Everything you need for applications and interviews

Interviews can be difficult enough without having to advocate for access needs on top of everything else. If you are neurodivergent, small changes to the way an interview is structured or communicated can make a huge difference. This page gives you a step-by-step guide to help you understand what you can ask for, how to phrase it and how to deal with common issues along the way. It is based on real examples and experiences from our community.

Reasonable adjustments are changes to the way something is usually done to make it more accessible for you. These can be formal or informal, and will vary depending on your access needs, what kind of interview it is, and how flexible the organisation is. Some adjustments are quick and easy to implement, others may take more planning. There is no one-size-fits-all approach.

You do not need a strictly need a formal diagnosis to request adjustments, although some employers may ask for more information or evidence. Whether you choose to disclose your neurodivergence is completely up to you. This guide includes template wording for both approaches.

Before requesting adjustments, you might want to ask for more detail about the structure of the interview. Often, interview invitations are vague or leave out key information. That can make it difficult to plan ahead, especially if you need time to process what to expect or want to work out where your support needs might come up.

It is completely valid to ask for clarity. You are not being demanding. You are trying to set yourself up to succeed.

Here is an example email you could send:

Example email – asking for more information:

Dear [name],

I hope you are well. I have been invited to interview for [role] and would be really grateful if you could provide a little more information so that I can prepare properly and consider any adjustments I may need.

If possible, could you confirm the following:
 What is the structure of the interview day or session?

Will there be any group exercises, case study tasks or written components?

What types of questions will be asked? For example, will they be scenario-based, motivational, competency-based or technical?

Will any parts of the interview be timed?

Who will be on the interview panel, and what are their roles?

Will any materials be shared during the interview, and can I access them in advance?

Is the interview taking place in person or virtually?

If in person, where exactly will it be held? What is the interview room like and what is nearby?

Will there be scheduled breaks during or between sessions?

Are cameras expected to be on for virtual interviews?

Thank you very much for your help and time.
 

If they are unable to answer everything, you can always follow up or ask for a short call to talk through what you need. You can also ask if they have any internal candidate guides or schedules they can share with you. Even a simple overview can make a real difference.

Once you have the information you need about the interview or assessment structure, you can send a follow-up email setting out the adjustments you would find helpful.

You do not have to go into lots of personal detail. Most employers will not expect a full explanation or medical report. A short line on why an adjustment helps can be useful, but you should never feel pressured to justify your entire experience.

If the interview has multiple components, such as a written test followed by a panel interview, you may find it helpful to break your email down into sections. This makes it easier for the employer to process and helps avoid confusion.

Here are two template versions. The first is for when you disclosed your neurodivergence earlier in the application. The second is for if this is the first time you are bringing it up.

Dear [name],

As mentioned in my application, I am neurodivergent and would like to request some reasonable adjustments for the upcoming interview. I have structured my request based on the different parts of the day.

Written task
 - Extra time to read and process the questions, as I can take longer to absorb written information under time pressure.

- Access to a printed version of the task or permission to adjust the font size, which helps with visual processing.

Panel interview
 - Permission to bring a few notes into the interview, as I sometimes lose track mid-sentence and this helps me stay focused.

- Option to write down key words from questions before answering. This supports my processing and helps me structure my responses clearly.

General environment
 - If the interview is in person, a quieter waiting space if available. Busy or noisy environments can make it harder for me to self-regulate before interviews.

- A five-minute break between stages if the day includes multiple assessments, which gives me a moment to reset and reduce overwhelm.

I hope these are manageable. Please let me know if you need anything further or would like to arrange a call to talk through them.

Kind regards,
[Your name]
 

Dear [name],
 

I hope you are well. I am writing to request some reasonable adjustments for my upcoming interview for [role]. I have not mentioned this before, but I am neurodivergent and can sometimes find traditional interview formats difficult to navigate without support.

I have set out the adjustments I would find helpful below, organised by section of the day.

Written task
 - Extra time to read and plan responses. This helps me process written questions without feeling rushed.

Scenario or group task
 - If this involves group discussion, I would find it helpful to have clear guidance on turn-taking and expectations.

- I sometimes need time to process what others are saying, so advance instructions (if available) would be useful.

