US interview access: request and confirm an adjustment

Check the scope of the guidance

This guide uses the EEOC's Job Applicants and the ADA technical-assistance document, issued October 7, 2003. It explains existing requirements and expressly says its contents do not have the force and effect of law. It is foundational guidance, not an October 2026 legal change. The document describes ADA coverage for private employers with 15 or more employees and state and local government employers. It also addresses federal applicants under the Rehabilitation Act. This article does not apply those rules to Canada.^[1]

Access to an interview or test is a separate question from an accommodation to perform the job. The EEOC says employers may need to adjust a hiring step so an applicant can be considered. Applicants must still meet the job requirements and be able to perform its essential functions, with or without reasonable accommodation. For a coverage dispute or a question about your specific rights, seek current EEOC information or qualified advice.^[1]

Describe the barrier at the specific step

Identify the interview, application form, timed test or other step you need to access. Then explain the change you need and how it would allow participation. The EEOC lists examples such as accessible written materials, interpreters, accessible locations and adjustments to application procedures. A test adjustment depends on what the test measures; its guidance distinguishes an inaccessible test format from a skill the job itself requires.^[1]

Use the employer's named accommodation contact or process when one is supplied. Give notice as soon as you know an adjustment is needed, because an interpreter, accessible location or alternative format may require preparation. The EEOC permits an oral or written request. As an editorial recordkeeping suggestion, keep a copy of a written request or send a short written summary after a conversation.^[1]

Make a bounded request and discuss the response

Here is an original wording template: I am scheduled for [hiring step] on [date]. Because of a medical condition, I need [change or adjustment] to participate. The current [format or arrangement] creates [access barrier]. The requested change would allow me to [participate in the relevant task]. Please confirm who will coordinate the accommodation and whether you need further information through that process. Replace the fields with your actual needs. This is editorial wording, not a required legal form.^[1]

The EEOC says the employer may ask for reasonable documentation when the disability and need for accommodation are not obvious. It also describes strict medical-information confidentiality requirements with specified exceptions. Ask where to send any necessary documentation and who handles it. The template does not mean that an employer can never request more information, or that no one else may lawfully receive medical information.^[1]

If the employer proposes a different adjustment, assess whether it meets your access needs. Explain any remaining barrier. The EEOC says an employer may choose among accommodations that are effective; personal preference alone does not require a particular one. An employer need not provide a specific accommodation that causes significant difficulty or expense, described as undue hardship. Its guidance says another accommodation that avoids that hardship must still be provided when available.^[1]

Confirm the arrangement before the assessment

As a practical final check, confirm the agreed format or location, the scheduled time, any test-time adjustment and the contact for a problem on the day. Base the record on what the employer confirmed. If the arrangement still prevents participation, explain the specific barrier promptly. The EEOC treats notice and discussion as part of arranging hiring-process access; this checklist cannot decide whether a particular response complies with the law.^[1]