A request you can adapt
“Hello [contact], I am scheduled for [interview or assessment] for [role and requisition] on [date and time zone]. Because of a disability-related access need, I need [adjustment] to participate. The barrier is [one sentence about the format or task]. Could you confirm the process and whether this can be arranged before the assessment? Please let me know if you need supporting information through a secure channel. Thank you, [name].”
Use the accommodation contact in the invitation or careers site. If none is listed, ask recruiting to direct you to the right person. You can make the request orally too; the wording above is an example, not a required form.
Sources[1]
Describe the obstacle precisely
A concrete description makes it easier to discuss an effective arrangement. These are possible requests to discuss, not adjustments guaranteed in every situation.
| Barrier | Request to discuss |
|---|---|
| The test document cannot be read by your screen reader. | An accessible document or compatible assessment format. |
| Spoken interview instructions are inaccessible. | An appropriate interpreter, written instructions, or another effective arrangement. |
| A disability makes the stated test time insufficient. | A time adjustment; explain how the limit affects access to the task. |
| The interview location has an inaccessible entrance or room. | An accessible entrance, room, or interview arrangement. |
Sources[2]
An approved request is not yet a working assessment
Confirm what will change, who will arrange it, and whether you will receive a revised invitation. If extra time was approved, ask how the platform will show it. If the location changes, get the room and arrival instructions.
Do not assume that an accommodation request automatically extends the submission deadline. If the deadline is approaching, send: “My accommodation request for [assessment] is still being arranged, and the invitation expires [date and time]. Should I wait for a revised invitation, and can you confirm the submission deadline?”
Keep the response. Before starting a timed attempt, check any settings you can see without launching the timer. Avoid using a live attempt merely to test whether the adjustment worked.
When the arrangement is missing or does not work
Contact the accommodation team with the exact problem: “The confirmation allows [arrangement], but the platform still shows [current setting]. I have not started the assessment. Could you correct it or provide the next step?” If you already started, say when the problem occurred and ask how the attempt will be handled.
When an alternative arrangement is offered, explain any remaining barrier rather than only repeating your preferred option. Under EEOC guidance, an employer may choose among effective accommodations. A different format still needs to address your access need.
Sources[1]
What the U.S. rules cover
For employers covered by the ADA, qualified applicants can be entitled to reasonable accommodation in hiring, subject to undue hardship. This does not remove the job's essential qualification requirements. The employer may request reasonable supporting documentation when the disability and need are not obvious; ask where to send it rather than attaching medical records to a group email.
Interview access and workplace accommodations are separate discussions. When the actual duties become clear, raise any workplace arrangements you need through the appropriate process. For a dispute about your rights, contact the EEOC or a qualified adviser promptly.