In today's inclusive workplace, reasonable adjustments during job interviews are not just a legal requirement under the Equality Act 2010 - they're essential for ensuring fair opportunities for everyone, no matter their needs. This guide will help you understand what reasonable adjustments are, why they matter, and how to navigate them effectively.
Why are reasonable adjustments in interviews important?
Reasonable adjustments in interviews are crucial because they:
- Level the playing field for anyone with disabilities or health conditions
- Allow employers to assess you based on your actual abilities and potential
- Help organisations access a wider talent pool
- Demonstrate an employer's commitment to diversity and inclusion
- Comply with legal obligations under the Equality Act 2010 (disability through physical or mental impairment* is a protected characteristic)
What can you ask for?
Common reasonable adjustments that you can request include:
Physical accessibility adjustments
- Step-free access to the interview location
- Accessible parking
- Appropriate seating arrangements
- Accessible toilet facilities
Communication adjustments
- Sign language interpreter
- Speech-to-text reporter
- Information in alternative formats (large print, Braille, coloured paper)
- Clear face visibility for lip-reading
Time and scheduling adjustments
- Extra time for tests or tasks
- Breaks during the interview
- Alternative interview times to accommodate medication schedules
- Virtual interviews when travel is challenging
Interview format adjustments
- Written responses instead of verbal ones
- Advance notice of interview questions
- Permission to use assistive technology
- Adjustment to any tests or assessments
Minimum adjustments you can expect
While adjustments should be tailored to individual needs, some minimum considerations include:
- Ensuring physical accessibility of the interview location
- Providing clear, accessible information about the interview process
- Being open to adjusting the interview format or timing
- Having a quiet, private space available
- Allowing candidates to bring support workers if needed
What reasonable adjustments aren't
It's important to understand what doesn't fall under reasonable adjustments:
Changes that would fundamentally alter the role
- Removing essential job functions
- Changing core competencies being assessed
Adjustments that are not feasible
- Extremely costly modifications without justification
- Changes that would significantly disrupt the organisation
Personal preferences
- Requests unrelated to a disability or health condition
- Adjustments that give unfair advantages
Lowering performance standards
- Reducing job requirements
- Overlooking essential skills or qualifications
What you can and can't be asked in interviews
Employers CAN ask:
- If you need any adjustments for the interview
- How you would perform specific job tasks
- About your ability to fulfil essential job functions
Employers CANNOT ask:
- Direct questions about your disabilities or health conditions
- Personal questions about your medical history
- How many sick days you took in previous jobs due to disability
Discussion best practices
- Be clear and specific about your needs
- Focus on solutions rather than limitations
- Provide information in advance when possible
- Be prepared to explain how adjustments will help you perform.
Final thoughts on reasonable adjustments
Reasonable adjustments in interviews are not just about compliance, they're about creating an environment where everyone can showcase their true potential. By understanding and implementing appropriate adjustments, both employers and candidates can contribute to a more inclusive and effective hiring process.
Remember, the key is open communication and a willingness to find solutions that work for everyone. When done right, reasonable adjustments benefit not just you, but the entire organisation by ensuring the best person for the job has a fair chance to prove their abilities.
Need more information about reasonable adjustments?
We want every learner to succeed, and we can support you to achieve your goals. No matter what you need, we can help. At Kaplan we have robust accessibility policies, whether that’s regarding access to a building, course, or exams - we’re here to help. Check out our accessibility page or email us at als@kaplan.co.uk for more information.
*Physical or mental health is a protected characteristic under the Equality Act 2010 if it has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.