Applying for a new role can be stressful enough without worrying whether you’ll be supported properly. If you need reasonable adjustments due to a disability, health condition, neurodiversity, or mental health challenge, you may feel stuck between advocating for yourself and not wanting to be seen as “difficult”.
It’s possible to handle the conversation calmly, professionally, and in a way that protects your chances.
First, know what counts as a reasonable adjustment
Reasonable adjustments are changes an employer can make to remove barriers during the hiring process or in the workplace. These could include extra time for tests, interview questions in advance, a quieter interview space, remote interview options, or assistive software.
In office-based roles, adjustments are often straightforward, but they still need to be requested clearly. Employers aren’t mind readers, and many won’t offer changes unless you ask.
When is the best time to bring it up?
Timing is one of the hardest parts. Legally, you’re protected, but realistically, you might worry about bias.
If you need adjustments for the interview process itself, it’s usually best to mention it once you’ve been invited to interview. That way, you’re already being considered on merit, and you can frame it as a practical request rather than personal disclosure.
If you don’t need interview adjustments, you might prefer to wait until after you receive an offer. Some people choose to disclose earlier if they feel it helps explain gaps, working style, or needs that might come up quickly.
There’s no single right answer. The best timing is the one that ensures you can perform well and feel safe.
How to ask in a confident, professional way
The key is to keep your request specific and solution focused. You don’t need to overshare medical details. Instead, focus on what helps you perform at your best. This keeps things calm, practical, and hard to argue with.
If you’re concerned about how it sounds, remember that strong employers want you to succeed in the process, not struggle through it. If the employer is already being difficult, the chances are they will be difficult when you’re working for them. It’s not right, but it is realistic.
How to frame adjustments for the job itself
If you’re discussing adjustments for the role, show that you understand the demands of office work and that your request is reasonable. It can help to briefly explain the benefit in terms of how it will enable you to work consistently and maintain productivity. The process itself can even reassure them that you’re proactive and organised. Employers tend to respond better when they see you’ve thought it through.
What if you’re worried it will affect your chances?
It’s true that discrimination still happens, even though it shouldn’t. But a good employer will not be put off by a reasonable request. In fact, how they respond can tell you a lot about the culture.
If they become awkward, dismissive, or defensive, that’s valuable information. You might be avoiding a workplace that would have caused bigger issues later.
What to do if you encounter discrimination
If you feel you’ve been treated unfairly, start by keeping a written record. Save emails, note dates, and document what was said.
If you’re working with a recruiter, speak to them straight away. A good agency can raise concerns professionally, clarify misunderstandings, and advocate for you.
If the discrimination is clear, you may want to seek advice from ACAS or Citizens Advice. In some cases, you may also choose to make a formal complaint.
You deserve a fair process
Asking for reasonable adjustments isn’t asking for special treatment. It’s asking for an equal chance to show what you can do. If you’re hunting for office based jobs in London and want support navigating these conversations, get in touch with us on 020 7870 7177.