Despite the proven importance of having a comprehensive employee induction program, there is still a reasonable amount of confusion regarding what is legally required.

In the interests of making the induction process run more smoothly, let’s clear up a few common myths.

Myth #1: Inductions only need to be completed in high risk industries

While the level of risk that workers in your industry face will likely have an impact on how you carry out your induction, that doesn’t mean the process is exclusive to hazardous positions.

By law you must take reasonable steps to ensure the health and safety of all your employees (no matter what role or industry).

Some businesses are still unsure about the benefits of employee inductions.

Myth #2: Employee inductions don’t need to be completed by contractors

It’s true that using independent contractors differs from hiring permanent staff in certain ways, however when it comes to inductions there is also a legal responsibility to carry one out, whether new employees will be with your organisation for six months or six hours.

From a workplace health and safety perspective and under the Work Health and Safety Act (model WHS Act), the primary duty of persons conducting a business or undertaking (PCBUs) applies to “workers”, a term defined to include contractors.

This means that a PCBU will have a primary duty to ensure their health and safety of all workers, so far as is reasonably practicable.