Onboarding: The First 90 Days Plan for New Hires (Checklist)
Onboarding: The First 90 Days Plan for New Hires (Checklist)
A new hire decides very early whether they will stay. In practice, the first week shapes their view of the company, and the first three months shape their performance. However, most small companies still treat onboarding as “give them a laptop and a desk”.
This guide gives you a simple 90-day onboarding plan: what to prepare before day one, what happens in week one, and what to check at 30, 60 and 90 days. It also covers the legal steps in Egypt that must happen during the same period, and a free Word checklist.
Onboarding is not a welcome email. It is a planned process that turns a new hire into a productive, compliant and engaged employee. In Egypt, it also includes legal deadlines, such as insuring the employee within two weeks and finishing probation within three months.
| Plan length90 days | Check-insDay 30 / 60 / 90 | Probation (Egypt)Max. 3 months | ChecklistWord |
Why the first 90 days matter
First, the new hire is still comparing your company with the offers they turned down. Second, managers form their opinion of the new hire in the same period. Therefore, a clear plan protects both sides: the employee knows what success looks like, and the manager has written evidence before probation ends.
Keep in mind. In Egypt, probation cannot exceed three months and you can use it only once with the same employee (Labor Law 14/2025, art. 90). As a result, your 90-day plan and your probation review should end on the same date.
The 90-day plan at a glance
Before day one
Pre-boarding
Send the offer and the written contract, collect the hiring documents, prepare the laptop, e-mail and access, and assign a buddy.
Day 1
Welcome and basics
Meet the manager and the team, sign the contract copies, explain working hours, leave and pay dates, and hand over the HR policy manual.
Week 1
Role clarity
Agree on the job description, the first tasks and the 90-day objectives. Also, book the 30-day check-in in both calendars.
Within 2 weeks
Social insurance
Submit Form 1 (S1) to the social insurance office within two weeks of joining.
Day 30
First check-in
Review progress against the first objectives, collect feedback from the new hire and fix any gaps in tools or training.
Day 60
Mid-point review
Check performance and behaviour against the job description. If there are concerns, write them down now, not at day 89.
Day 90
Probation decision
Complete the written evaluation, confirm the employee (or decide otherwise) and set objectives for the rest of the year.
Pre-boarding: what to prepare
- A written Arabic contract in four copies (company, employee, social insurance office, labour office – art. 89).
- The hiring documents for the personnel file (art. 92): ID, qualifications, birth certificate, military status where relevant, and the pre-employment medical.
- Workplace set-up: desk, laptop, e-mail, system access and a welcome pack.
- A named buddy from the same team for the first month.
- The first-week schedule, shared before day one.
The 30-60-90 check-ins
| Check-in | Manager asks | New hire asks |
|---|---|---|
| Day 30 | Are the basics in place? Is the role clear? | Do I have what I need? Who do I go to? |
| Day 60 | Is the performance on track? Any behaviour concerns? | What am I doing well? What should I change? |
| Day 90 | Do we confirm the employee? What are the next objectives? | Where do I stand? What is my development plan? |
In practice: The most common mistake is doing nothing until the last week of probation. Then the manager has no written record, the employee is surprised, and the decision is harder to defend. Instead, a short written note at day 30 and day 60 makes the day-90 decision fair and clear.
Legal steps in Egypt during onboarding
| Step | Deadline | Legal basis |
|---|---|---|
| Written Arabic contract, 4 copies | Before or on day one | Art. 89 |
| Probation | Max. 3 months, once per employer | Art. 90 |
| Personnel file | From day one; keep 5 years after exit | Art. 92 |
| Form 1 (S1) to social insurance | Within 2 weeks of joining | NOSI service rules |
FAQ about onboarding
What is a 90-day onboarding plan?
A written plan that covers pre-boarding, the first day, the first week and structured check-ins at 30, 60 and 90 days, ending with the probation decision.
Who owns onboarding: HR or the manager?
Both. HR owns the process, documents and legal steps, while the line manager owns the objectives, feedback and the final evaluation.
How long is probation in Egypt?
No more than three months, and only once with the same employer (Labor Law 14/2025, art. 90).
When must a new employee be insured in Egypt?
The employer submits Form 1 (S1) to the social insurance office within two weeks of the employee joining.
Summary
In short, prepare everything before day one, make the first week about role clarity, and hold real check-ins at 30, 60 and 90 days. Meanwhile, complete the legal steps on time. Finally, the checklist puts the whole plan on one page for every new hire.
Want an onboarding process built for your company?
Careerians designs your onboarding and probation process, including the forms, the evaluation templates and the legal steps, ready for your managers to use.
Read also:
10 HR Steps Every New Company in Egypt Must Take
How to Write an HR Policy Manual for Your Company (with Template)
Egypt’s New Labor Law 14/2025: 20 Key Changes for Employers
More explainers on our YouTube channel: Careerians on YouTube
Legal points are taken from Egyptian Labor Law No. 14 of 2025 (arts. 89, 90, 92) and the National Social Insurance Authority service page for insuring a private-sector worker. The checklist is an internal tool; the competent authorities’ instructions prevail.
