Why Onboarding Determines Long-Term Retention
Employees who go through a structured onboarding programme are 58% more likely to still be with the company after three years. In Ireland's tight labour market, losing a new hire in the first 90 days costs an average of 6–9 months' salary in recruitment and lost productivity.
Before Day One — Pre-boarding
- Issue signed employment contract (required under the Terms of Employment (Information) Acts 1994–2014)
- Collect P45 or PPSN for Revenue registration
- Register employee with Revenue Online Service (ROS) — required before first pay date
- Set up payroll record with correct tax credits and PRSI class
- Provision email account and system access
Day One
- Office/remote orientation and team introductions
- Health and safety induction (mandatory under the Safety, Health and Welfare at Work Act 2005)
- Review company handbook, policies, and code of conduct
- 1:1 with line manager — 30/60/90 day goals set
First 90 Days
- Weekly 1:1s with manager
- 30-day check-in survey
- Confirm probation period terms are documented and signed
- Mid-probation review at 45 days
- End-of-probation review and confirmation of permanent employment
The most common onboarding failure in Irish SMEs is not the first day — it is the absence of structure in weeks 2–12.
How CloudHR Automates This
CloudHR's onboarding module turns this checklist into an automated workflow. When an offer is accepted, a task sequence triggers automatically — assigning actions to HR, IT, the manager, and the employee. Documents are sent for e-signature, progress is tracked in real time, and nothing falls through the cracks.