As of 13 August 2026, AI can only partly create an onboarding checklist for an international employee in the UK.

What to actually do

1. Hand it to a person

   The route this page recommends

   A person who owns the outcome does this end to end, worth it when the failure is dear.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 30 minutes until you can act on the result.

   How to actually do it

   1. Open the organisation's current HR, payroll, IT, security, health and safety and benefits procedures, and gather the approved GOV.UK pages used for right-to-work and sponsorship checks.
   2. Record the employee's role, employing entity, work location, planned start arrangements, immigration or sponsorship information available to HR, payroll setup and any relocation support without copying unnecessary personal data.
   3. Paste the company procedures, approved sources and role details into the prompt, replacing each bracketed slot with the relevant information.
   4. Ask the model to produce the table and staged checklist, including an owner and source for every task and a separate list of unresolved questions.
   5. Compare every administrative task against the internal procedures and current GOV.UK guidance, and send immigration or employment-law questions to the responsible HR lead, immigration adviser or employment solicitor.
   6. Assign owners and due dates in the approved HR or project system, then send the final checklist only to the people who need access to the employee's information.

   Prompt

   Create a practical onboarding checklist for an international employee joining a UK organisation.
   
   Use only the information I provide and clearly mark anything that is missing, uncertain or needs confirmation from HR, payroll, an immigration adviser or an employment solicitor. Do not invent company policy, visa conditions, tax treatment, deadlines or legal requirements. Do not give immigration or employment-law advice.
   
   Employee and role details:
   - Job title and department: [insert]
   - Work location and whether the role is office-based, hybrid or remote: [insert]
   - Planned start date: [insert]
   - Country or countries involved in the employee's move: [insert]
   - Nationality and immigration status, if the employer is authorised to record this: [insert]
   - Whether the organisation is sponsoring the worker: [insert]
   - Payroll frequency and employing entity: [insert]
   - Any relocation, accommodation or family support: [insert]
   
   Company information:
   - Existing HR, payroll, IT, security and health and safety procedures: [paste or describe]
   - Benefits and required forms: [paste or describe]
   - People responsible for each onboarding task: [insert]
   - Current sources or links already approved by the organisation: [insert]
   
   Produce:
   1. A table with columns for phase, task, owner, information or document needed, suggested timing, dependency, source, and status.
   2. Separate sections for before arrival, first day, first week, first month and ongoing follow-up.
   3. Specific prompts for right-to-work and sponsorship checks without deciding whether the employee has the right to work.
   4. Payroll, tax, National Insurance, bank details, data protection, equipment, access, health and safety, benefits, emergency contacts and settling-in actions where relevant.
   5. A list of questions that HR must answer before the checklist is issued.
   6. A final review section identifying every item that must be checked against current GOV.UK guidance, company policy or professional advice.
   
   Keep the wording plain and suitable for an HR coordinator. Make no assumptions about nationality, religion, disability, family status or immigration route.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.