You confirmed the interview. You researched the company. Then you looked up the office address and realized it's a second-floor suite in a building with no elevator listed on the property site. Now you're trying to figure out what you can ask for without torpedoing your chances before you walk in the door.

You can ask for a lot more than you think. Under the ADA, employers can't require you to interview in a location you can't access. That includes physical barriers like stairs, inaccessible restrooms, and parking that's blocks away from the entrance. It also covers sensory accommodations like quieter rooms and communication supports like ASL interpreters.

Here's what you're allowed to request, how to ask for it, and what happens if the site still isn't accessible.

What the ADA Requires for Interview Locations

Title I of the ADA applies to employers with 15 or more employees. It requires reasonable accommodations during the application and interview process, not just after you're hired. That includes making the interview location accessible or providing an alternative.

"Accessible" doesn't just mean a ramp at the front door. It means:

• Wheelchair-accessible entrance with no steps or a working elevator
• Accessible restroom on the same floor as the interview room
• Designated accessible parking within a reasonable distance of the entrance
• Interview room that accommodates mobility devices without requiring you to navigate narrow hallways or doorways under 32 inches wide
• Communication accommodations like ASL interpreters, CART (real-time captioning), or assistive listening devices if requested in advance

If the employer's usual interview location doesn't meet these standards, they're required to move the interview to an accessible site or offer a virtual alternative. You don't have to disclose your diagnosis to request this. You only need to state what you need.

How to Request an Accessible Interview Location

Send your request as soon as the interview is scheduled. The earlier you ask, the more options the employer has to arrange an accessible site or interpreter.

Here's the template:

"Thank you for scheduling my interview for [date]. I'll need the interview conducted at a wheelchair-accessible location with an accessible restroom and designated accessible parking. Please confirm the building has an elevator or ground-floor interview room available. I'm happy to answer any questions about logistics."

If you need an ASL interpreter or CART:

"I'll need an ASL interpreter for my interview on [date]. Please let me know which agency you'll be using so I can confirm interpreter qualifications in advance."

You don't need to explain why you need these accommodations. You don't need to name your diagnosis. Functional requests are enough.

What Counts as Accessible Parking

"Close to the entrance" isn't specific enough. Accessible parking means:

• Designated accessible parking spaces marked with the International Symbol of Access
• Van-accessible space (96 inches wide with an access aisle) if you use a wheelchair van
• Located on the shortest accessible route to the building entrance
• No gravel, steep slopes, or curbs between the parking space and the entrance

If the building doesn't have accessible parking, the employer can reserve a standard space close to the entrance and ensure the path from that space to the door is accessible. But that's a fallback, not the standard.

If accessible parking isn't available at the site, ask if the interview can be moved to a location with accessible parking or conducted virtually.

Transportation Considerations

Some interview sites are technically ADA-compliant but genuinely inaccessible due to location. A building with an elevator and accessible restrooms doesn't help if it's in a business park with no public transit and you can't drive.

You can request a virtual interview if:

• The site isn't on an accessible public transit route and you don't have access to a vehicle
• The only accessible parking is in a garage that requires navigating multiple turns or levels
• Getting to the site would require you to arrange paratransit or medical transport that isn't available on the interview date

Employers aren't required to provide transportation, but they are required to ensure the interview process is accessible. If the location creates a barrier you can't reasonably overcome, a virtual interview is a reasonable accommodation under the ADA.

When the Site Still Isn't Accessible

If you arrive and the site doesn't meet the accommodations you requested, you have options.

Document what's missing. Take photos of the inaccessible entrance, the lack of accessible parking, or the second-floor-only access. Note the date, time, and what you were told when you requested accommodations.

Decide whether to proceed. If the barrier is something you can navigate this time (a slightly narrow doorway, parking that's farther than ideal), you can complete the interview and follow up afterward. If the barrier prevents you from interviewing (no elevator and you use a wheelchair), you can request an immediate virtual alternative or reschedule at an accessible location.

