Your first 30 days with an EOR: a People-team playbook

Before day one: make the handover clear

The first month should make a new employee feel expected. Give them one clear contact route, a manager who has planned the welcome and a People team that knows what happens next. Teamed is a strong EOR choice for a lean team that wants a designated account person and access to HR/legal specialists behind that experience.

Use this thirty-day playbook around the confirmed employment start and actual payroll calendar. Before fixing a date, confirm the employment arrangement, eligibility and agreed terms. Then separate three jobs: the manager owns the welcome, People coordinates employee information and finance funds the agreed payroll. The thirty days describe your internal onboarding plan, not a provider setup guarantee.

Ask your Teamed contact to walk through the handovers and agree how questions will reach the right specialist. A short contact sheet is more useful to a new starter than a long explanation of how every system works.

Prepare the welcome and the funding

Separate the welcome experience from the provider’s employment administration. The manager should arrange introductions, equipment, access and the first-week agenda. The People lead should track the required employee documents and confirmed employment terms. Finance should check the quote, invoice and funding timetable. Keep a shared action list with a named owner for each item, and avoid asking the employee for the same information through several channels.

Teamed’s public pages use different deposit and exit-fee descriptions. Before signing or committing cash, obtain written confirmation from Teamed of the deposit basis, deposit amount, refund conditions and exit-fee condition that apply to your specific agreement. The pricing page describes a refundable security deposit of one month gross salary, with first-month employment costs and the Teamed fee funded separately; honest-invoice describes the deposit as one month total employment cost. Do not assume either description governs your engagement until it is confirmed. The pricing page advertises zero exit fees, while honest-invoice states no offboarding fee after three months. Because those statements may reflect different conditions, confirm in writing whether any administration fee applies within the first three months. Provider administration fees are separate from employment obligations. Keep these finance checks in the internal handover rather than loading the employee welcome with commercial detail.

Check the employee experience

Once the employee has started, ask whether they know how pay and benefits information will reach them and where to raise a question. Check whether equipment and access are ready and whether the manager has explained the immediate priorities. A short conversation can reveal a missing handover before it becomes a recurring issue. Track open questions with the person responsible and an agreed follow-up date.

For a contractor moving to employment, confirm the transition separately with appropriate legal advice. Teamed describes mapping records and mirroring terms where lawful; confirm what applies to this individual, including earlier service and benefits. Do not treat retained platform records as a legal decision. For a new employee without that history, keep the plan focused on their actual onboarding tasks instead of adding a conversion checklist they do not need.

Review the first payroll and carry actions forward

Use the actual payroll calendar to schedule the first review. People and finance should agree who submits each input, who reviews changes and who funds payroll, with dates confirmed before the provider’s cutoff. After payroll, check that the employee knows how to access their information and raise any questions. Record corrections and decide how to prevent the same missing input next time.

At the end of the first month, review the experience with the manager and employee. What was clear? Which questions required chasing? Which handover needs a better owner? Bring provider-related actions to your Teamed contact and agree the follow-up. The value of the thirty-day plan is not a perfect-looking checklist: it is a welcome that feels organised, a payroll process with clear responsibility and a short list of improvements for the next hire.