How are pre-interview materials used as accommodations for autism? 

Interviews can be daunting for anyone, but for many autistic people, the uncertainty and sensory intensity of the process can be overwhelming. Providing pre-interview materials such as question previews, visual guides, or task outlines is now recognised as one of the most effective and low-cost autism accommodations. 

According to the National Autistic Society (2022), sharing information in advance helps autistic candidates manage anxiety, prepare effectively, and demonstrate their abilities under fairer conditions. 

Understanding the concept 

Autistic people often thrive in structured, predictable environments. The unfamiliar and fast-paced nature of traditional interviews where candidates are expected to think and respond instantly can disadvantage individuals who process information differently or who experience social communication challenges. 

That’s why pre-interview adjustments are increasingly recommended across the UK. The Employment Autism (2025) resource explains that employers can offer written questions, photographs of the interview room, an agenda, or short biographies of interviewers. These materials give autistic candidates time to prepare and reduce cognitive and sensory overload. 

The NHS Leeds & York Partnership (2024) provides a practical example within the public sector: candidates can request advance copies of interview questions or written alternatives to verbal questioning as a “reasonable adjustment” under the Equality Act 2010. 

According to Gov.UK (2025), providing pre-interview materials helps ensure equal access for autistic and disabled applicants. This could include pre-assessment instructions, test outlines, or visual directions all simple measures that promote inclusion and compliance with UK law. 

Evidence and research 

Evidence shows that structured and predictable interview formats lead to better outcomes for autistic candidates. 
A peer-reviewed study in Frontiers in Psychiatry (2023) found that when autistic adults received interview questions in advance, their confidence and performance improved, and anxiety levels dropped significantly. This supports the growing call for procedural transparency in recruitment. 

Charities and policy bodies also advocate for these changes. 
The Autistica Inclusive Interviews Guide (2025) recommends providing candidates with the interview agenda, example questions, and logistical details well in advance, emphasising that predictability improves self-expression and fairness. 
Similarly, Scope UK (2024) gives step-by-step advice on how autistic applicants can request interview materials reinforcing that these are not privileges, but legal rights. 

The Equality and Human Rights Commission (EHRC, 2025) makes it clear that employers must consider such adjustments where a candidate’s disability or neurodivergence affects their ability to participate in a standard process. For autistic applicants, this often includes sharing written information or allowing extended preparation time. 

Employment law experts, such as Anthony Gold Solicitors (2025), note that case law under the Equality Act increasingly supports these practices. Failure to provide advance materials or clear communication, when requested, can amount to indirect disability discrimination. 

Practical applications in recruitment 

Pre-interview materials can take several accessible forms, depending on the role and setting. 
The ACAS guidance (2025) and Employment Autism (2025) both provide examples of how employers can make recruitment more inclusive. These include: 

• Providing the interview format and length in advance outlining how many questions will be asked, who will attend, and how long each stage lasts. 

• Sharing sample or exact questions this allows candidates to prepare structured responses, reducing verbal processing pressure. 

• Offering written or visual materials such as slides, infographics, or written job briefs, which help autistic candidates process complex information more easily. 

• Sending photos or maps of the venue useful for candidates who experience sensory or spatial anxiety. 

• Clarifying technology or platform use for remote interviews, share links and instructions ahead of time. 

According to Gov.UK (2025), these supports are considered “reasonable” because they are low-cost, easy to implement, and promote fair access to opportunity. 

Why pre-interview adjustments matter 

For many autistic candidates, unpredictability not capability is the main challenge during interviews. 
The National Autistic Society (2022) explains that providing pre-interview information doesn’t give autistic applicants an “unfair advantage”; instead, it levels the playing field by reducing communication barriers and performance anxiety. 

A 2024 commentary from Anthony Gold Solicitors confirms that under the Equality Act 2010, employers must anticipate barriers that disadvantage neurodivergent applicants. In practice, this means proactively offering adjustments like question previews, rather than waiting for candidates to request them. 

From a human perspective, these supports communicate respect and inclusion. When autistic candidates receive materials that clarify expectations, they are better able to demonstrate their knowledge and skills the very purpose of an interview. 

Educational and public sector examples 

Educational and healthcare organisations increasingly model good practice in this area. 
In the NHS, for example, the Leeds & York Partnership NHS Foundation Trust (2024) outlines clear applicant guidance for autistic and disabled candidates, including pre-interview written materials and advance question access. 

These practices reflect a broader trend in public services: transparency, accessibility, and communication equity. They align with the UK government’s push for “autism-friendly recruitment”, set out in the Buckland Review of Autism Employment (2024), which calls for employers to offer question previews and structured feedback. 

Takeaway 

Pre-interview materials aren’t about lowering standards they’re about removing barriers. 
Providing questions, schedules, or visual guidance before interviews allows autistic candidates to demonstrate their skills on equal terms, improves confidence, and fosters truly inclusive recruitment. When fairness is built into the process, talent has the space to shine. 

If you or someone you support would benefit from early identification or structured autism guidance, visit Autism Detect, a UK-based platform offering professional assessment tools and evidence-informed support for autistic individuals and families.