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Requesting reasonable adjustments for Civil Service recruitment
If the application, test or interview format creates a disability-related barrier, contact the recruitment team about reasonable adjustments. Explain what is difficult and what would help. Requests are considered individually; you do not need to guess the arrangement on your own.
By Sift Assist · Reviewed
Start with the barrier you face
Think about the assessment task rather than trying to list every aspect of your health. Is the difficulty reading the material, using the platform, processing information, travelling, concentrating for a long session or communicating in that format?
- Describe the part of the process affected.
- Explain the practical impact on taking part.
- Suggest an adjustment if you know one, or ask to discuss options.
- Include the vacancy reference and relevant deadline so the team can identify your application.
What arrangements could you discuss?
Possible arrangements include accessible materials, appropriate breaks, assistance with access or changes to timing or format. What is suitable depends on the assessment and your needs. Extra time is not an automatic fixed percentage for everyone, and it is not the only possible adjustment.
Try the official practice environment when available, particularly if you use assistive technology. If you encounter a barrier, describe what happened and the technology involved. Do not send live test questions or medical information through a public forum.
What if the invitation has already arrived?
Ask as early as possible, ideally through the application’s adjustments section. If you receive a test invitation before arrangements are agreed, contact the recruiter promptly and ask what to do before starting. Receiving an invitation does not mean you should give up asking.
If you have already started and a barrier becomes apparent, report it as soon as possible. Explain the stage reached and ask about the available next steps. Do not assume a deadline extension, retest or particular remedy has been granted until it is confirmed.
A message you can adapt
Replace the bracketed parts with your own circumstances. This is a communication example, not legal advice or a guarantee that a particular request will be agreed.
Share information through the right channel
Ask the recruitment team what information it needs and why. Do not assume that no supporting information can ever be requested. Equally, avoid sending a full medical history when the team only needs information about the assessment barrier.
Use the designated recruitment channel and ask how sensitive material will be handled. You do not need to put medical details into a behaviour example or upload them to Sift Assist to use this guide.
Confirm the arrangement and follow up if needed
Adjustment arrangements and schemes offering an interview to qualifying disabled applicants are different matters. Check the vacancy’s wording for each; requesting an adjustment is not itself a promise of an interview or job.
- Check exactly what has been agreed and which assessment it applies to.
- Confirm how it will work on the day or within the test platform.
- Keep the message and the contact details available.
- If the proposal does not address the barrier, explain the remaining difficulty and ask about alternatives.
- If you need to challenge a decision, use the recruitment enquiry or complaints route; seek independent advice for legal questions.
Official sources and how to use this guide
This is independent Sift Assist guidance. Our writing exercises and examples are teaching suggestions, not official assessment questions or guaranteed answers. Follow the vacancy and assessment instructions where they differ.
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