Reasonable Adjustments at Interview: A Guide for Employers and Candidates
Reasonable adjustments remove barriers for disabled candidates at interview, and for UK employers they are a legal duty. This guide covers what employers should offer and how candidates can ask for the support they need.
TL;DR: Reasonable adjustments are simple, usually low-cost changes that remove barriers for disabled candidates at interview. Under the Equality Act 2010, making them is a legal duty for UK employers, not just good practice, and Step frames asking for or offering them as something that benefits everyone in the process, not only disabled candidates.
For Employers: What Counts as a Reasonable Adjustment?
Examples include holding the interview in an accessible room, allowing extra time for written tasks, providing interview questions in advance, and offering support such as a BSL interpreter or assistive technology. Employers aren’t expected to have every answer upfront, just to stay open, flexible, and willing to listen to what a candidate actually needs.
Key takeaway: Most adjustments are free or low-cost, and schemes like Access to Work can help cover costs such as communication support.
For Employers: Is This Actually a Legal Requirement?
Yes. Under the Equality Act 2010, UK employers must make reasonable adjustments to avoid putting disabled candidates at a disadvantage. This sits alongside it being described as good practice, since both the law and the business case point the same direction.
Key takeaway: Treating adjustments as a legal baseline rather than an optional extra avoids both legal risk and a worse candidate experience.
For Candidates: How Do I Actually Ask for an Adjustment?
If you have a disability or health condition, you’re entitled to ask for adjustments that help you perform at your best, such as a quiet space before the interview, extra time for tasks, adjusted lighting or seating, or using your own equipment. You don’t need to have everything figured out in advance; thinking about what helps you feel comfortable and confident is enough to start the conversation.
Key takeaway: Being specific helps the most. Saying “I’d prefer written questions in advance” is more actionable for an employer than a general request, and putting it in an email keeps things clear and documented for both sides.
Why Do Inclusive Interviews Help Everyone, Not Just Disabled Candidates?
Providing questions in advance reduces anxiety and improves responses for neurodivergent candidates, but is appreciated broadly. Offering flexible formats, such as remote interviews or breaks during longer assessments, helps candidates with caring responsibilities or different learning styles too. When candidates feel safe, employers also get a clearer, more accurate picture of what someone can actually do, rather than how well they cope under pressure.
Key takeaway: Inclusive practice and better hiring decisions aren’t competing goals here; they’re the same thing, since reduced anxiety produces a more accurate read of genuine capability.
FAQs
Q: Does asking for an adjustment count against a candidate? No, and framing it as “advocating for yourself” rather than “being difficult” is the explicit message Step gives to candidates considering whether to ask.
Q: What if an employer genuinely can’t afford a requested adjustment? Many adjustments are free or low-cost, and support such as Access to Work can help with costs like communication support, so cost is less often a genuine barrier than employers initially assume.
Q: What does being a “Disability Confident Employer” actually involve? For Step specifically, it includes welcoming conversations about adjustments, guaranteeing an interview for disabled applicants who meet the minimum role criteria, and ongoing commitment to improving recruitment inclusivity.
Article produced by Step Recruitment Limited | www.step.org.uk
