If you are disabled, you may need changes to the usual recruitment process so you can take part properly.

Acas guidance updated on 30 June 2026 confirms that employers must make reasonable adjustments for disabled job applicants or interviewees where required under the Equality Act 2010. Adjustments can apply at different stages of recruitment.

Examples given by Acas include providing an application in another format or arranging an accessible interview location.

From a candidate's point of view, the important thing is to think about whether something in the application or interview process creates a difficulty because of your disability. If it does, consider explaining what change would help you take part.

The adjustment needed will depend on the individual and the recruitment process.

Clear communication can also help the recruiter understand what practical arrangement is required. The purpose is to enable you to participate in the recruitment process effectively.

Employers remain responsible for meeting their obligations. Specialist disability recruitment channels do not replace accessible recruitment practice.

For candidates, knowing that reasonable adjustments can form part of recruitment can make it easier to raise practical accessibility requirements at the point they become relevant.