Reasonable Adjustments for Aptitude Tests & Assessments: How to Ask and What to Expect

Reasonable adjustments (called "accommodations" in the US) are changes to a recruitment process that remove disadvantages caused by a disability or health condition, so that your ability — not your condition — is what is assessed. In hiring, they commonly apply to online aptitude tests, psychometric assessments, video interviews, assessment centres and in-person interviews.

The key principle is fairness, not advantage. A timed numerical reasoning test measures how well you reason with numbers under time pressure; if a condition such as dyslexia slows your reading speed but not your reasoning, additional time lets the test measure what it is meant to measure. Employers generally prefer to hear about adjustments early because they are straightforward to arrange before the test and impossible to apply fairly after it.

Exact obligations vary by country and circumstance, and this is general information rather than legal advice. The main frameworks are:

Many UK employers also run the Disability Confident scheme, under which committed employers offer an interview to disabled applicants who meet the minimum criteria for the role. If an advert displays the logo, it is worth checking the conditions.

There is no fixed menu. Adjustments depend on your needs and the assessment, and test publishers generally allow employers to arrange them through the platform or an administrator. Typical examples include:

The right adjustment is the one that removes the specific barrier. For example, if the barrier is reading speed, extra time may fix it; if the barrier is sensory sensitivity in a busy test centre, a quiet room is more relevant. Describe the barrier, not just the diagnosis.

Dyslexia and dyspraxia

Reading-heavy tests such as verbal reasoning and long-form situational judgement tests can disadvantage candidates who read more slowly. Typical requests are extra time, coloured overlays or adjusted screen settings, and the use of text-to-speech where the test provider permits it.

ADHD

Focus and time management over long sessions can be affected. Requests may include extra time, scheduled breaks, a distraction-free environment and clear written instructions. Our guide to game-based assessments is also useful, as these formats work differently for different people and may have alternative versions.

Autism

Ambiguous questions, unexpected changes and sensory overload can be barriers. Helpful adjustments often include advance information about structure, literal and specific questions, a quiet environment and extra processing time. For situational judgement tests, ask whether an alternative or additional context is available.

Visual, hearing and physical impairments

Accessible file formats, screen-reader compatibility, captioning, sign language interpretation, adapted input devices and extra time for navigation are common requests. Chart-based questions in numerical tests may need an accessible alternative; ask the employer to confirm what is available before the test opens.

Anxiety, depression and other mental health conditions

Adjustments may include extra time, breaks, a different test schedule or a quieter setting. Many people are unsure whether their condition counts; under UK law, for example, the question is whether it has a substantial and long-term effect on daily activities, and employers usually err on the side of helping.

• 1. Ask as early as possible. Do so as soon as you receive the test invitation or application link, and always before you start a timed test. Most platforms cannot rerun or re-score a test after it has begun.
• 2. Use the right contact. Look for an accessibility, recruitment or HR email in the invitation, careers site or application form. Many portals include an "adjustments" or "accessibility" field.
• 3. Describe what you need, not just your condition. For example: "I have dyslexia and read more slowly. I would like additional time on timed assessments." You are not required to share more clinical detail than necessary.
• 4. Provide evidence if asked and confirm in writing. Keep a copy of the request, the employer's reply and agreed adjustments. Confirm the date and format of the assessment once adjustments are in place.

A short email template

"Hello, I have been invited to complete the online assessments for the [role]. I have [condition] and would like to request [specific adjustment, e.g. 50% additional time and the option to take breaks]. I can provide supporting documentation if needed. Please could you confirm what can be arranged before the test deadline of [date]? Thank you."

Disclosing a condition is your choice. You are not obliged to tell an employer about a disability to apply for a job, but you do need to tell them if you want adjustments, because they can only respond to what they know.

• You choose how much to share. Often "I have a condition affecting reading speed" is enough.
• Information is generally confidential. Data protection laws such as UK GDPR treat health information as special category data requiring extra protection.
• Requests should be handled by the right people. You can ask who sees the information and whether it will be shared with interviewers.
• Retaliation is unlawful. In many jurisdictions, rejecting you because of a disability or because you asked for adjustments can amount to discrimination.

If an employer refuses a reasonable request, ask for the reason in writing, escalate to HR, and consider advice from a disability charity, a union or a government equality body such as the Equality Advisory and Support Service in Great Britain or the EEOC in the US.

Once adjustments are agreed, preparation should mirror the real conditions as closely as possible. If you will have 25% extra time, practise with that timing so you learn how it feels to pace yourself.

• Practise at the agreed timing. Our free numerical reasoning and inductive reasoning practice sets let you rehearse the question types so the format is familiar.
• Check the platform. Take a short practice question to confirm screen readers, zoom and contrast settings work on your device.
• Plan your strategy. Decide in advance when to skip and return to difficult questions.
• Prepare your setup. Quiet room, stable internet, charged device, water and any assistive tools ready.
• Remember the interview stage. Adjustments can also apply to interviews and assessment days; the same request process applies to the assessment centre.

Your adjustments level the playing field for the test; the preparation you do is what gets you across the line.