Onboarding and Induction

Onboarding 

Onboarding international workers begins well before their arrival in the UK. The Code of Practice for the International Recruitment of Health and Social Care Personnel requires employers to have a comprehensive approach to induction, pastoral care, and ongoing professional support.

Effective onboarding helps new workers settle into their role, their workplace, and their community. It also supports retention and helps ensure compliance with international recruitment standards.

This guidance outlines good practice for providers recruiting workers from overseas.

Before You Make a Job Offer

Before a job offer is accepted, providers should ensure that candidates have enough information to make an informed decision.

This should include clear information about:

• The job role and location, including likely living costs
• Access to health services for the worker and their family
• Availability of education for dependants
• Proximity to places of worship, where relevant
• Local communities, diaspora groups, and support networks
• Trade unions and professional associations

Providing this information early helps to build trust and reduces the risk of candidates withdrawing later in the process.

Before Arrival

Maintaining regular contact before arrival is an important part of successful onboarding. It reassures new recruits, helps them prepare for life in the UK, and reduces the risk of them accepting alternative offers.

Providers should also take time to understand the cultural and professional context in which the individual has been working.

Good practice includes:

• Scheduling regular catch-ups via video call
• Sharing practical information about:
  • British weather and seasons
  • Shopping, food, and daily living
  • Clothing and workplace expectations
  • The local area and transport
  • British values and workplace culture
  • Differences in social care terminology
  • Paying for utilities and household costs
• Sharing photos or videos of:
  • The workplace
  • Accommodation
  • The local community

Communication can take place via platforms such as Microsoft Teams, Zoom, WhatsApp, or email.

Financial Considerations

Providers should be mindful of the financial position of new international workers. Those arriving on a Skilled Worker visa have no access to public funds, meaning they cannot access benefits or other public support. Additional employer support may be required, depending on individual circumstances.

Induction and Ongoing Support

Alongside standard induction arrangements, international workers benefit from additional cultural and pastoral support to help them settle into life and work in the UK.

This may include support with:

• A welcome letter and initial orientation
• Housing arrangements
• Biometric Residence Permits (BRPs)
• Pay, bank accounts, tax, and National Insurance
• Registering with a GP, dentist, and other health services
• Education and schools
• Community and faith organisations
• Union representation
• Links to national embassies or high commissions

Getting Things Right From Day One

Airport Pick-Up

Meeting a new worker on arrival can make a significant difference to their first experience in the UK. Where possible, arrange for someone they already know to greet them at the airport and take them to their accommodation. If this is not possible, consider arranging and paying for transport.

Accommodation and Key Administration 

Providers should support new workers with essential administrative tasks, including:

• Collecting Biometric Residence Permits
• Applying for a National Insurance number
• Registering with the NHS
• Opening a UK bank account

Where appropriate, providers may wish to accompany workers to appointments or help arrange these in advance.

Financial Support on Arrival 

Providing short-term financial support can help reduce stress during the first weeks in the UK. This may include: 

• A salary advance or emergency cash support 
• Clear agreement on repayment terms 
• Ensuring repayments do not leave the worker unable to meet living costs

Social Integration and Workplace Support

Helping new workers feel welcome and included is key to retention.

Good practice includes:

• Organising a team welcome or social activity
• Assigning a workplace buddy or mentor
• Encouraging team awareness of international recruitment
• Promoting a workplace culture that values diversity and inclusion

Supporting Settlement in the Community

Providers can support workers to become familiar with their local area by:

• Using public transport together
• Visiting shops, community facilities, or places of worship
• Sharing information about local services and support groups

Providing a Welcome Pack 

A welcome pack can help new workers settle quickly and feel supported from their first day. Items may include: 

• Basic kitchen equipment and crockery 
• Bedding and towels Essential food supplies 
• Toiletries and household items 
• A prepaid travel card A UK SIM card 

The contents of the welcome pack should be discussed with the worker in advance to ensure it reflects their needs and preferences.

Further Guidance and Support

Code of Practice for International Recruitment

International Recruitment Toolkit for Adult Social Care Providers

NHS Employers International Recruitment Toolkit

Professional regulators and bodies

SESCA Onboarding support

Good Practice for Providers

Effective onboarding is a continuous process, starting before arrival and continuing through the first months. 

Key actions include:

• Plan early: Prepare induction, pastoral and professional support in line with the Code of Practice.
• Provide clear information: Share details about the role, location, living costs, and available support before a job offer is accepted.
• Stay in touch: Maintain regular contact to reduce anxiety and build trust before arrival.
• Support on arrival: Assist with transport, accommodation, documentation, banking, and access to essentials.
• Offer pastoral support: Help with health registration, community connections, and navigating UK systems.
• Use buddies or mentors: Pair recruits with a team member to guide them socially and professionally.
• Adapt to individual needs: Tailor onboarding, welcome packs, and support to the recruit’s circumstances.
• Review and improve: Gather feedback to refine processes and ensure long-term success and retention.

A thoughtful onboarding process helps international recruits settle quickly, feel valued, and thrive in your organisation.