Start with what would help
Write down the part of work or an interview that is difficult, and one change that might help. That gives you something concrete to discuss. An everyday request about how a task is organised is not necessarily a formal accommodation request.
Consider the timing and the trade-offs
These are options, not a recommended order. Consider the support you need, the process available and how comfortable you feel with the person receiving the information. No guide can guarantee how an employer will respond.
- Before an interview: there may be time to arrange changes to the interview itself.
- After an offer: you may have more information about the role and team.
- Once you are working: you can refer to a specific task or barrier.
- Keep it private for now: you may prefer to gather more information first.
Choose the audience and the amount
A manager, recruiter or HR contact may each handle different parts of the process. Ask who deals with support requests and how information is handled. You can prepare what you want to say before starting the conversation. Do not assume that speaking to one person means every colleague needs to know.
US-specific: formal interview accommodations
Under the ADA, covered employers generally cannot ask disability-revealing questions before an offer. A formal accommodation request needs to communicate a disability-related need; reasonable supporting documentation may be requested when that need is not obvious. Rules and exceptions matter. Read the EEOC guidance below. Outside the US, check your local equality or employment authority.