Candidates should not have to reveal unnecessary health information simply to compete for a job.

Acas states that employers must not ask applicants about their health or disability during the application or interview process unless a specific exception applies. Those exceptions include identifying reasonable adjustments needed for assessment and establishing whether someone can perform essential parts of a role after reasonable adjustments.

This distinction matters for disabled candidates.

A recruiter can ask what support someone needs to participate in an interview. That is different from asking broad questions about their medical history or assuming that a disclosed condition affects their ability to do the job.

Candidates should also be given a clear opportunity to request adjustments. Adjustments can apply throughout recruitment, including application forms, interviews and assessments.

For employers, good communication can help keep the conversation focused on access and job requirements rather than assumptions about disability.

Specialist candidate attraction does not replace these responsibilities. It can, however, help employers reach disabled candidates while their existing recruitment process manages assessment, adjustments and selection.

Find out how Disability Jobsite can support targeted disabled candidate attraction.