Interview adjustments that level the playing field
Job interviews favour fast verbal recall, smooth small talk and self-promotion — three things many ND brains aren't built for. The good news: under the UK Equality Act 2010, you have the legal right to reasonable interview adjustments, and most employers say yes when asked clearly. You don't need a formal diagnosis. You don't need to disclose specifics. “I'm neurodivergent and would benefit from the following“ is enough.
Get the questions in advance
The single highest-impact adjustment. Most employers will share interview topics or actual questions 24–48 hours ahead. This lets you prep examples without working memory letting you down.
Written + verbal format
Ask for questions to be shown on screen or printed during the interview. Removes the cognitive load of holding the question in mind while answering.
Longer answer time
Request 25–50% longer to think and respond. Standard adjustment, costs nothing.
Breaks between rounds
Request a 10–15 minute break between interview blocks, or split a long interview across two days.
Quiet environment, no fluorescent lights
Interview in a small room rather than open-plan. Natural light, no harsh strip lighting. Camera off for video where possible.
Skip the small talk
Pre-agree to start straight in. Saves the warm-up minutes for the part you can actually demonstrate.
Practical task instead of (or alongside) interview
A work sample, take-home exercise, or trial day is fairer than a 1-hour verbal grilling for many ND candidates.
Bring notes or prompts
Most employers allow a single page of prompt notes — STAR examples, names, dates. Ask explicitly.
Have a support person present
An Access to Work job coach, BSL interpreter, or trusted person can attend in a quiet observational capacity.
Avoid trick questions
Ask for a flagging of any hypotheticals or abstract questions in advance, so you can prepare a worked example.
Sample email — request adjustments
- ·Subject: Interview adjustments request
- ·Hi [name], thanks for inviting me to interview for [role].
- ·I'm neurodivergent (ADHD/Autism/AuDHD — share or don't share) and would really appreciate the following reasonable adjustments under the Equality Act 2010:
- ·1) The interview questions or topics emailed 24 hours in advance
- ·2) Questions shown on screen or printed during the interview
- ·3) ~25% longer to respond
- ·4) A 10-minute break between any rounds
- ·These are common adjustments and won't change the assessment criteria.
- ·Thanks — looking forward to it.
What you don't have to share
- ·Your specific diagnosis (you can just say 'neurodivergent')
- ·Medical evidence or letters
- ·Why you find interviews difficult
- ·What support you have outside work
- ·Whether you take medication
- ·Anything that doesn't affect your ability to do the job