Onboarding Checklist with CLT Labor Compliance
A comprehensive checklist that integrates legal, administrative, and cultural requirements for CLT-compliant hiring.
Ensure no step of the hiring process is forgotten, covering everything from mandatory CLT documentation to cultural integration, avoiding labor liabilities and improving the new hire experience.
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Prompt objective
Ensure no step of the hiring process is forgotten, covering everything from mandatory CLT documentation to cultural integration, avoiding labor liabilities and improving the new hire experience.
Real use case
Dr. Consulta clinic network, with 2,000 employees across 40+ locations, was fined R$ 85,000 for failing to register occupational health clearance (ASO) for 12 employees in eSocial within the deadline. Their HR team wants a digital checklist integrated with Factorial HR to eliminate manual errors.
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Prompt
Create a CLT-compliant onboarding checklist for [COMPANY NAME], operating in the [SECTOR] sector, with [NUMBER] employees, using [HR TOOL: Factorial/Gupy/Kenoby/other].\\\\\\\\n\\\\\\\\n**Phase 1 — Pre-hire (up to 10 days before start date):**\\\\\\\\n\\\\\\\\n☐ Mandatory CLT documentation:\\\\\\\\n- Complete document list (digital CTPS, national ID, CPF, PIS, proof of address, marriage/birth certificates for dependents, voter registration, military discharge certificate)\\\\\\\\n- Dependent form for income tax and salary bonus for children\\\\\\\\n- Bank account for salary deposit\\\\\\\\n- Data for eSocial registration (event S-2200)\\\\\\\\n\\\\\\\\n☐ Pre-employment medical exam:\\\\\\\\n- Occupational Health Clearance (ASO) scheduling\\\\\\\\n- PCMSO: additional exams per NR-7\\\\\\\\n- Legal deadline: before work begins\\\\\\\\n\\\\\\\\n☐ Employment contract:\\\\\\\\n- Type: [OPEN-ENDED CLT/FIXED-TERM/PROBATIONARY PERIOD]\\\\\\\\n- Probationary period: [30+60 / 45+45 / 90 DAYS]\\\\\\\\n- Specific clauses: [CONFIDENTIALITY/NON-COMPETE/REMOTE WORK]\\\\\\\\n- Individual overtime agreement (if applicable)\\\\\\\\n- Equipment use agreement\\\\\\\\n\\\\\\\\n**Phase 2 — First day:**\\\\\\\\n\\\\\\\\n☐ Administrative:\\\\\\\\n- Contract signing (physical or digital with legal validity)\\\\\\\\n- Badge and access card issuance\\\\\\\\n- Biometric/punch clock registration\\\\\\\\n- PPE delivery (if applicable, per NR-6)\\\\\\\\n- [HR TOOL] registration\\\\\\\\n\\\\\\\\n☐ IT and infrastructure:\\\\\\\\n- Equipment (laptop, monitor, headset)\\\\\\\\n- Access: email, VPN, internal systems, Slack/Teams\\\\\\\\n- Information security policy (agreement signature)\\\\\\\\n\\\\\\\\n☐ Cultural integration:\\\\\\\\n- Company presentation (mission, values, OKRs)\\\\\\\\n- Office/facility tour (or virtual tour)\\\\\\\\n- Team and manager introduction\\\\\\\\n- Welcome lunch/coffee\\\\\\\\n\\\\\\\\n**Phase 3 — First week:**\\\\\\\\n\\\\\\\\n☐ Mandatory training:\\\\\\\\n- NR-1 (occupational safety onboarding training)\\\\\\\\n- LGPD (data protection)\\\\\\\\n- Compliance and code of ethics\\\\\\\\n- [SECTOR-SPECIFIC TRAINING]\\\\\\\\n\\\\\\\\n☐ Benefits configuration:\\\\\\\\n- Transportation voucher (usage declaration)\\\\\\\\n- Meal/food voucher\\\\\\\\n- Health insurance (with waiting period)\\\\\\\\n- Life insurance\\\\\\\\n- [ADDITIONAL BENEFITS]\\\\\\\\n\\\\\\\\n**Phase 4 — First month:**\\\\\\\\n\\\\\\\\n☐ Follow-up:\\\\\\\\n- Weekly 1:1 with manager (suggested agenda)\\\\\\\\n- HR adaptation check-in (day 15 and day 30)\\\\\\\\n- Onboarding experience survey\\\\\\\\n\\\\\\\\n☐ eSocial and legal obligations:\\\\\\\\n- S-2200 (admission) submission confirmation\\\\\\\\n- CAGED (if still applicable by company size)\\\\\\\\n- Employee book registration (digital)\\\\\\\\n\\\\\\\\n**Critical deadlines:**\\\\\\\\n- Table with obligation × legal deadline × responsible party × status\\\\\\\\n\\\\\\\\nAutomate reminders in [FACTORIAL/GUPY] to prevent missed deadlines.
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