Before arrival: create one source of truth
Confirm the role, pay basis, schedule, worksite, supervisor, PPE, travel plan and first-day instructions in writing. If accommodation or transport is part of the arrangement, state what is provided, who manages it and how problems are reported.
The employer, recruitment partner, supervisor and worker should receive consistent information. Contradictory messages damage trust quickly and can create avoidable attendance or retention issues.
Days 1–3: make the workplace understandable
Complete site access, safety induction, role orientation and introductions without overwhelming the worker with disconnected information. Use demonstrations, simple written references and translation support where appropriate.
- Identify the direct supervisor and escalation contact
- Explain shifts, breaks, attendance and reporting
- Demonstrate safety and quality expectations
- Confirm tools, PPE, transport and practical facilities
Week 1: check task understanding and practical stability
Ask the supervisor whether the worker understands the task, pace and quality standard. Ask the worker whether the work matches the explanation received before travel. Compare both answers and resolve gaps immediately.
Practical stability outside the job also matters. Transport, accommodation and access to essential services can influence punctuality and concentration even when the worker is technically capable.
Days 15 and 30: turn feedback into retention
Use short, documented check-ins at two weeks and one month. Review attendance, performance, safety, team integration, expectations and any open practical issue. Agree specific actions and owners rather than recording vague concerns.
When an issue cannot be corrected, use the agreed support or replacement process early. A guarantee is most useful when it sits inside active communication, not when it is treated as a last-minute remedy.
Official sources
Use these primary sources to verify the current rules for the specific case.