Reasonable adjustments are changes to the hiring process that remove a disadvantage caused by a disability or health condition, so that the candidate can show what they can do. Tell every candidate in the job ad and invitations that adjustments are available and how to ask, respond promptly to requests, agree changes with the person, apply them consistently and keep information confidential. Do not ask about conditions at the screening stage. In the UK this is a legal duty under the Equality Act 2010, and in the US the Americans with Disabilities Act requires reasonable accommodations in the application process. Other places have their own rules. This is general information, not legal advice, as of October 2026.
Good adjustments are usually simple, cheap and helpful to many people.
Where adjustments are needed
| Stage | Examples |
|---|---|
| Finding and applying | Accessible website and form, alternative application routes, plain language, large print |
| Screening calls | A written alternative to a phone call, extra time, a chance to share questions in advance |
| Tests and assessments | Extra time, screen reader compatibility, a different format, breaks |
| Interviews | Questions in advance, a quiet room, step-free access, captions, a sign language interpreter, a longer slot, a support person |
| Assessment centres and tasks | A different task format, rest breaks, a quieter space |
| Offer and onboarding | Accessible paperwork, workplace adjustments |
Adjustments for the process are separate from adjustments in the job, though the second often follows from the first.
How to invite requests
Add the same sentence to every posting and invitation: "We want everyone to be able to do their best in our process. If you need any adjustments, such as extra time, a different format or an accessible venue, tell us at [address] and we'll work with you." Do not require a medical letter to start. Make clear that asking does not affect the decision.
Use a neutral channel, such as a separate email address, so requests are handled by the right person and not seen by interviewers who do not need them.
Responding to a request
- Acknowledge quickly, ideally within a working day.
- Ask what would help, rather than guessing. The candidate usually knows best.
- Agree on the change and confirm it in writing.
- Share only what interviewers need to know, such as "extra time" or "questions in advance", not the underlying condition.
- Keep the record confidential and separate from selection notes.
- Check afterwards that it worked.
Ask for evidence only where it is genuinely needed, such as for a significant cost, and in a proportionate way.
Examples
- A candidate with dyslexia asks for a written test with 25 percent more time and a readable font. Provide it.
- A candidate who is deaf asks for a video interview with captions or an interpreter. Arrange it and check the platform.
- A candidate with anxiety asks for the questions an hour before. Send them to all candidates for that stage if you can, which is fairer.
- A wheelchair user asks about access. Offer a step-free room, or a video interview.
- A candidate with chronic fatigue asks for a shorter interview day with breaks. Reschedule.
Fair scoring
Adjustments change how someone shows their ability, not what is expected. Use the same criteria and the same standard, and score on the evidence. Do not mark down a candidate who used extra time or a different format. See interview scorecard template and skills assessment tests. Timed tests should allow adjustments so that scores are comparable.
Technology and automated tools
Check that your application form, tests and any video or chat tools work with assistive technology, and that a candidate can ask for an alternative or a human review. Automated tools that analyse speech, video or timing can disadvantage some disabled candidates. See AI hiring audit checklist and candidate AI disclosure. A tool that scores resumes is only fair if the resume can be submitted in an accessible way; see job application form design.
What not to do
- Ask candidates to disclose a condition in the application form.
- Treat a request as a sign the person cannot do the job.
- Share the reason for an adjustment with the panel.
- Refuse without discussing alternatives.
- Penalise a candidate for needing more time.
- Hold the request against them in the debrief.
Training and records
Brief recruiters and interviewers on how to respond. Keep a short record of requests, what was agreed and the outcome, separate from the candidate's selection file. Review how often adjustments are requested and whether they were arranged on time. See candidate experience, video interview tips and interview no-shows for related practical points.
Why it matters
A process that cannot accommodate people fails to measure their ability, and risks legal claims. The same changes, such as questions in advance and clear instructions, help many candidates, including those who are anxious or neurodivergent but have not disclosed it. Inclusive wording in the advert is the first step; see inclusive job ads.
Common inquiries regarding this topic.
What are reasonable adjustments in recruitment?
Changes to the process that remove disadvantages caused by a disability or condition, such as extra time, alternative formats, a different interview format or an accessible venue. In the UK they are a duty under the Equality Act 2010. In the US, the Americans with Disabilities Act requires reasonable accommodations in the application process.
Changes to the process that remove disadvantages caused by a disability or condition, such as extra time, alternative formats, a different interview format or an accessible venue. In the UK they are a duty under the Equality Act 2010. In the US, the Americans with Disabilities Act requires reasonable accommodations in the application process.
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