Requesting reasonable adjustments during a recruitment process

This guide will provide general information for candidates applying to a public sector job on what reasonable adjustments are, and how to request them.

It is a legal requirement to protect candidates from discrimination throughout the recruitment process under the Equalities Act 2010 act. Public sector organisations are also bound by the Public Sector Equality Duty (section 149 of the Equality Act 2010), which requires them to promote equality. This means they must take steps to eliminate barriers and create an inclusive recruitment environment, making it easier for candidates to request adjustments.

Each local authority may have a slightly different approach and adjustments available, so this guide is meant to provide general rather than specific advice.

Reasonable adjustments are changes made or support provided by employers to disabled candidates or candidates living with a long-term health condition to remove or reduce disadvantages related to the disability or health condition. Not everyone with a disability or long-term health condition will need or want adjustments.

Adjustments can take many forms and may include:

• Neuro Adjustments: visual representation of data, audio captioning, font and text adjustments and additional time.
• Physical Adjustments: location and access of rooms and equipment. Lighting, sound and temperature adjustments.
• Scheduling Adjustments: requiring specified breaks during longer assessments or alternative time slots.
• Verbal Communication Adjustments: BSL interpretation, live captioning, screen readers, dictation software.
• Visual Adjustments: Audio captioning, braille, text font, size and colour adjustments to materials.

The types of adjustments you may need may vary at different stages of the recruitment process. Below, we have outlined the common recruitment stages, some potential barriers candidates may face at each one, and what adjustments can be put in place.

• Application stage: some application forms may be inaccessible for some candidates such as those with visual impairments or learning disabilities. At this stage of the recruitment journey candidates may be offered an alternative way to submit their application such as in a downloadable Word document or in a verbal or video format.

• Assessment Stage: As part of the recruitment process, candidates may be required to attend assessment days or take part in tests. At this stage, candidates who require adjustments may be offered additional time for assessments, assistive technology, or adjusted testing formats.

• Interview stage: Both in-person and online interviews can be adjusted to accommodate different needs. Some examples of adjustments that can be offered at this stage of recruitment include flexible scheduling, accessible venues, and communication aids such as those listed under the visual and verbal adjustments above.

• After the interview, candidates may need ongoing adjustments, especially if they are successful in securing the role. These adjustments will continue through the onboarding and training process and into the role. These could include flexible timetabling, working from home, and specialised equipment or software.

We have other articles about applying to the public sector and preparing for an interview that you may find useful.

Public sector organisations will usually outline the process for requesting reasonable adjustments on their job descriptions or on their websites or application forms.

It is a personal choice to request a reasonable adjustment if you need one, but we recommend being proactive about your needs early in the process so that you can get the support you need to perform at your best. Remember it is ok to request reasonable adjustments at any point in the recruitment process, just because you didn’t share a request at the start doesn't mean you can’t for the rest of the process or once you are hired.

It may feel daunting to disclose a disability but public sector employers are generally committed to equal opportunities and have policies in place to prevent discrimination. Every person and their needs are different, and adjustments for both physical and mental health conditions can be individually tailored for you. Here are some tips on how to request reasonable adjustments:

• Identify where you need adjustments. Read through the job description and hiring process and consider which parts may be a barrier for you.

• Submit your request according to the organisation's reasonable adjustments request process. If the process isn't obvious, email the HR team directly to ask about it and be specific about your disability and the type of support you need. The employer will normally take the lead from you as you know what changes are most useful for you.

• Provide documentation if required. This could be a doctor's letter or an assessment report, and although it isn’t always required, it can support your case.

• Clear communication helps to ensure the recruitment team can meet your needs, if you feel you haven't been understood do follow up with them.

We believe it is best practice for organisations to train staff on disability awareness, be transparent about how to request adjustments, be flexible with tailoring requests, and be proactive in offering adjustments. The Public Sector tends to be more transparent about how to request reasonable adjustments, and being proactive and clear in your communications can support your requests.