A new year often sparks job changes. Fresh starts bring energy and ambition — but they also come with a hidden risk. Workers in their first six months in a role, often called ‘green workers’, are far more likely to be injured than experienced colleagues.
So why does this happen, and what can employers do to keep new starters safe?
The risky first six months
Starting a new job can feel overwhelming. New faces, unfamiliar routines, safety briefings, unspoken rules — and a strong desire to make a good impression.
While new starters are busy learning how things really work, research shows they are at their most vulnerable. In fact, workers are just as likely to have an incident in their first six months as they are during the rest of their working life combined.
A large Canadian study found that workers in their first month were over four times more likely to be injured than those who had been in the role for more than a year. Age mattered far less than experience — being new was the biggest risk factor.
With people changing jobs more frequently than ever, this risk is only increasing. Younger workers in particular are more likely to move between short-term or temporary roles, meaning many spend long periods in this higher-risk “green” phase.
Why new starters are more vulnerable
Several factors combine to raise the risk for green workers:
- Lack of familiarity with the role, equipment, site layout and hazards
- Reluctance to speak up, especially if they don’t want to look inexperienced
- Pressure to impress, leading to shortcuts or unsafe behaviours
- Information overload during induction, making it hard to retain key safety messages
There’s also a psychological element. People new to a role may overestimate their competence, especially before they’ve experienced things going wrong. More experienced workers, meanwhile, may rely on informal workarounds that aren’t always safe — and new starters often copy what they see.
What good employers do differently
Keeping green workers safe isn’t about more paperwork — it’s about better support. Strong organisations treat onboarding as a process, not a one-day event.
Effective approaches include:
Structured onboarding
Clear training expectations for each role, mapped out over the first few months — not just day one.
Buddy systems
Pairing new starters with a trusted, experienced colleague who can offer practical guidance and informal support.
Training beyond induction
Spreading training over time to avoid overload, and checking that learning is being applied safely on the job.
Visible supervision
Supervisors paying extra attention to new workers, observing tasks, answering questions and setting the right example.
Regular check-ins
Planned conversations to discuss progress, raise concerns and adjust support as confidence and competence grow.
Turning vulnerability into strength
The first few months in any role are a critical safety period. Employers who recognise this — and actively support their newest workers — reduce accidents, build trust and create stronger teams.
Supporting green workers isn’t just good safety practice. It’s an investment in people, performance and long-term resilience.
This article is an adaptation of a feature written by Paul Verrico and Sophie Parkin of Eversheds Sutherland
