New employee safety orientation checklist for Canadian employers
A practical checklist for planning the first shift, first day, and early follow-up with a new worker.
Published · Updated · 9 minute read
Who needs orientation?
New hires are the obvious group, but orientation may also be needed when an employee changes jobs, moves to another location, returns after hazards have changed, or starts using a new process.
The definition is especially clear in British Columbia. A "new worker" includes someone affected by a change in workplace hazards or relocated to a workplace with different hazards. Other jurisdictions use their own wording, so check the rules that apply to the worksite.
Before work starts
Deal with immediate risks before asking the employee to begin a task. A busy first shift is not a reason to postpone the parts of orientation that keep someone from being hurt.
| Check | What to cover |
|---|---|
| Supervisor | Name, role, and how to reach them |
| Hazards | Known hazards in the work area and assigned tasks |
| Controls | Safe procedures, guards, access rules, and prohibited work |
| Equipment | Required protective equipment and how to use it |
| Emergency | Alarms, exits, muster points, and emergency contacts |
| First aid | Location, attendant, and injury reporting process |
| Working alone | Check-in procedure and help available, if applicable |
During the first day
- Explain the worker's health and safety rights and responsibilities.
- Review company safety rules and reporting procedures.
- Show how to report hazards, near misses, injuries, and violence.
- Introduce the health and safety representative or committee, if applicable.
- Review workplace violence and harassment policies and procedures.
- Explain WHMIS information and training that applies to the job.
- Demonstrate assigned tasks and allow time for questions.
Orientation is not a document dump. If the employee needs practical instruction, supervised practice, or certification, schedule it and keep them away from the task until the required conditions are met.
Follow-up after orientation
Check in once the worker has had a chance to use the information. Ask them to explain the reporting process and demonstrate the work rather than asking, "Do you understand?" A yes tells you very little.
- Observe the employee performing the task.
- Correct gaps and record additional instruction.
- Confirm that protective equipment fits and is being used.
- Invite questions away from production pressure.
- Set dates for any remaining job-specific training.
Documenting the orientation
Record the employee's name, work location, job, orientation date, subjects covered, person providing the instruction, and any follow-up still required. Where signatures or acknowledgements are used, they should confirm what happened, not replace evidence of instruction.
Keep orientation records with the employee's other training history. That makes it easier to see whether later policy updates, hazard changes, or role changes require another assignment. The employee training records guide includes a completed example and a blank CSV template.
Check the applicable jurisdiction
Canada has federal, provincial, and territorial occupational health and safety jurisdictions. Their approaches overlap, but the exact duties are not interchangeable.
British Columbia, for example, lists required orientation subjects for young and new workers and requires the employer to keep records. Our B.C. new and young worker orientation checklist walks through those rules. Alberta publishes a worker orientation checklist that can serve as documentation once completed and signed. These are useful references, but the employer still needs to adapt the orientation to the workplace.
Primary sources
- CCOHS orientation for workers checklist
- WorkSafeBC OHS Regulation, sections 3.22 to 3.25
- Alberta worker orientation health and safety checklist
This checklist provides general information. It is not a substitute for the legislation, regulator guidance, professional advice, or practical instruction required for a particular workplace.