The first 90 days of employment are more than just an adjustment period—they’re a critical window to engage new hires, reduce turnover, and avoid legal risks. For California employers, where employment laws are especially protective of workers, effective onboarding is both a best practice and a compliance must.
Here are the top five things every California employer should focus on during the onboarding process:
1. Make a Strong First Impression—And Keep It Going
Many employees decide in the first weeks whether they’ll stay long term. Start with a warm welcome, clear orientation, and a structured 30-60-90 day plan. Don’t just hand over paperwork and leave them to figure things out—regular check-ins and mentorship help new hires feel supported and connected.
Stat: Organizations with strong onboarding improve new hire retention by 82% and productivity by 70%.
2. Be Clear on Policies—and California Compliance
California has unique onboarding requirements. Make sure new hires receive the required documents, such as:
- The Wage Theft Prevention Act Notice (Labor Code §2810.5).
- Required pamphlets (on State Disability Insurance, Paid Family Leave, Unemployment Insurance, and Workers’ Compensation), and others.
- Form I-9 and it is completed properly.
- Meal and rest break policy and acknowledgement.
- Harassment prevention training (required within 6 months for employers with 5+ employees).
- Restaurants: Food handler card requirements (within 30 days of hire).
Being transparent early helps prevent misunderstandings—and lawsuits—later.
3. Set Cultural Expectations and Build Connection
Culture matters. Use the onboarding process to communicate your mission, values, and behavioral expectations. Include the employee in team lunches, assign a “buddy,” and encourage relationship-building across departments. When employees feel like part of the team, they’re more likely to stay—and less likely to sue.
Stat: Employees who felt onboarded effectively were 18x more likely to feel committed to their employer.
4. Train Early and Often
Don’t let onboarding be a one-day event. Break training into manageable stages. Teach job-specific tasks, workplace safety, and compliance expectations. In restaurants and fast-paced industries, shadowing, checklists, and gradual independence help new employees thrive.
Tip: Use a 30-60-90 day plan to build skills, monitor progress, and reduce overwhelm.
5. Document Everything
Good documentation protects your business. Keep records of all signed policies, training completions, and performance check-ins. If a termination becomes necessary, documented onboarding efforts and feedback provide helpful evidence against wrongful termination or retaliation claims.
Final Thought:
In California’s legal landscape, strong onboarding is not just smart—it’s essential. By investing in a clear, structured, and supportive onboarding experience, you boost retention, limit risk, and help new hires become successful, long-term contributors to your team.
Need help reviewing or building your onboarding process? Contact our team for a compliance check-up and customized support.