I need an interview adjustment: what should I ask for?

Reasonable adjustments can cover recruitment

Under the Equality Act framework that applies in Great Britain, a disabled applicant can ask for reasonable adjustments at any stage of recruitment, not only after being hired. Examples include an accessible interview location, a different assessment format, or extra time for a timed exercise. Whether a particular adjustment must be provided depends on the circumstances, not merely on the fact that you asked. Northern Ireland has a separate legal framework, so applicants there should seek advice specific to that jurisdiction.

Describe the barrier and the useful change

Start by identifying the specific part of the recruitment process you cannot access effectively—for example, travel to the venue, reading written materials, completing a timed task, or communicating in a particular format. Explain how a proposed adjustment would help you demonstrate the relevant skill. Ask the named recruitment contact about the process and timing, so you know who will see your request and when a decision might be made. A functional explanation of what you need is often more useful for planning than sending an entire medical file without knowing who will read it.

Confirm the agreed arrangement

Keep a record of your request, the response, the date, and the agreed format. Check that the person who will conduct the interview knows about the arrangement through the appropriate channel—for example, the recruitment coordinator or HR. If the proposed adjustment does not fully address the barrier, explain the remaining problem and discuss an alternative. Do not assume that a generic online interview or extra time automatically solves every access issue; the adjustment must be tailored to your specific needs.

If the request is refused or overlooked

If your request is refused or not implemented, ask for the reason and factually record how the lack of adjustment affected your participation. If you are concerned about discrimination, seek advice from Acas or a specialist adviser about the legal duty and any applicable time limits. Keep the recruitment evidence separate from an assessment of your qualifications. A refusal deserves review, but this article cannot determine liability or promise an offer as a remedy.

Example: asking for a different assessment format

Hypothetical illustration: a visually impaired applicant cannot use the standard printed assessment. Describe that barrier and propose large print or a compatible digital format, asking how it will be tested before the exercise. If a digital option is proposed, confirm whether the actual software supports the required text or assistive technology. Discuss any remaining barrier rather than assuming every screen-based test is accessible. Keep the request and actual reply; the example does not guarantee a particular adjustment or job offer.

Next steps if the issue is unresolved

If you have followed the process and the adjustment is still not in place, or if you have not received a response, you can contact Acas for further guidance. Before doing so, prepare a concise summary of the barrier, the adjustment you requested, the date of the request, and any response you received. This will help the adviser understand your situation. If you believe the refusal or inaction amounts to discrimination, you may need to consider a formal complaint or legal action, but you should seek specialist advice promptly because time limits may apply.

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