Disclosing a disability during recruitment

If you have a disability, are neurodivergent, or require adjustments during the recruitment process, you might feel unsure about sharing this information. However, disclosing your needs can ensure you have the best opportunity to succeed.

Your rights and employer obligations

Under the Equality Act 2010, employers are legally required to consider requests for reasonable adjustments and cannot discriminate against individuals with disabilities. While not all requests can be guaranteed, employers aim to support you wherever possible so you can perform at your best.

You can request adjustments if you:

• Are physically disabled
• Are visually impaired
• Are deaf or hard of hearing
• Are neurodiverse (e.g., autistic, ADHD)
• Have a specific learning difficulty (e.g., dyslexia, dyspraxia, dyscalculia)
• Have epilepsy
• Have a chronic, long-term, or mental health condition.

This list isn’t exhaustive, so it’s worth contacting the recruitment team even if you’re unsure. You don’t have to disclose the full nature of your condition or disability to be able to access adjustments, nor should you have to provide medical evidence of this to the recruiter. You are the expert on your disability and are the best person to decide what adjustments you want to request, so it’s good practice to ask the recruiter what the recruitment process will look like, and then suggest what you will need.

When and how to disclose

You can disclose a disability at any stage of the process, but earlier disclosure could mean more tailored support. Adjustments might include:

• Extra time for tasks if you need longer to process information.
• Receive interview questions in advance to prepare your responses.
• Accessible venues (e.g., ground floor, lift access).
• Quiet rooms or reduced sensory stimuli during assessments.
• Virtual interviews if attending in person is difficult.
• Scheduled breaks for medical conditions requiring regular rest.
• Assistive technology, such as screen readers or speech-to-text software.
• Instructions provided in multiple formats (e.g., verbal, written, visual). Making Requests

You don’t need to disclose every detail about your condition or provide medical evidence to make adjustments. Instead, explain your needs and how adjustments will help. For example:

“I have an eye condition and need bright lighting. Could we adjust the lighting or move to a better-lit venue?”

“I have ADHD and sometimes struggle with organising my thoughts under pressure. Would it be possible to provide the interview questions in advance so I can prepare more effectively?”

If you prefer not to speak on the phone, email is a great option. It also creates a written record of your request. The recruiter may follow up before each stage of the process to confirm adjustments or discuss further needs.

Final thoughts

You can ask for adjustments at any point in the process. Your requests ensure the recruitment experience is fair and enable you to perform your best. Remember, the recruiter is there to help you succeed.

Useful links

• Disclosing Disability to an Employer (Scope UK)
• How to Disclose a Disability in a Cover Letter (Prospects)
• Requesting Reasonable Adjustments for Interviews (Inspired Selection)