If you have not already done so provide a finalised copy of the Statement of Terms and Conditions of Employment (also called a contract or Written Particulars) , job description, Employee Handbook (if you have one) or copies of any policies, procedures or practices that the new employee must adhere to. You should also provide details of breaks, canteen or lunch facilities, an introduction to colleagues, a tour of premises. You must also check the employee has the right to work in the UK by asking them to bring evidence of this with them on their first day. This may be for example a passport, birth certificate, letter from the Border Agency, work permit or a visa in a foreign passport giving leave to remain. Check the document carefully – you must have a reasonable belief that the person you are employing is the same as the person whose documents you are looking at. You must keep a copy of the evidence you see on the employee’s file. Failure to check the right to work could result in a fine of £10,000; failure to keep a copy of the evidence of the right to work could result in a fine of £5,000.

No but you must provide the Statement of Terms and Conditions of Employment (also called a contract or Written Particulars) within 8 weeks of the date the employee commenced work.