Follow up in writing. After the interview, send an email documenting what happened:

"I appreciated the opportunity to interview on [date]. I want to follow up on my request for a wheelchair-accessible location. The interview was conducted on the second floor of a building with no elevator, which I was unable to access independently. I completed the interview with assistance, but I wanted to confirm that future meetings will be held at an accessible site as originally requested."

This creates a record. If the employer doesn't hire you and you suspect the inaccessible location played a role, this documentation supports a potential ADA complaint.

If the Employer Says No

Employers can deny an accommodation request only if it creates an "undue hardship" (significant difficulty or expense). For interview locations, that bar is high. Moving an interview to a ground-floor room or an accessible building nearby almost never qualifies as undue hardship.

If an employer denies your request, ask for the reason in writing. You can file a complaint with the EEOC within 180 days of the denial (300 days in some states). The EEOC investigates whether the employer met its obligation to provide reasonable accommodations during the hiring process.

You can also request a virtual interview as an alternative. If the employer refuses both an accessible location and a virtual option, they're not meeting ADA requirements.

What About Sensory Accommodations

Physical access isn't the only consideration. If you have sensory processing needs, you can request:

• A quieter interview room away from high-traffic areas
• Advance notice of who will be in the room (panel interview vs. one-on-one)
• Reduced fluorescent lighting or access to a room with natural light
• Permission to bring noise-canceling headphones or a fidget tool

These requests fall under the same ADA framework. They're reasonable accommodations that don't fundamentally alter the interview process.

For more guidance on requesting sensory and communication accommodations, see Video Interview Accommodations for Sensory and Communication Disabilities.

Virtual Interviews as an Accessibility Solution

Virtual interviews aren't just a pandemic holdover. They're a reasonable accommodation for candidates who can't access the physical interview site. That includes:

• Candidates who use mobility devices and can't navigate the building layout
• Candidates who rely on paratransit that isn't available at the interview time
• Candidates with chronic conditions that make travel unpredictable

You can request a virtual interview even if the site is technically ADA-compliant. Compliance with building codes doesn't mean the site is functionally accessible for your situation.

If you're requesting a virtual interview, frame it as an accessibility need, not a preference:

"Due to mobility limitations, I'm requesting a virtual interview via Zoom or Microsoft Teams as a reasonable accommodation under the ADA. Please let me know if that works for your team."

FAQ

Can I request an accessible interview location without disclosing my disability?

Yes. You can state what you need without explaining why. "I'll need a wheelchair-accessible location with an elevator and accessible parking" is a complete request. You don't have to name your disability or provide medical documentation at the interview stage.

What if the employer asks why I need an accessible location?

You can decline to answer or provide a functional explanation without medical details. "I use a wheelchair" or "I have mobility limitations" is sufficient. You're not required to disclose your diagnosis.

Can I visit the site in advance to check accessibility?

Yes. If you're local, you can visit the building before the interview to confirm it meets your needs. If you find barriers, contact the employer immediately to request a different location or virtual interview.

What if the interview is at a restaurant or coffee shop?

The same ADA requirements apply. The employer is responsible for selecting an accessible location. If the proposed site isn't accessible, request an alternative. For guidance on evaluating accessibility at non-office locations, see How to Request Interview Accommodations Without Over-Explaining Your Disability.

Do these rules apply to phone or initial screening interviews?

Phone and video screening interviews may still require accommodations depending on your needs (CART for a video screen, receiving questions in advance for processing delays). For more on requesting advance questions, see Receiving Questions in Advance: Requesting Interview Accommodations for Processing Delays.

Can I request an interpreter even if I can lip-read?

Yes. The ADA doesn't require you to use the least accommodating option that technically works. If an ASL interpreter allows you to participate fully in the interview, you can request one even if you have other communication strategies available.

Asking for what you need is not the same as asking for an advantage. The accommodations described here put the interview on level ground, not at an incline. An employer who treats reasonable access requests as disqualifying has told you something useful about the job before you've started it.