What reasonable adjustments during selection processes are autism accommodations? 

Recruitment processes often rely on rapid social communication and unpredictable questioning, which can unintentionally disadvantage autistic candidates. According to NHS Employers, reasonable adjustments such as sharing interview questions in advance or using alternative assessment formats are essential to create fair, inclusive selection environments. 

Understanding Reasonable Adjustments 

Reasonable adjustments are changes employers make to ensure applicants are not put at a disadvantage because of disability. Under the Equality Act 2010, autistic candidates have the right to request support such as extra time, written questions, or structured interviews. 

NHS England advises that employers provide clear, predictable selection processes, and consider practical assessments rather than spontaneous interviews. The National Autistic Society also recommends offering alternative communication methods such as written responses or smaller panels to reduce anxiety and allow candidates to demonstrate their abilities effectively. 

Evidence and Research 

Scientific and organisational evidence supports these approaches. A 2023 study in Frontiers in Psychiatry found that structured and strengths-based interviews improved autistic applicants’ confidence and performance compared with traditional, unstructured ones. 

Autistica’s Employers Index (2024) highlights that predictable interview structures and practical job trials lead to more equitable outcomes and better retention. NICE guidance echoes this, recommending that communication and assessment methods be adjusted to suit autistic adults’ processing styles. 

Employment Autism adds that flexible timing, breaks between interview stages, and sensory adjustments like quiet rooms or virtual interviews further enhance accessibility. 

Practical Support and Implementation 

Reasonable adjustments during selection might include: 

• Sending interview questions or scenarios in advance 

• Allowing written or pre-recorded answers 

• Using practical job tasks instead of roleplay exercises 

• Providing extra time to process questions 

• Offering interviews in quiet, predictable environments 

These simple steps help autistic candidates perform at their best, while helping employers identify talent more accurately. 

Takeaway 

Structured, transparent, and flexible selection processes aren’t just fair, they’re proven to unlock the strengths of autistic candidates and make workplaces more inclusive for everyone. 

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.