Starting a new role in an early years setting can be exciting but also overwhelming. New staff members walk into a busy environment where they are responsible for the safety, development, and well-being of young children from day one.

This is why a well-structured staff induction in Early Years is so crucial. It’s not just about handing over a welcome pack and showing someone where the fire exits are—it’s about setting staff up for success, ensuring they understand their responsibilities, and embedding a strong safeguarding culture from the very start.

Why Induction Matters

A thorough induction process benefits everyone—the new staff member, the team, and, most importantly, the children. Here’s why:

• Ensures safeguarding knowledge – Every new staff member must understand their role in safeguarding and what to do if they have concerns.
• Reduces mistakes and confusion – Without a clear induction, staff may struggle to follow procedures, leading to inconsistencies in care.
• Improves staff confidence – A structured induction helps new staff feel prepared and supported rather than thrown in at the deep end.
• Supports team cohesion – When new staff understand expectations, policies, and daily routines, they integrate into the team more smoothly.
• Enhances retention and job satisfaction – A poor induction can leave staff feeling lost and unsupported, increasing turnover rates.

A good induction goes beyond “shadow a colleague for a day.” It should be structured, thorough, and tailored to the individual’s role. Here’s what should be included:

1. Safeguarding and Child Protection

This is the top priority. Every new staff member, regardless of experience, should receive safeguarding training before they start working with children. They must understand:

• The setting’s safeguarding policies and procedures.
• Who the Designated Safeguarding Lead (DSL) is and how to report concerns.
• How to identify signs of abuse, neglect, or safeguarding risks.
• The importance of professional curiosity and always putting the child’s welfare first.

2. Policies and Procedures

New staff must be given clear guidance on key policies, including:

• Health and safety – Fire drills, risk assessments, accident reporting.
• Behaviour management – Consistent strategies for supporting positive behaviour.
• Confidentiality and data protection – What can and can’t be shared outside of the setting.
• Whistleblowing – How to report concerns about unsafe practices.

3. Room-Specific Inductions

A general induction isn’t enough—staff need to understand the specific routines, expectations, and needs of the room they’ll be working in. This should include:

• Ratios and supervision expectations.
• Daily routines – Sleep, meals, nappy changing/toileting, and activities.
• Key children and their individual needs.
• Communication with parents – Expectations for handovers and updates.

4. Staff Roles and Responsibilities

Clarity is key. New staff should know exactly what is expected of them, including:

• Their role within the team.
• Expectations for planning and observations (if applicable).
• How to use communication systems (handover notes, digital apps, etc.).
• Where to go for help and support if unsure.

5. Buddy System and Ongoing Support

Throwing a new team member into the deep end without proper support is a recipe for stress. Having a buddy or mentor for the first few weeks can make a huge difference, allowing new staff to:

• Ask questions without feeling like they’re interrupting.
• Gain confidence by working alongside an experienced team member.
• Learn the setting’s culture and expectations through hands-on guidance.

How to Make Inductions More Effective

A rushed or informal induction process can leave new staff feeling lost and uncertain. To make inductions truly effective:

• Make it structured – Have a clear induction checklist so nothing is missed.
• Don’t overload new staff – Spread induction topics over the first few weeks rather than cramming everything into one day.
• Use real-life scenarios – Practical safeguarding discussions and hands-on training are far more effective than reading policies alone.
• Check understanding – Simply handing out an induction pack isn’t enough—managers should check that new staff have understood key information.

Final Thought: Investing in Inductions is Investing in Quality Care

A good induction isn’t just about compliance—it directly impacts the quality of care children receive. Staff who are well-trained, confident, and clear on their responsibilities are better equipped to keep children safe, support their development, and work effectively as part of a team.

Skipping or rushing an induction might seem like a time-saver, but in reality, it leads to mistakes, frustration, and staff turnover. Taking the time to do it properly ensures new staff feel supported, settings remain compliant, and most importantly, children receive the best possible care.

So, the next time a new staff member joins, ask yourself—are they truly prepared for the role? If not, it’s time to rethink your induction process.

Written by Vanessa Dooley, Founder of Jigsaw Early Years Consultancy