Asking for reasonable adjustments in recruitment

Under the Equality Act 2010, employers must make reasonable adjustments for disabled applicants so the recruitment process does not put them at a substantial disadvantage. That covers the application form, online tests, assessment centres and interviews. To ask, tell the recruiter what you need, usually through a question on the application form or by contacting the named person on the advert.

Who the duty covers

The duty applies to applicants who are disabled under the Equality Act: a physical or mental impairment with a substantial and long-term effect on normal day-to-day activities. That includes many conditions people do not always think of as disabilities, such as dyslexia, ADHD, autism, anxiety, depression, diabetes, epilepsy, hearing or sight loss, and long-term pain.

The employer’s duty starts when it knows, or could reasonably be expected to know, that you are disabled and likely to be disadvantaged. In practice, you need to tell them. You do not have to give a diagnosis or detail you are uncomfortable sharing. You can describe the effect and the adjustment that would help.

Asking for adjustments is separate from opting into a Disability Confident interview scheme. You can do either, both or neither. The Disability Confident guide covers the interview scheme.

Adjustments at each stage

Application forms

• Applying in a different format, such as a paper form, a Word document, or by phone with someone filling the form in for you.
• A deadline extension if the online system is not accessible to you.
• Information about the job in large print, easy read or another format.

Online tests

Online tests are common in the Civil Service and on graduate schemes. Common adjustments are extra time, a paper version, a screen reader-compatible format, breaks, or in some cases a different way of assessing the same thing. For situational judgement or numerical tests, extra time is the most frequent request. Ask before you start, because many systems cannot add time once you have begun. The Civil Service online tests guide covers how departments handle this.

Assessment centres and interviews

• Extra time for written exercises or for reading materials.
• Questions in writing as well as spoken, or sight of the questions a short time beforehand.
• A step-free or ground floor room, a quiet room, or a particular seat to lip-read.
• A sign language interpreter or a support worker.
• Breaks between exercises.
• A video interview instead of in person, or in person instead of video.
• Clear information in advance about what will happen, who will be there and how long it will take.

The assessment centre guide describes the usual exercises, which helps you work out where adjustments would help.

What counts as reasonable

Employers only have to make adjustments that are reasonable, and not every one you ask for. Factors include how effective the change would be, how practical it is, the cost and the employer’s resources. Public bodies are large employers, so cost alone is rarely a good reason to refuse a simple adjustment such as extra time or a change of room.

Employers can keep what the test is measuring. If a role needs fast, accurate typing, the employer may still test it, but might change the equipment or setting. If an adjustment would remove what is being tested, the employer can look for another one instead.

How to ask

Look for an adjustments question on the application form or a named contact on the advert. Put it in writing, even if you also phone. Say:

1. What stage you need adjustments for.
2. What difficulty you would face without them, in practical terms.
3. What adjustment you think would help.

Keep it short and practical. If you have used adjustments before, at university or in exams, say what worked. Ask for confirmation of what has been agreed before the date. If the employer says no, ask them to explain why and whether there is an alternative.

If adjustments are refused or not made

Failing to make reasonable adjustments is a form of disability discrimination under the Equality Act. If you think an employer has refused without good reason, raise it with the recruitment contact or HR first, in writing. If that does not resolve it, ACAS can give free advice, and a union can help if you are already a member. Tribunal claims about recruitment are possible, but time limits apply, and early conciliation through ACAS comes first. The discrimination at work guide covers the routes.

After an offer

Once you have a job offer, occupational health may assess what adjustments you need in the job itself. That is a separate process from recruitment adjustments. You may also be eligible for an Access to Work grant from DWP to cover support beyond what the employer has to provide, such as specialist equipment, travel to work or a support worker. The reasonable adjustments at work guide explains how the duty continues once you are employed.