Deciding whether to tell an interviewer you’re autistic isn’t simple.
There isn’t one “right” answer – there’s only the decision that helps you perform at your best and feel in control of the process.
This article walks you through the key things to consider, the legal backdrop in the UK, practical scripts you can use, and smart alternatives to standard interviews that many candidates overlook.
First things first: you’re not required to disclose
If autism doesn’t affect your ability to interview – and you don’t want to share – you don’t have to.
In the UK, there’s no legal obligation to disclose a disability during recruitment. Disclosure is your personal choice.
That said, if certain interview formats or conditions put you at a disadvantage, disclosure can open the door to reasonable adjustments that level the playing field.
What counts as a reasonable adjustment?
Under the Equality Act 2010, employers have a duty to consider reasonable adjustments for disabled candidates. They should only refuse if the request is genuinely unreasonable (for example, something that fundamentally changes the job).
In practice, most requests are modest and often accepted.
Here are common adjustments candidates might find helpful:
- Extra time to process and answer questions.
- Receiving questions in advance (or at least themes) so you can prepare.
- Using notes or a laptop to support memory and structure.
- Alternative format – for example, a video call instead of an in-person interview (or vice versa).
- A quiet room before the interview to decompress.
- Clear instructions about the interview structure, timings and who will be present.
- Task-based assessments (e.g., a sample work task) instead of abstract hypothetical questions.
Tip: You don’t need to disclose every detail. You can simply state you have a disability that impacts interviews and that you’re requesting reasonable adjustments. You may choose whether to name autism specifically.
How to ask for an adjustment (copy & paste script)
Email subject: Request for Reasonable Adjustments – [Your Name], [Role Title]
Email body:
Hello [Name],
I’m very much looking forward to the interview for the [Role Title] on [date]. I have a disability that can affect how I perform in traditional interviews. To help me demonstrate my skills fairly, I’d like to request the following reasonable adjustments:
- [e.g., 10 minutes of extra time for questions]
- [e.g., the interview questions or themes shared 24 hours in advance]
- [e.g., permission to bring brief notes]
I believe these will allow me to show my capability for the role. Please let me know if you need any further information.
Thank you,
[Your Name]
Keep it short, specific, and practical. Most recruiters appreciate clear requests – they want you to be able to perform at your best.
What if I worry about bias?
It’s understandable to worry that disclosure might lead to unfair judgment. While employers must not discriminate because of disability, bias can still occur. Here’s three ideas to protect yourself:
- Ask for feedback after the interview. If something felt off, feedback gives you insight and a paper trail.
- Keep records of your adjustment requests and the employer’s responses.
- Focus on competence evidence – bring tangible examples of your work, portfolios, or task outcomes to anchor the conversation in your ability.
If you believe you were treated unfairly, you can challenge the outcome. Sometimes a calm, factual email asking for clarification on decision criteria and how your adjustments were handled is enough to resolve misunderstandings.
Not a fan of interviews? Consider alternatives
It’s a little-known secret: many employers don’t love interviews either.
Interviews aren’t always the best way to judge whether someone can do the job.
If interviews consistently disadvantage you, there are two smart alternatives to explore:
1) Suggest a working interview or job trial
A working interview replaces the hypothetical questions with actual work. You come in for a few hours or a couple of days, complete real tasks, and both sides assess fit. This approach:
- Reduces reliance on fast, on-the-spot answers.
- Lets you demonstrate your strengths in a realistic setting.
- Gives the employer more confidence in your capability.
Smaller employers may have more flexibility to arrange this, but larger organisations sometimes agree too – especially where HR teams understand adjustments.
How to ask (script):
“Interviews aren’t always the best reflection of my ability. Would you consider a brief working trial so I can demonstrate how I’d approach [key task] on the job?”
2) Use the hidden job market
The hidden job market refers to roles filled without a formal advert or interview process – often through recommendations or internal connections. Two effective routes:
- Warm recommendations. Reach out to former colleagues, managers, mentors, friends, and family in your industry. Let them know what you’re great at and what you’re looking for. Employers value trusted recommendations and may be more flexible about formal criteria.
- Volunteering or short-term projects. Volunteering in the right organisation (even a neighbouring department) helps you build relationships with hiring managers, learn their processes, and demonstrate reliability. If a paid role opens, you’re already a known quantity. If not, you’ll still gain fresh examples for your CV and interviews elsewhere – and often new allies who’ll recommend you to peers.
Deciding whether to disclose: a simple framework
Use this quick decision guide to choose the route that suits you:
- Does interview format put you at a disadvantage?
- No → You don’t need to disclose unless you want to.
- Yes → Consider requesting adjustments or proposing alternatives.
- Would specific adjustments significantly improve your performance?
- Yes → Request them (you can mention autism or simply refer to disability).
- Not really → Consider suggesting a working interview or using hidden-market routes.
- What’s your preference for privacy vs. control?
- Some people value privacy and choose minimal disclosure (“I have a disability and need X”).
- Others prefer being explicit (“I’m autistic and X would help me show my best”).
Choose the approach that reduces your stress and boosts your confidence.
Preparing for any interview (with or without disclosure)
Even if you request adjustments – or avoid interviews altogether – good preparation always helps:
- Know the essentials. Read the job description, pick 5–7 keywords (skills, tools, outcomes) and prepare one example for each.
- Use a structure. Practice the STAR method (Situation, Task, Action, Result) or a simple Problem → Action → Outcome flow for answers.
- Bring evidence. A one-page “evidence sheet” with bullet points of your accomplishments can be grounding – especially if you’ve asked to use notes.
- Pre-empt sensory needs. If in person, ask about the room layout, lighting and waiting area. If online, test your setup, check camera framing, and agree a backup phone number.
- Plan your first minute. Have a short, calm opener ready: who you are, what you do, and why the role appeals. A confident start sets the tone.
If you’re rejected
Rejection stings – especially when you’ve done everything “right.” Here’s a constructive path forward:
- Request feedback within 48 hours. Ask what selected candidates did well and what you could strengthen.
- Reflect quickly. Did your examples directly match the core requirements? Could a different format (task-based, working trial) have shown your ability better?
- Tune your approach. Adjust your evidence examples, refine your adjustment requests, and widen your strategy to include hidden-market routes.
- Look after your wellbeing. Interview pressure is real. Build in recovery time and support – coaching, peer practice, or a buddy who reads job specs with you.
Important: This article offers general guidance for the UK and is not legal advice. If you need advice on your situation, consider speaking to a qualified adviser or union representative.
You deserve a recruitment process that lets you show what you can do. Whether you disclose, request adjustments, suggest a working trial, or tap into the hidden job market – there are routes that fit you. Your strengths deserve the right stage.
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