How to request reasonable adjustments for a remote job interview

Describe the barrier before the diagnosis

Start by identifying which part of the hiring process prevents you from participating on equal terms. It may be a timed test, a video-only platform, the absence of captions, a long session without breaks, an inaccessible document or software that does not work with assistive technology. A useful request connects that barrier to a practical change.

You usually do not need to send a complete medical history in the first message. State that you need an adjustment for the application or interview process, name the affected step and suggest an effective alternative. The employer may discuss options with you, and the documentation it can lawfully request depends on the country, the adjustment and whether the need is already obvious.

Ask early and use the contact route provided

Review the interview invitation as soon as it arrives. Look for an accessibility, recruiting or candidate-support contact. If a one-time assessment link has a deadline, ask for the adjustment before opening or starting it where possible. Keep the role title, interview date and the specific stage in the subject line so the request can be routed quickly.

If there is no dedicated contact, reply to the recruiter or scheduling email. Ask for written confirmation of the agreed format, timing and any new link. This creates a shared record and reduces the risk that an automated reminder overrides the arrangement.

Choose an adjustment that preserves the skill being tested

The aim is equal access, not an easier assessment. Explain how the alternative lets you demonstrate the same role-related capability. An employer may propose a different effective adjustment from the one you requested; what is considered reasonable and when an undue-hardship exception applies varies by jurisdiction.

• Live captions or a sign-language interpreter for a spoken interview.
• Extra time, rest breaks or a different time of day for a timed assessment.
• A phone, audio-only or accessible video platform when the supplied tool creates a barrier.
• Questions, instructions or documents in an accessible format before the session.
• Permission to use assistive technology or an alternative input method during a test.
• A rescheduled interview when a disability-related issue or inaccessible platform prevents completion.

Know the legal framing without assuming one global rule

In the United States, the EEOC explains that reasonable accommodation can apply to job applicants and that pre-offer disability-related questions and medical examinations are restricted. Employers may ask whether an applicant needs an accommodation for a described hiring step, while medical information obtained under the relevant rules must be kept confidential.

In Great Britain, Acas states that employers must consider reasonable adjustments for disabled applicants and gives examples such as extra time for a written test or a sign-language interpreter. Acas also advises online interviewers to plan for technology and connectivity problems. These examples are useful models, but your rights and the employer's duties depend on the law governing the recruitment process.

Use a concise request and keep a record

• Identify the role and the interview or assessment stage.
• Say that a disability-related barrier affects that stage without adding unrelated health detail.
• Request one or two practical alternatives and explain how they provide equal access.
• Ask whom to contact if the platform or scheduling link does not reflect the agreement.
• Save the invitation, request, response and any technical error message.
• If a request is refused or ignored, ask for the reason and the available review or complaint route.

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