The short answer
Under the Americans with Disabilities Act (ADA), a reasonable accommodation is a change in the way things are usually done that gives a person with a disability an equal opportunity to apply for a job, perform a job, or enjoy the benefits of employment. In hiring, that means adjusting the application, test or interview process, for example providing a sign language interpreter or an accessible version of an online interview, unless the change would cause undue hardship. It matters because the duty applies at every stage of hiring, including the AI tools you use.
Reasonable accommodation in hiring explained
Title I of the ADA covers employers with 15 or more employees, including state and local governments, employment agencies and labor unions. The EEOC's guidance sorts accommodations into three categories: changes to the job application process so a qualified applicant can be considered, changes to the work environment or how the job is done, and changes that give equal access to the benefits and privileges of employment. This page focuses on the first.
A candidate does not need special words to ask. The EEOC says a request can be in "plain English" and need not mention the ADA or use the phrase "reasonable accommodation." The request starts an informal, interactive process between the candidate and the employer. When the disability or the need is not obvious, the employer may ask for reasonable documentation. If more than one accommodation would work, the employer may choose among them, as long as the one it picks is effective.
The only limit the law places on the duty is undue hardship, which the EEOC defines as significant difficulty or expense. It is judged case by case against the employer's resources and circumstances, not by general assumptions.
Interview accommodations: examples
AI hiring tools and accommodation
ADA.gov's 2022 guidance on algorithms and AI in hiring says employers are responsible for discrimination even when it comes from another company's tool. It suggests telling applicants what technology is used and how they will be evaluated, giving them enough information to decide whether to ask for an accommodation, and having a clear way to request one that does not hurt their chances. That applies to one-way video interviews, live AI interviews, automated tests and proctoring alike. Our online proctoring guide covers the accessibility risks of monitoring software.
Common mistakes
- Asking about disability up front. The EEOC says employers may not ask applicants whether they have a disability, or about its nature or severity, before a job offer. You may describe the hiring process (an interview, a timed test) and ask whether they will need an accommodation for it.
- Hiding the request path. Put a contact for accommodation requests in every invite, not only on the careers page.
- Slow responses. The EEOC says employers should respond to requests expeditiously, and unnecessary delays can violate the ADA.
- Dropping the candidate. In one EEOC example, an employer that cancelled an interview because a deaf applicant asked for a sign language interpreter violated the ADA. Proceed with the interview and discuss job needs there.
Related terms
- Adverse impact: when a hiring practice selects one group at a much lower rate.
- Automated employment decision tool: software that substantially assists hiring decisions.
- Structured interview: the same questions and rubric for every candidate.
- Proctoring: supervising a test to confirm identity and rule-following.
- Candidate experience: how candidates feel about each step of your process.
Questions
Do employers have to offer interview accommodations?
Under the ADA, employers with 15 or more employees must provide reasonable accommodations to qualified applicants with disabilities during the hiring process, unless doing so would cause undue hardship, meaning significant difficulty or expense.
Can an employer ask for proof of disability?
Yes, in some cases. The EEOC says that when the disability or the need for accommodation is not obvious, the employer may ask for reasonable documentation about the disability and the functional limitations.
Does the employer have to give the exact accommodation requested?
No. The EEOC says the employer may choose among reasonable accommodations as long as the one it picks is effective. It should discuss options with the candidate as part of the interactive process.
Planning an AI first round with a clear accommodation path? Book a 20-minute demo, or try a sample interview yourself.
This is not legal advice.