Interview questions
-  If possible, I would appreciate receiving an outline of the types of questions beforehand (e.g. scenario or motivational) or permission to write down key words as questions are asked.

- I sometimes speak quickly or lose my train of thought when I am nervous, so being allowed to bring a few prompt notes would be very helpful.

Environment
 - If the interview is virtual, I would appreciate being allowed to turn my camera off briefly if I begin to feel overwhelmed.

- If it is in person, access to a quieter waiting area if possible would help me regulate before the interview.

Thank you for considering this. Please let me know if you would like any further information.

Kind regards,
[Your name]
 

Below, we have a reasonable adjustment grid, which shows the types of adjustments that may help with specific tasks with specific traits. Here is a quick overview: 

The adjustments you ask for will depend on what you find difficult, what the interview involves, and what feels realistic for you. There is no definitive list, and you are not limited to what is written here. These are simply common examples shared with us by neurodivergent candidates.

If you process information more slowly or get overwhelmed when asked things on the spot, you might want to request extra reading or thinking time, permission to bring notes, or the option to write down key words before answering a question.

If you lose track or struggle to organise your thoughts when speaking, you could ask to use a visual aid, prompt sheet or short bullet points. You might also want permission to pause and come back to a question if needed.

If you find group settings difficult, you could ask for clear turn-taking instructions or to be placed in a smaller group. You might also ask whether the group task is essential or if it can be replaced with an individual task.

If you experience sensory overwhelm, you could ask to use headphones or request a quieter interview room. If it is a virtual interview, you might prefer to use your own equipment or turn your camera off if that helps with regulation.

If you struggle to sit still for long periods, you might want to request a short break between stages, or the option to stand or stretch discreetly if needed. This can also be useful if the day includes several back-to-back activities.

If you find written tasks difficult, you might ask for extra time or to complete them using a laptop rather than writing by hand. You might also want to clarify how much writing is expected in advance.

These are just starting points. You do not have to explain every detail of why something helps, but a short line of context (for example, “I sometimes take longer to process written information so extra time would help me fully understand the task”) can be useful.

Sometimes, even with adjustments in place, parts of the interview may still be harder for you than for others. In these cases, you can explain what you would prefer not to be assessed on. For example:

• I may not always maintain eye contact or use expected body language. This is not a sign of disinterest.
   
• I may go off track when answering, especially if questions are long or multi-part. A short pause can help me refocus.
   
• I may interrupt by accident or answer early if I am anxious or processing too quickly.
   
• I may take longer to formulate spoken responses. This does not reflect my understanding of the topic.
   

You can explain these in your adjustment request or send them in a separate document.

Once you have sent your requests, you can ask for confirmation in writing. This helps avoid misunderstandings and gives you something to refer back to if things go wrong.

Example:

Dear [name],

Thank you for confirming the interview details. Could you please let me know which adjustments will be put in place on the day? A brief outline of the interview structure with adjustments included would be really helpful.

Please let me know if anything further is required from my side.

Kind regards,
[Your name]
 

• Ask early where you can. This gives the employer more time to prepare.
   
• Be specific. Vague requests are harder to implement.
   
• You do not need to apologise. You are not being difficult.
   
• Save copies of all messages. Having a paper trail is helpful.
   
• Practice what you will say. Even if you are not expected to disclose during the interview, it can help to prepare how you would explain any access needs if they come up.
   

You may want to raise concerns before the final decision is made if the adjustment failure significantly impacted your performance.

Subject: Interview feedback and reasonable adjustments

Dear [recruiter or HR],

I hope you are well. Thank you again for the opportunity to interview on [insert date]. Before any final decisions are made, I wanted to raise a concern about the adjustments I requested, as unfortunately they were not fully implemented.

I appreciate that mistakes can happen and I am sharing this in the hope it can be taken into account fairly. Below I have outlined what I requested, what happened on the day and how it affected me.
 

Interview

• What I requested: That questions be broken into separate parts.
   
• What happened: I was asked long, multi-layered questions. For example, “Give me an example of when you worked in a team, what is a good team, and what role did you play?”
   
• How this affected me: I struggled to process the question clearly and found it difficult to give a well-structured answer.
   

