New and young worker orientation in B.C.: employer checklist
A practical first-shift checklist for B.C. employers, supervisors, and trainers based on WorkSafeBC sections 3.22 to 3.25.
Published · 10 minute read
Who is a new or young worker in B.C.?
A young worker is anyone under 25. A new worker is not limited to a recent hire. An experienced employee can become a new worker under the regulation after a move or a change in workplace hazards.
| Worker situation | Why orientation may be required |
|---|---|
| Under 25 years old | The regulation defines them as a young worker |
| New to the workplace | They are a new worker even if they know the trade |
| Returning after hazards changed | The old orientation may no longer match the work |
| Affected by a change in hazards | New equipment, materials, or processes can create a new duty |
| Moved to another workplace | Different hazards make the relocated employee a new worker |
The definitions can overlap. A 23-year-old transferred to a different location may be both a young worker and a new worker, but the employer still needs one orientation that fits the person and the new workplace.
Complete orientation before work begins
The required orientation belongs before the worker starts work, not at the end of a first shift or whenever the schedule becomes quiet. That does not mean every piece of advanced training must fit into a single meeting. It means the worker needs the information and instruction required to begin safely, and must stay away from tasks they are not yet prepared to perform.
Prepare the orientation around the actual location, shift, job, and likely hazards. A generic video can introduce company rules, but it cannot show where the first aid equipment is kept or demonstrate the lockout procedure on the machine the employee will use.
B.C. new and young worker orientation checklist
Use the list below to plan the session. Cover each required subject, note when a particular item does not apply, and add the procedures, equipment, and hazards that are specific to the job.
| Subject | What the worker should leave knowing |
|---|---|
| Supervisor | The supervisor's name and how to contact them |
| Rights and responsibilities | How to report an unsafe condition and refuse unsafe work |
| Workplace rules | The safety rules that apply to the location and role |
| Hazards and violence | Known hazards, including applicable robbery, assault, or confrontation risks |
| Working alone | Check-in procedures and how to obtain help when working alone or in isolation |
| Protective equipment | What is required, where it is kept, and how it is used |
| First aid and injuries | First aid locations, how to summon help, and how to report an illness or injury |
| Emergencies | Alarms, exits, muster locations, shutdown steps, and emergency contacts |
| Tasks and processes | Instruction and a demonstration of the work the employee will perform |
| Health and safety program | Where to find the program and procedures, when one is required |
| WHMIS | Information and workplace training for hazardous products that apply to the job |
| Worker participation | How to contact the joint committee or worker representative, when applicable |
WorkSafeBC also publishes its modifiable Word checklist, which is a useful starting form. It still needs the employer's site and job details.
Show the task, then check the worker can do it safely
Reading a policy is not the same as learning a physical task. The orientation requirements include instruction and demonstration of the worker's tasks or processes. A supervisor should explain the steps, demonstrate them, let the worker practise under supervision, and correct anything unsafe.
Take a new warehouse picker as an example. The common orientation can cover injury reporting, emergency procedures, and workplace rules. The floor portion still needs to show pedestrian routes, loading-area hazards, equipment restrictions, lifting methods, and the exact task. If powered equipment requires separate qualification, orientation does not replace it.
Online training can deliver consistent policy information and record completion. Use a separate supervisor sign-off for demonstrations, observed practice, and other evidence that must come from the worksite.
When additional orientation is required
Section 3.24 requires more orientation or training when workplace observation shows that the worker cannot perform the task safely, or when the worker asks for more instruction. Treat questions as useful information, not as proof that the first session failed.
Sections 3.22 to 3.25 do not create a blanket annual renewal date. Repeat or update the orientation when the worker's situation meets the definition again, when hazards change, or when observation or a request triggers more training. Other training requirements may have their own review or certification periods.
What to put in the orientation record
Section 3.25 requires the employer to keep records of the orientation and additional training provided under sections 3.23 and 3.24. A useful record shows what happened instead of recording only a signature.
- Worker name, job, workplace, and supervisor
- Date of the orientation and the person who provided it
- Topics covered and the policies or procedures used
- Tasks demonstrated and any supervised practice completed
- Questions, gaps, restrictions, and follow-up training required
- Later instruction, observation, or practical sign-off
The regulation requires the records but section 3.25 does not specify one form or a retention period. Keep the history accessible, check whether another applicable rule sets a period, and avoid replacing an earlier event when the worker receives more training. The employee training records guide includes a blank CSV template and a completed example.
Primary sources
- WorkSafeBC OHS Regulation, sections 3.22 to 3.25
- WorkSafeBC support guide for employers
- WorkSafeBC young and new worker orientation checklist
- WorkSafeBC guidance for developing a health and safety program
This checklist provides general information, not legal advice. Check the current regulation and WorkSafeBC guidance, then adapt the orientation to the workplace, worker, tasks, and hazards.