Reasonable adjustments in the hiring process

Reasonable adjustments help ensure that every candidate can demonstrate their skills and suitability for a role on an equal footing. When implemented thoughtfully, they not only remove barriers but also send a clear message that your organisation values fairness, flexibility, and inclusion. 

In this article, we explore what reasonable adjustments are, provide examples of how they can be applied during recruitment, and discuss how to approach conversations with candidates in a proactive and supportive way. 

What are reasonable adjustments? 

A reasonable adjustment is any change made to remove or reduce a disadvantage faced by a disabled or neurodivergent person, but beyond that reasonable adjustments can help anyone facing barriers such as carers, during the recruitment process. Under the Equality Act 2010, employers have a duty to make such adjustments to ensure candidates are not unfairly discriminated against. 

These adjustments can vary widely depending on the individual’s needs and the nature of the role – but ultimately, the goal is to create an equitable environment where everyone has the same opportunity to succeed. 

Take a look at the Diversity & Inclusion section of our website to find out more.  

Examples of reasonable adjustments in recruitment 

Reasonable adjustments are often straightforward and easy to implement, but they can have a lasting impact on a candidate’s experience. Examples include: 

• Extra time for assessments – providing additional time for online tests or written exercises can support candidates who may process information differently or use assistive technology. 
• Providing interview questions in advance – allowing time to prepare can help reduce anxiety and support candidates who may find on-the-spot verbal processing more challenging. 
• Flexible interview times – offering different time slots or avoiding back-to-back interviews can help candidates manage energy levels or other personal circumstances, such as medical appointments. 
• Virtual vs in-person options – providing the choice between remote and on-site interviews can make the process more accessible for candidates with mobility challenges, or those with caring responsibilities. 
• Accessible materials and formats – ensuring all written materials are compatible with screen readers, and that interview or assessment venues are physically accessible.
• Flexible application process – avoiding overly rigid application processes with lengthy questions and essay style answers. 

Proactively asking about adjustments 

One of the most important aspects of implementing reasonable adjustments is how you ask about them. Many candidates are reluctant to disclose a disability or request support – often out of fear that it could negatively impact their chances of success. 

To avoid creating barriers, employers should: 

• Ask early and ask clearly – include a short, open-ended question on application forms or in interview invitations, such as: 
   “We want to make our recruitment process accessible to everyone. Please let us know if you require any reasonable adjustments so we can support you through each stage.” 
• Keep the process confidential – ensure that information about adjustments is shared only with those who need it to facilitate the process. 
• Normalise the conversation – by treating adjustments as a standard part of recruitment, not an exception, you encourage candidates to share their needs confidently. 
• Follow up and confirm details – check that any adjustments agreed are in place before the interview or assessment. This reinforces that inclusion is taken seriously, not simply a formality. 

Being proactive in offering adjustments shows that your organisation recognises diversity of need and values creating a level playing field. 

Building inclusion into every stage 

Embedding reasonable adjustments into recruitment is about more than compliance – it’s about ensuring your processes reflect your organisation’s values. When inclusion is built into every stage, from job advert to onboarding, it enhances your employer brand and widens your talent pool. 

Simple measures like clear communication, flexibility, and empathy can help ensure every candidate has a positive experience – and feels confident bringing their authentic self to the process. 

What this means for employers

Reasonable adjustments are not about giving an advantage; they are about ensuring fairness. By approaching adjustments with openness and understanding, employers can remove barriers, improve accessibility, and create a recruitment experience that truly reflects an inclusive culture. 

At Sellick Partnership, we work with clients to build recruitment processes that champion equality and ensure all candidates have the opportunity to succeed. 

Get in touch with our team to learn how we can help you create inclusive hiring practices that work for everyone.