Online Assessment Accessibility Accommodations: What You Can Request and When

If a disability, medical condition, or access need affects an online assessment, you can ask the employer for an accommodation that lets the test measure the intended job skill rather than an unrelated barrier. Common requests include extra time, scheduled breaks, an accessible test format, screen-reader or keyboard compatibility, captions, alternative identification steps, a different proctoring arrangement, or a rescheduled session.

Ask as early as you can—ideally when the assessment invitation arrives and before the timer starts. The recruiter or the employer’s accommodations contact decides what is effective for that assessment. The platform may provide the setting, but it usually cannot approve an employer’s hiring accommodation on its own. In the United States, EEOC guidance says employers may ask whether an applicant needs reasonable accommodation for the hiring process and may request reasonable documentation when the need is not obvious; local law and company process differ elsewhere.

Quick answer: what you can request and when

Need	Possible request	Best time to raise it
Slower reading, processing, motor, or concentration speed	Additional time or a longer section limit	Before scheduling or before starting
Medication, fatigue, pain, or mobility needs	Planned breaks or a pause protocol	Before the invitation deadline; explain the timing, not unnecessary medical detail
Vision or motor access	Screen-reader support, keyboard navigation, zoom, high contrast, larger editor text, or compatible assistive technology	Before the technical check
Hearing or communication access	Captions, written instructions, text-based support, or an alternate communication channel	Before a live or video-proctored step
ID or camera barrier	Alternative identity-document workflow or a different verification method	Before proctoring setup
Anxiety or a proctoring conflict	A human support contact, a quieter scheduled window, or an approved alternative to a particular control	Before the assessment begins
A failed attempt caused by an access barrier	Review, reopen, retake, or accommodation for the next attempt	Immediately after the incident, with a factual timeline

These are examples, not automatic entitlements. Ask for the change that addresses the functional barrier and explain how it will let you complete the same essential task.

What counts as an assessment accommodation?

An accommodation changes how you access or complete the hiring assessment without changing the skill the employer intends to measure. It is different from asking for easier questions, a lower cutoff, or permission to use an unapproved answer source.

For a coding OA, a useful request might be “I need 50% additional time and short scheduled breaks because of a documented condition that affects processing speed.” A less useful request is “Can I have more time?” with no indication of the amount or the assessment feature that causes the barrier.

Possible categories include extra time, planned breaks, accessible text or controls, captions, written support, alternative ID or proctoring, and a compatibility check. Ask whether the timer stops during breaks; never assume it does.

An employer may offer a different effective solution than the one you first request. The goal is an accessible, valid assessment—not a particular brand of tool.

Ask before the timer starts

Before you receive an invitation

If the application or recruiter contact provides an accommodations email, use it before accepting a narrow deadline. Ask what documentation is needed, how long review usually takes, and whether the request should go to the recruiter, a central accommodations team, or the assessment vendor.

You do not need to volunteer a diagnosis to a general recruiter if the company has a separate accommodations channel. State the functional need and the step affected. For example: “I may need additional time and brief breaks for the timed coding assessment. Please direct me to the appropriate accommodations process.”

When the invitation arrives

Read the entire email and landing page before clicking Start. Look for an accommodation link, a support address, the deadline, timer rules, proctoring requirements, and whether the employer or platform owns the decision. Reply before starting if anything is unclear.

Do not start a timed OA to “see whether it works” and then request an adjustment. A partial attempt can complicate the employer’s ability to reset the session, and the platform may record it as an official attempt.

During setup, before submission

Use the sample test or compatibility check if one is available. Confirm that the screen reader, keyboard controls, zoom, captions, camera, microphone, and permitted assistive software work before the scored timer begins. If the setup itself is inaccessible, stop and contact support rather than accepting a condition you cannot use.

After an access problem

If the assessment began before an approved accommodation was applied, save the exact time, screen, error, and contact attempts. Ask for a review or controlled reopen; do not create a second attempt without the employer’s instruction. Explain the access barrier and its effect on the test, not a speculative score.

What the major platforms document

HackerRank

HackerRank’s candidate onboarding guidance tells employers to include an accommodations contact. Its employer tools support a time accommodation before the test starts, and the adjusted duration appears in the invite and landing page. HackerRank also supports extra time for some technical issues, which is a recovery action rather than a disability-accommodation workflow. The timer cannot be paused once the test begins, so request a break or time adjustment in advance. The employer still controls whether the feature is enabled.

Codility

Codility’s accessibility guidance reminds candidates to notify test administrators if extra time or other accommodations are needed. Its employer guidance says the time limit can be adjusted for a session that has not started. Use the test administrator or employer contact to request a compatible setup before discovering that the editor or verification step does not work with your technology.

CodeSignal

CodeSignal documents support for some identity and proctoring barriers, such as contacting support when a government-issued ID is not available. That is narrower than a general accommodation promise. For extra time, breaks, or accessible software, contact the company that sent the invitation and ask which path it uses; contact CodeSignal support for a platform problem. Camera, microphone, screen share, and one-sitting timers can interact with assistive technology, so describe the conflict before starting.

