Job Seekers’ Guide to Requesting Accommodations

The hiring process can be stressful for anyone, but for many neurodivergent job seekers, it comes with additional challenges. Fast-paced questions, unclear expectations, and sensory overload amplify the stress of the hiring process. Even the most qualified candidates can struggle to shine in an environment not built with their needs in mind. This is where accommodations come in.

Requesting accommodations in the hiring process is not about getting special treatment – it is about ensuring a level playing field so you can fully demonstrate your abilities.

Accommodations during the hiring process are becoming increasingly common, but many candidates hesitate to ask, unsure of their rights or how to make the request. This article will walk you through knowing your rights, identifying your needs, and requesting accommodations with confidence.

Understanding Your Rights

In the United States, two major laws protect job seekers who need accommodations: the Americans with Disabilities Act (ADA) and the Rehabilitation Act. Under the ADA, employers with 15 or more employees must provide reasonable accommodations during hiring unless doing so causes “undue hardship” (significant difficulty or expense). The Rehabilitation Act offers similar protections for federal agencies and contractors.

A “reasonable accommodation” is simply a change in the hiring process that allows you to compete fairly for a job. This could involve adjusting the interview format, allocating additional time for a written test, or conducting the interview in a quieter location.

You do not have to disclose your diagnosis to request an accommodation. You only need to describe how your condition affects you during the hiring process and the adjustment you are requesting. For example:

“I have a condition that affects how I process verbal information, so I would like interview questions provided in writing.”

Knowing these protections can help you approach the process with more confidence – you are not asking for a favor, you’re exercising a legal right.    

Identifying Your Needs

Before requesting an accommodation, it is helpful to understand what would make the hiring process accessible for you. Start by reflecting on past interview experiences:

• Were there moments where you struggled to keep up or recall details?
• Did a noisy or visually busy environment distract you?
• Was the pace of questioning overwhelming?

From there, consider what adjustments might help. Common hiring process accommodations include:

• Receiving interview questions in advance so you can prepare your responses thoughtfully.
• Displaying questions in the chat during virtual interviews for easier reference.
• Extra time for assessments, such as allowing 90 minutes instead of 60 for a written test.
• Alternative formats for tasks, such as submitting written answers in place of oral responses.
• Quiet, low-stimulation rooms for in-person interviews.

Your needs might change depending on the type of role or the setting, so it is worth reassessing before each application process.

How and When to Request Accommodations

You can request accommodations at different points in the hiring process:

• When submitting your application (if there is a voluntary accommodation section).
• After receiving an interview invitation.
• Anytime you notice a barrier to fully participating.

The most effective way to make the request is in writing, ensuring a clear record. Keep your email polite, professional, and focused on the functional need – not the diagnosis.

Sample email:

Dear [Name],

I’m looking forward to the interview for [position] on [date]. I would like to request the following reasonable accommodations to ensure I can fully participate:

• Please provide the interview questions in advance.
• Display the questions in the chat during the virtual interview.

Thank you for your understanding and support.

Sincerely,

[Your Name]

—

This format keeps your request clear and actionable while setting a collaborative tone.

Overcoming Common Concerns

It is normal to feel nervous or hesitant about requesting accommodations, especially if you have experienced stigma before. Many applicants worry that disclosure will hurt their chances. While discrimination is illegal, bias can still happen – which is a valid concern.

One way to reframe the request is to view it as a demonstration of professional skills: you are showing self-awareness, effective communication, and a commitment to doing the job well. That is something any employer should value. Instead of thinking, “I’m being a burden,” remind yourself, “I’m setting myself up to demonstrate my qualifications accurately.”

What to Do if Your Request is Denied

Sometimes an employer might say that they cannot provide your exact request. In these cases:

1. Ask for clarification – they may be able to suggest an alternative that works.
2. Document the communication – keep copies of emails or notes from calls.
3. Know your options – if you believe your rights have been violated, you can escalate internally to HR or externally to the Equal Employment Opportunity Commission (EEOC).

If an employer consistently resists reasonable accommodations, it may be a sign that their workplace culture is not as inclusive as you need. That is valuable information before accepting an offer.

Final Tips for Advocacy and Confidence

• Prepare a short explanation of your needs that you can adapt for different situations.
• Save a personal “accommodation request” email template for quick use.
• Practice making your request with a trusted friend, family member, or mentor to build confidence.
• Join neurodivergent professional networks or disability-focused job boards to exchange tips and support.
• Remember: your request does not just help you – it normalizes accommodations for others who may be afraid to ask.

Conclusion

Accommodations exist to make the hiring process fair, not to give anyone an advantage. Requesting them is a way of ensuring your skills are accurately represented, so that you can be evaluated for your abilities – not your ability to navigate an unaccommodated process.

By knowing your rights, identifying your needs, and making clear and timely requests, you are both advocating for yourself and contributing to a shift in workplace culture toward greater inclusion.

Your voice matters, and so does your access.

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About the Author: Shelby Harris is a freelance writer and public sociologist. She holds a master’s degree in Sociology from East Carolina University.