A reasonable accommodation is a change to the hiring process or the job that lets a person with a disability apply, interview or do the work on equal terms. Examples include extra time on a test, an accessible interview format or a way to skip an AI interview.
Law and compliancetopic
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A change to the hiring process or job that lets a person with a disability take part, such as extra time on a test or a way to skip an AI interview.
In the US, the Americans with Disabilities Act requires covered employers to provide reasonable accommodation to qualified applicants and employees with disabilities, unless it would cause undue hardship. The duty starts at the application stage, not only after hire. Accommodations in hiring might include sign language interpreters, screen reader friendly forms, a quiet room, rescheduled interviews or an alternative to a timed online assessment.
The process is usually an interactive conversation. The candidate asks, often in plain words, and the employer talks with them about what would help. Employers may ask for documentation in some cases but must keep medical information confidential and separate from hiring decisions.
AI hiring tools raise new questions. If a video interview or game based test could screen out people with certain disabilities, offer another route. State and local rules may add duties. This is not legal advice.
Why it matters to recruiters
Recruiters are often the first person a candidate tells about a need. How you respond affects legal risk, candidate experience and your employer brand. A clear, simple accommodation process keeps qualified people in your funnel and avoids discrimination claims that start with a poorly handled request during the interview stage.
An example from a recruiting desk
A candidate invited to a timed online coding test emails the recruiter to say she has a visual impairment and uses a screen reader. The recruiter checks with the assessment team, confirms the test is not compatible, and arranges a live coding session with the hiring manager instead. The candidate moves forward on the same timeline as everyone else.
Tips that help
Put a line in every interview invitation explaining how to request an accommodation.
Respond quickly and keep the conversation focused on what would help.
Keep any medical details confidential and out of interview notes.
Check that your AI and assessment vendors offer accessible or alternative formats.
Mistakes to avoid
Asking a candidate about the nature or severity of a disability before an offer.
Treating a request as a reason to slow down or drop the candidate.
Frequently asked questions
Do employers have to provide accommodations during the hiring process?
Under the ADA, covered US employers must provide reasonable accommodation to qualified applicants with disabilities unless it causes undue hardship. That includes applications, tests and interviews. State laws can add more. This is not legal advice.
What are examples of reasonable accommodations in interviews?
Common examples are extra time on tests, accessible online forms, sign language interpreters, written instead of oral questions, a different interview format, breaks, step free locations or an alternative to an automated video interview.
Can a candidate ask to skip an AI interview?
A candidate with a disability can ask for an accommodation, which may include a human interview instead. Some AI hiring laws also require notice and alternatives. Have a clear alternative route ready.
