When to Disclose ADA Accommodations in a Job Interview (and What They Are)
Navigating whether to disclose a disability or request accommodation during the hiring process can feel uncertain. The good news is that both federal law (the Americans with Disabilities Act, or ADA) and Washington State law give you strong protections—and importantly, the choice is largely yours.
What Are ADA Accommodations?
Under the ADA, a reasonable accommodation is any change to the application process, job duties, or work environment that allows a qualified person with a disability to apply for a job and perform its essential functions.
Common examples include:
- Adjustments to the interview process (e.g., ASL interpreters, extra time for tests)
- Modified work schedules or remote work options
- Assistive technology or equipment
- Job restructuring or reassignment to a vacant role
Employers must provide these accommodations unless doing so creates an “undue hardship,” meaning significant difficulty or expense for the organization.
Do You Have to Disclose Disability?
No, disclosure is optional. The ADA does not require you to tell an employer about a disability at any point in the hiring process.
In fact:
- Employers cannot ask about disabilities before making a job offer.
- Medical questions or exams are generally only allowed after a conditional offer is made, and must apply to all candidates in similar roles.
This protects applicants from being unfairly screened out before their qualifications are evaluated.
When Should You Disclose?
There is no single “right” time—disclosure can happen at several stages, depending on your needs and comfort level:
1. Before or during the interview
You may choose to disclose early if you need an accommodation for the hiring process itself—for example, requesting captioning for a virtual interview or accessible testing materials.
2. After receiving a job offer
Some candidates wait until they receive a conditional offer, when employers can legally ask certain medical questions. This can feel like a safer moment to discuss workplace needs.
3. After you start working
You can request accommodations at any time, even if you never disclosed during the hiring process.
The key practical rule: you must disclose if you want accommodation, because employers are only required to act on needs they are aware of.
Washington State Law: Additional Protections
Washington offers some of the strongest disability protections in the country through the Washington Law Against Discrimination (WLAD), found in RCW 49.60.
A few important highlights:
- Broader coverage than federal law: WLAD applies to employers with 8 or more employees (compared to 15 under the ADA).
- Broader definition of disability: Washington defines disability more expansively, covering many physical, mental, or sensory conditions—even temporary ones.
- Duty to accommodate applicants and employees: Employers must provide reasonable accommodation to known disabilities unless it causes undue hardship.
- Applies to hiring: It is unlawful to refuse to hire or to discriminate based on disability, including failing to accommodate during the application process.
Washington law also requires an “interactive process,” meaning employers and applicants must communicate in good faith to find workable accommodations once a request is made.