Other vendors

Vendors may expose a time field, a pause button, a support chat, or no candidate-facing setting at all. The absence of a button does not prove that an accommodation is impossible; it may mean the employer must configure it manually. Ask the recruiter who owns the decision and keep the vendor’s support ticket number.

What documentation might be requested?

In the United States, EEOC guidance says an employer may ask for reasonable documentation when the need for an accommodation is not obvious. The request should establish that the applicant has a covered disability and needs the requested adjustment; it should not become a broad request for unrelated medical history. Other countries and employers use different rules and forms.

A practical documentation process may ask for a professional statement or existing accommodation record, the functional limitation relevant to the assessment, the accommodation requested and its expected duration, and a contact who can clarify the recommendation.

Ask where the document should be sent, who can see it, and whether a secure portal is available. Do not paste medical records into a normal recruiter email or into the assessment editor. If the request feels broader than necessary, ask for the company’s privacy or accommodations contact.

How to write a clear request

A strong request has four parts:

1. Name the process: “I am scheduled for the timed coding assessment for [role] on [date].”
2. Describe the functional barrier: “A condition affects sustained reading speed and requires brief medication breaks.”
3. Request an effective change: “Could you provide 50% additional time and two short scheduled breaks?”
4. Ask for confirmation: “Please confirm the adjusted duration, whether the timer pauses, and who I should contact during setup.”

You can ask the employer to suggest an equivalent accommodation if you are unsure what the platform supports. Keep the request specific enough to configure, but do not include a diagnosis unless the designated process requires it.

Recruiter email template

Subject: Accommodation request for [assessment name] – [job title]

Hello [name],

I am scheduled to complete the [assessment name] for [job title] by [deadline]. I need an accommodation for the assessment process because [brief functional limitation]. I am requesting [specific accommodation, such as additional time, scheduled breaks, accessible text, captions, or an alternative verification step].

Could you please direct me to the appropriate accommodations contact and confirm whether I should wait to start the assessment until the adjustment is applied? I can provide reasonable supporting documentation through your secure process if required.

Thank you, [name]

Do not send a diagnosis, medical record, or other sensitive document unless the company tells you where to send it. A recruiter can route the request without becoming the keeper of your medical information.

What an accommodation does not mean

An accommodation is not a guaranteed pass, a lower technical standard, or an instruction to disclose live assessment content. The EEOC describes the purpose as giving a qualified applicant an equal opportunity to participate and allowing the test to measure the intended skill. Employers can still evaluate correctness, communication, and job-related requirements.

The accommodation also does not automatically transfer to another platform or company. A screen-reader setting that works in one editor may need a different implementation in another. Confirm the exact assessment, role, job ID, and date each time.

Common mistakes to avoid

Do not start the timer before the adjustment is confirmed, assume extra time pauses breaks, send medical records to an ordinary recruiter inbox, use an unapproved tool, or wait until after a failed attempt to disclose a known barrier. Include the assessment name, deadline, and requested functional change instead of sending a vague “I need help” message.

Frequently asked questions

When should I request an OA accommodation?

As soon as you know the assessment may create a barrier, ideally before scheduling or starting it. Early notice gives the employer time to configure extra time, verify compatibility, or arrange an alternate process.

Do I need to disclose my diagnosis to the recruiter?

Usually, start with the functional limitation and the accommodation needed, then use the company’s designated process for any documentation. In the United States, EEOC guidance distinguishes questions about ability and accommodation from broad pre-employment disability inquiries. Local rules vary.

Can I request extra time after starting the assessment?

Ask immediately, but do not assume it can be applied retroactively. HackerRank documents time accommodation before a test starts and separate extra-time tools for some active or completed attempts. Other platforms may require a new invitation or employer review.

Can I use a screen reader or other assistive software?

Ask before starting and identify the software or function you need. The platform may support it, require a configuration change, or offer an alternative. Do not use an outside tool that the assessment rules prohibit without written approval.

What if the employer denies my request?

Ask for the reason, the company’s accommodations contact, and whether an effective alternative is available. Keep the communication factual and preserve the deadline. If you believe a legal right may be involved, consult an appropriate local disability-rights or employment professional; this article is not legal advice.

The practical takeaway

Request an online assessment accommodation before the timer starts, describe the functional barrier, ask for a specific effective change, and confirm the exact timer, break, interface, and proctoring rules in writing. HackerRank and Codility document employer-controlled time settings, while CodeSignal routes many accommodation and compatibility questions through the employer and support. The platform can implement a setting, but the employer owns the hiring decision and the accommodation process.

Sources and Further Reading

• U.S. EEOC: Preemployment disability-related questions and medical examinations
• U.S. EEOC: ADA questions and answers
• ADA.gov: Americans with Disabilities Act
• HackerRank: Extend test duration for candidates
• HackerRank: Onboarding candidates and accommodations
• Codility: Best practices for candidates with disabilities
• Codility: Accessibility of the testing environment
• CodeSignal: Technical requirements for completing an assessment

Research note: checked September 6, 2026. Accommodation rules depend on the employer, assessment vendor, country, and individual circumstances. U.S. legal sources are included as general reference, not individualized legal advice.