Build the checklist once, manually launch it for them using their start date, and show the new starter, manager and HR what needs doing. HollyHR keeps document evidence in Documents, treats right to work as an employer decision, and shows progress without another spreadsheet.
Employee onboarding software gives each new starter a repeatable journey from accepted offer into their first days at work. In HollyHR, an HR or System Admin creates a reusable pack of tasks and linked document requirements, gives steps owners and dates relative to the person's start date, then launches that pack for the new starter. The employee sees their own actions while HR and the selected manager can follow progress, overdue work and items that need attention.
HollyHR keeps the important distinctions intact. A document step reads its status from the existing Documents/Compliance record rather than creating a second tick box. Right to work is a two-part flow: the new starter provides evidence and an authorised HR or System Admin records the employer's decision. Operational tasks can organise payroll, equipment, meetings and training, but HollyHR does not pretend the checklist provisions those services for you.
Build the common journey once. Launch it for the person. Then give the new starter a focused action list, while the people responsible for the welcome can see what is moving and what needs attention.
Create a company or organisation-unit pack from operational tasks, profile work, meetings, payroll, equipment, training, linked document requirements and a right-to-work pair. Publish it once and launch the same active pack for more than one starter.
Give each step a whole-day offset before, on or after the person's start date. When HR launches the pack, HollyHR turns those offsets into dated journey steps, so a plan such as seven days before or five days after becomes a real date for that person.
A new starter sees only their own onboarding items: plain tasks they can mark done, right-to-work evidence they can provide, and document obligations that take them to the existing Documents flow. Completed work stays separate from action needed.
The organisation view shows each person's start date, selected manager, step owner, status and completion count, with overdue and needs-attention signals. Managers and task owners see journeys connected to them; HR and System Admins manage the organisation view.
Define the common steps, owners and offsets once. When HR launches the active pack for a selected starter, HollyHR resolves each date from their start date and keeps that journey on the version it began with.
HR and System Admins manage the organisation view. A selected manager or task owner sees journeys connected to them. The new starter gets their own actions—not the control panel or everybody else's welcome.
The new starter provides the evidence. An authorised HR or System Admin reviews the same file and records Verified or Needs attention. HollyHR records that workflow; the employer remains responsible for performing a valid check.
A pack can link an existing compliance requirement. The employee acts in Documents, while onboarding projects the same acknowledgement or signature state into the journey instead of inventing a second version of completion.
HollyHR makes onboarding work visible and gives right-to-work evidence a proper employer-verification path. Your organisation still decides which checks are required, whether the evidence is acceptable and how payroll, pensions, accounts and equipment are actually provisioned.
Employee onboarding software turns the work around a new starter into a repeatable, dated journey. HollyHR lets an HR or System Admin create and publish a pack, manually launch it for the person using their start date, give the starter their own action list and show HR or the selected manager how the work is progressing.
Yes. HollyHR calls them onboarding packs. A new pack can contain operational, profile, meeting, payroll, equipment and training tasks, linked document requirements and a paired right-to-work flow. You can publish the pack and launch that active pack repeatedly, although editing and versioning an existing pack from the screen is not a completed workflow yet.
Yes, with precise limits. Steps can belong to the new starter, selected line manager or the HR/System Admin launching the journey, and due dates are calculated as whole-day offsets from the start date. The new starter can mark their assigned plain tasks done in My onboarding; manager, task-owner and admin journey views track plain tasks but do not currently expose that control. Payroll and IT are useful role labels today, but they resolve to the launching administrator rather than a separately selected payroll or IT person.
HR can add the future starter and prepare or launch their journey before the start date. By default, the person has invited, non-default tenant access and an optional welcome email is scheduled for 09:00 on the start date. An authorised creator can instead make the audited Allow login choice, which enables pre-start access and sends the invite immediately; the starter can then sign in and complete only their own assigned work.
Add the paired right-to-work steps to a pack. The new starter can upload supported evidence of up to 10 MB directly to private object storage; an HR or System Admin then reviews that evidence and records Verified or Needs attention. HollyHR records the workflow and evidence reference, but the employer remains responsible for carrying out a valid check.
A pack can reference an existing Documents/Compliance requirement. The target person must already have a matching requirement state before the journey launches. The employee opens or acts on that item in Documents, and onboarding projects the same document-obligation state instead of storing a separate completion flag or implying native e-signature.
HR Admins and System Admins can prepare and manage future-starter onboarding. Before the start date, ordinary members cannot discover an invited future starter through the People directory or search, dashboard, Who's Away or active-roster projections. A line manager or task owner sees a journey only when HR deliberately connects them to it, and a starter with an authorised pre-start-login override can see only their own assigned items.
Not yet. HollyHR calculates due dates and shows overdue or needs-attention work in the journey view, but it does not currently send automatic onboarding reminder or escalation messages. That delivery layer is on the roadmap, so the page does not promise that nobody will need to chase a task.
Onboarding is included in the core product. The Free plan covers up to 10 active people with no card required. Standard is £2 per active person per month, every active profile counts, and there is no headcount band or cap. A future starter's profile is Active for seat counting even when their tenant membership defaults to invited access until the start date. Inactive profiles do not count.
The whole core product, no card, no trial clock — with a broad self-service organisation export if you ever want to leave.
Related: Documents · People records · Who's away