Career Advice
If a test, interview or application step creates a barrier, you can ask the employer about an adjustment. Here is what to say, when to ask and what to do next.
Acas says disabled job applicants can ask a potential employer for reasonable adjustments at any part of recruitment. For an apprenticeship applicant, that could mean an alternative application format, an accessible interview room or more time for an interview test. What is reasonable depends on the person and the situation, so no example is guaranteed.
If one part of an application is likely to make it harder for you to show what you can do, here is a practical way to raise it.
Check the vacancy page and application portal for an adjustments question or a recruitment contact. If there is no clear route, use the early-careers or recruitment contact in the advert. You can ask in writing, including by email, or discuss it with the employer.
Try to ask when you know which stage may be a problem. An employer may need time to arrange a different format, extra time or an accessible room. If the test or interview is already close, ask anyway. Acas says adjustments can apply at any stage of recruitment.
You do not have to arrive with the perfect solution. Describe the stage, what makes it difficult, and what change you think could help. Employers can ask what you need, and you can suggest an adjustment too.
For example:
I have an online timed test coming up. The format makes it difficult for me to show what I know. Could we discuss an adjustment, such as additional time or an accessible format? Please let me know what information you need from me.
That is a starting point, not a script you have to copy. Another person with the same condition may need a different arrangement. If you are unsure what would help, say that and ask to talk through the options.
Examples in GOV.UK's recruitment guidance include completing a written test on a computer and holding an interview in an accessible room. Acas also gives extra time for an interview test as an example. The right adjustment depends on the barrier and whether the change is reasonable in the circumstances. An employer may suggest another way to remove or reduce it.
Acas says nobody has to tell an employer or potential employer that they are disabled. If you do ask for an adjustment, you can begin by explaining how the recruitment step affects you and what change might help. You do not need to send a full medical history in your first email.
The employer may ask for more information to understand the request. If you are unsure why they need something, ask what information is relevant, who will see it and how it will be used. You can also ask whether there is a confidential way to discuss it.
Save your message and the reply. If the employer agrees an arrangement, ask them to confirm the practical details in writing: which stage it covers, what will change and whether you need to do anything before the assessment.
If you do not hear back, follow up with the recruitment contact and mention the assessment date. If the first suggestion cannot be arranged, ask whether another option could help. A first “no” to one idea does not tell you whether there is another workable option.
The law and advice routes differ across the UK. Acas explains recruitment adjustments in Great Britain. If you are applying in Northern Ireland, the Equality Commission for Northern Ireland publishes separate guidance for disabled applicants.
If you want to prepare for the selection stage itself, read our guide to the apprenticeship application process and assessment-centre guide. You can then browse current opportunities and keep the dates and next steps together.
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