Written task

• What I requested: [Insert your adjustment, such as extra time or access to printed materials].
   
• What happened: [Briefly describe what occurred, for example the task was timed without warning or materials were only provided on screen].
   
• How this affected me: [Brief explanation of impact, such as increased stress, reduced clarity, or difficulty completing the task].
   

Group task

• What I requested: [Insert].
   
• What happened: [Insert].
   
• How this affected me: [Insert].
   

Case study

• What I requested: [Insert].
   
• What happened: [Insert].
   
• How this affected me: [Insert].
   

You can also include a short sentence such as:

Some of these issues were difficult to raise during the process without interrupting or impacting the assessment, so I did my best to manage them at the time. However, they did affect my ability to perform to my full potential and caused additional stress that made it harder to stay focused.
 

I would really appreciate it if this could be taken into consideration before a final decision is made. I am happy to discuss anything in more detail if that would be helpful.

Kind regards,
[Your name]
 

This version can be used after receiving feedback or a rejection. It is constructive and gives the employer a chance to learn from the experience.

Subject: Feedback and adjustment concerns following interview on [insert date]

Dear [recruiter or HR],

Thank you again for the opportunity to interview for [role] on [insert date]. Although I was disappointed not to be successful, I appreciate the feedback that was shared and I am reflecting on how to take this forward.

I did want to raise some concerns about the reasonable adjustments I requested, as unfortunately these were not fully implemented during the process. I am sharing this as constructive feedback and not in a critical way. It is important to me that these points are raised so that other candidates are not placed at a disadvantage in future.

I understand that most firms prefer candidates to raise these issues as soon as possible after the interview, so that they have the chance to respond or take action. However, I want to acknowledge that sometimes the impact of missed adjustments is only fully understood after receiving feedback or having time to process the experience. That was the case for me here.
 

Interview

• What I requested: That questions be broken into individual parts.
   
• What happened: Several questions were multi-layered and long. For example, “Tell me about a time you handled conflict in a team, what was the outcome and what would you do differently now?”
   
• How this affected me: I found it difficult to structure my answers and lost track mid-response.
   
• (Optional) This point was also mentioned in the feedback I received.
   

Written task / Group task / Case study
You can follow the same structure as above to explain what you asked for, what actually happened, and how it affected you.

If some parts went well, you can say:

I want to mention that certain aspects of the day were accessible and well organised, and I really appreciated that. The issues I am raising relate specifically to [state which sections].
 

You can also add:

I recognise I did not raise these concerns on the day, but it was only after reflecting on the feedback that I fully realised the impact these issues had on my performance.
 

If you are still interested in the firm:

While I was disappointed that I was not able to show my full ability on the day, I remain very interested in the firm and would like to stay in touch or be considered for future opportunities.

If you would be open to it, I would also be grateful to go through my feedback in a little more detail. I am keen to understand which points were related to my performance and which may have been affected by the adjustment issues, so I can continue to improve.
 

Thank you again for your time and for considering this feedback.
Kind regards,
[Your name]

This is a personal decision, and there is no right or wrong answer. Some people find it empowering to speak up, while others may prefer to move on. Below are some things to consider when deciding whether to provide feedback to a firm after a disappointing or exclusionary experience.

• You may want to help improve the process for future neurodivergent applicants. Even if your experience was negative, your feedback could prompt reflection or change.
   
• You have every right to share your experience, especially if you felt you were treated unfairly.
   
• Some firms are open to learning and genuinely want to improve but may not be aware of how their processes exclude people.
   
• If you plan to reapply in the future, constructive feedback may lead to a better experience next time.
   

• Not all firms will respond well. Some may ignore your feedback, get defensive, or claim they already support disabled applicants without really listening.
   
• If the process left you feeling hurt, sending feedback could risk further upset if the firm dismisses or minimises what you share.
   
• Change is often slow. Even where feedback is taken seriously, it might not lead to immediate results.
   
• Ask yourself what you want from the process. Is it closure, change, or simply to be heard? That may help you decide whether to send something and what tone to use.
   

You don’t owe a firm your feedback. If you choose to share it, you’re doing something that may help others. If you don’t, that’s completely valid too. The important thing is doing what feels safest and most useful for you.