Adjustments in recruitment: what you can ask for

A disabled candidate can ask for adjustments at any stage of a recruitment process. The employer must make reasonable adjustments under the Equality Act 2010. This includes changes to the interview itself, the building, and the information you receive beforehand. This is where a reference like The Level Entry can help.

What is a guaranteed interview scheme?

A guaranteed interview scheme is a promise from an employer to interview every disabled candidate who meets the minimum criteria for a job. It is voluntary. The scheme is often called the Disability Confident scheme, run by the Department for Work and Pensions. Employers who sign up commit to interviewing disabled applicants who meet the essential criteria. The scheme does not guarantee a job, only an interview. You still need to show you can do the job. But it removes the first barrier: getting your foot in the door. If you apply under the scheme, you should say so in your application. The employer will then check your eligibility. You may need to provide evidence of your disability, such as a letter from a doctor or a copy of your PIP award letter. The scheme is not a legal right, but it is a useful tool. Many public sector employers and large companies operate it. If you are applying for a job in the civil service, the NHS, or local government, ask if they run the scheme. If they do, mention it in your covering letter or application form.

Can a candidate ask for adjustments before an interview?

Yes. You can ask for adjustments as soon as you are invited to an interview. You do not have to wait until the day. The employer has a duty to make reasonable adjustments under the Equality Act 2010. This duty applies to the recruitment process, including interviews. You can ask for changes to the time, the place, or the format of the interview. For example, you might ask for a later start time if you have a condition that makes mornings difficult. You might ask for a ground floor room if you cannot use stairs. You might ask for questions in advance if you have a cognitive impairment. You might ask for a sign language interpreter if you are deaf. You might ask for a written test instead of a verbal one. The employer must consider your request. They can only refuse if the adjustment is not reasonable. Reasonableness depends on the size of the employer, their resources, and the nature of the job. If they refuse, they should explain why. You can ask for the reason in writing. If you are not sure what to ask for, you can contact the employer's HR department or the person named in the invitation. It is best to ask as early as possible. This gives the employer time to arrange the adjustment. If you need an accessible building, you can ask for details of the venue. You can ask for a description of the entrance, the parking, and the toilets. If the building is not accessible, the employer may need to move the interview to another location. It explains what makes a building accessible, from steps and thresholds to ramps and handrails. You can use it to check whether the venue meets your needs. If it does not, you can ask for a different venue or a remote interview.

How does an accessible building change a recruitment process?

An accessible building removes physical barriers that can stop a disabled candidate from attending an interview. If the building has a level entry, wide doors, and an accessible toilet, you can focus on the interview itself. You do not have to worry about how you will get in or whether you can use the facilities. This changes the recruitment process in three ways. First, it widens the pool of candidates. More disabled people can apply and attend. Second, it reduces the need for last-minute adjustments. If the building is already accessible, you may not need to ask for a change of venue. Third, it sends a signal that the employer takes inclusion seriously. This can make you more likely to accept a job offer. An accessible building is not just about wheelchairs. It also helps people with mobility aids, people with visual impairments, and people with chronic conditions who cannot stand for long. It includes things like handrails on steps, clear signage, and good lighting. It also includes Changing Places toilets, which have a hoist and a changing bench. These are essential for some disabled people. If a building has an access statement, it will describe these features. An access statement is a document that explains how accessible a building is. It should cover the entrance, the parking, the toilets, and any other facilities. You can ask for the access statement before the interview. If the employer does not have one, you can ask them to provide the information in another way. You can also check the building yourself if you live nearby. But you should not have to do that. The employer should provide the information you need.

What can you ask for on the day?

On the day of the interview, you can still ask for adjustments. If you arrive and find that the room is not accessible, you can ask to move. If you need a break during the interview, you can ask for one. If you need water or a quiet space, you can ask. The employer should be flexible. If they are not, you can make a complaint. You can complain to the employer's HR department. If that does not work, you can contact the Equality and Human Rights Commission. You can also take a case to an employment tribunal. But most employers will try to help. It is in their interest to make the process fair.

What about access statements?

An access statement is a written record of a building's accessibility. It is not a legal requirement in all cases, but it is good practice. It helps employers plan adjustments and helps candidates decide whether they can attend. An access statement should include: the address and contact details; the nearest public transport; parking arrangements; the entrance and any steps or ramps; door widths; the location of accessible toilets; lifts and their dimensions; and any other relevant features. It should be updated regularly. If you are applying for a job, you can ask for the access statement. If the employer does not have one, you can ask them to complete a checklist. You can find checklists online from disability charities. You can also use the guidance from The Level Entry, which covers the level entry into public buildings. This can help you ask the right questions.

How do you ask for adjustments?

You can ask for adjustments verbally or in writing. It is best to put your request in writing so you have a record. You can email the person who invited you to the interview. You can also ask your job coach or a friend to help you write the request. Be clear about what you need and why. For example: 'I have a mobility impairment and cannot use stairs. Please can you confirm that the interview room is on the ground floor or that there is a lift?' If you need a sign language interpreter, say so. If you need extra time, say so. The employer should respond within a reasonable time. If they do not, you can follow up. If they refuse, ask for the reason in writing. You can then decide whether to challenge the decision. Remember that you have rights under the Equality Act 2010. The employer must not discriminate against you because of your disability. They must make reasonable adjustments. If they do not, they may be breaking the law.

What if the employer refuses?

If an employer refuses to make a reasonable adjustment, you can take action. First, ask for the refusal in writing. Then, you can raise a grievance with the employer. If that does not resolve the issue, you can contact Acas for early conciliation. You can also make a claim to an employment tribunal. You must usually do this within three months less one day of the discrimination. You can get free advice from Citizens Advice or a disability charity. You do not have to go through this alone. Many organisations can help you. The important thing is to know your rights and to ask for what you need. A fair recruitment process benefits everyone.