspect of onboarding documents. Here are three key aspects related to confidentiality and non-disclosure agreements:

Importance of protecting sensitive information:

1. Preserving competitive advantage: Confidentiality agreements help businesses maintain a competitive edge by safeguarding their confidential information from unauthorized use or disclosure by employees, contractors, or other parties.
2. Protecting trade secrets: Confidentiality agreements are crucial for protecting trade secrets, which may include proprietary processes, formulas, customer lists, or other confidential business information that provides a business with a competitive advantage.
3. Maintaining trust and relationships: Confidentiality agreements foster trust between parties involved in business transactions or collaborations, assuring them that their confidential information will be handled with utmost care and confidentiality.

Confidentiality agreement:

1. Definition of confidential information: A confidentiality agreement defines the scope of information that is considered confidential and protected by the agreement. It typically includes proprietary information, trade secrets, customer data, financial information, and any other sensitive business information.
2. Obligations of the parties: The agreement outlines the obligations of the parties involved, such as the recipient’s duty to maintain the confidentiality of the disclosed information, use it only for authorized purposes, and protect it from unauthorized access or disclosure.
3. Duration and limitations: The agreement specifies the duration of the confidentiality obligations, outlining the period during which the information must be kept confidential. It may also include limitations on disclosure, such as exceptions for information already in the public domain or information that the recipient independently develops.

Non-disclosure agreement (NDA), if applicable:

1. Additional protection for specific circumstances: Non-disclosure agreements are a type of confidentiality agreement used when one party discloses confidential information to another party, such as during negotiations, partnerships, or mergers and acquisitions.
2. Restrictions on disclosure and use: Non-disclosure agreements typically impose more stringent restrictions on the receiving party, prohibiting them from disclosing confidential information to third parties or using it for any purpose other than the specified business relationship.
3. Remedies and consequences: Non-disclosure agreements outline the remedies and consequences for breaching the agreement, including injunctive relief, financial damages, or other legal actions that may be pursued.

Confidentiality and non-disclosure agreements are essential tools for protecting sensitive information, maintaining trust, and preserving a business’s competitive advantage. These agreements set clear expectations, establish legal protections, and help businesses ensure that their confidential information remains secure throughout various business transactions and collaborations.

It’s recommended to consult with legal professionals to draft and enforce these agreements in accordance with applicable laws and specific business requirements.

Conclusion about employee onboarding documents

As you can see, there are many types of employee onboarding documents and each one has a different use. Understanding who the employee is, verifying their identity, making sure you’re compliant with laws, etc. all come into play.

Of course, there may be additional documents needed depending on your jurisdiction but the documents outlined here are a good starting point. If you’d like to automate a lot of this process, be sure to check out DoxFlowy’s document automation tools.