This is general U.S. information, not legal or medical advice. A useful adjustment depends on the person, the job, the barrier, and the law that applies. State and local protections may differ. None of the examples below is a blanket entitlement.
The application form is not accessible or usable
- Possible request
- An accessible version of the form, another submission method, or assistance using the employer’s process.
- Caveat
- The goal is effective access to the application process; the workable method may differ from the first option requested.
- Sources
- EEOC: Job Applicants and the ADA
Spoken questions are hard to process in real time
- Possible request
- Ask whether the employer can share questions in advance, accept written responses during the interview, or use another effective communication format that addresses the barrier.
- Caveat
- JAN documents advance questions and written responses as one individual situation—not a guaranteed result or universal format. The adjustment remains individualized, and an employer may offer another effective option.
- Sources
- JAN: Autism Spectrum situations and solutions, p. 16; EEOC: Job Applicants and the ADA
A timed or unfamiliar assessment creates an access barrier
- Possible request
- Adjusted timing, a different format, breaks, or clearer written instructions when those changes do not alter the skill being measured.
- Caveat
- Assessment changes are individualized. A particular amount of time or a specific format is not guaranteed in every case.
- Sources
- EEOC: Job Applicants and the ADA
Noise, lighting, or interruptions make focus difficult
- Possible request
- A quieter workspace, lighting adjustments, headphones where safe, fewer interruptions, or scheduled focus time.
- Caveat
- Safety rules, essential job functions, shared-space needs, and effective alternatives all matter.
- Sources
- JAN: ADHD; JAN: Autism Spectrum
Priorities, multistep tasks, or changes are hard to track
- Possible request
- Written steps or checklists, clear priorities, regular check-ins, meeting agendas, refresher training, or advance notice of changes when possible.
- Caveat
- The request should address the barrier while preserving the job’s essential responsibilities. “When possible” matters for genuinely unpredictable work.
- Sources
- JAN: ADHD; JAN: Autism Spectrum
The standard schedule or break pattern creates a barrier
- Possible request
- Modified breaks, a schedule adjustment, or another predictable work pattern.
- Caveat
- Coverage, essential functions, undue hardship, and available effective alternatives are part of the individualized analysis.
- Sources
- EEOC: Reasonable Accommodation and Undue Hardship
Planning a request
- Describe the barrier and the change that could help; plain language is useful.
- A request may be oral, but writing it down can create a clear shared record.
- Keep the focus on effective access. The first idea may not be the only effective option.
- Documentation may sometimes be requested when the disability or need is not obvious.
- This site does not collect diagnoses or medical documents.
Federal framework
Title I of the federal ADA generally covers private employers with 15 or more employees and state and local government employers. Federal applicants and employees are covered by Section 501 of the Rehabilitation Act; EEOC applicant guidance says its requirements are the same as those applied to ADA-covered employers.
In either framework, a person must be qualified and able to perform the job’s essential functions with or without reasonable accommodation. An employer may consider undue hardship and may offer a different effective accommodation. Medical information has confidentiality protections, with legal exceptions. State and local law may cover smaller employers or provide additional protections.