You have a job interview scheduled. You also have a disability that requires support during the interview: an ASL interpreter, a job coach who helps with communication, or a personal assistant. You're not sure if you're allowed to bring someone, and you don't want to ask in a way that costs you the opportunity before you've even started.

Here's the baseline: under the Americans with Disabilities Act (ADA), you can request a support person as a reasonable accommodation during the interview process. The employer is required to provide or permit it unless they can demonstrate undue hardship, which is a high bar to clear. It's a legal right, not a favor.

Who Qualifies as a Support Person

The ADA doesn't define "support person" as a category. It defines reasonable accommodations based on function. If you need someone present to communicate effectively or participate fully in the interview, that need is what qualifies the request.

Common support roles include:

• Sign language interpreters for candidates who are deaf or hard of hearing
• Job coaches who provide prompting, clarification, or help processing questions for candidates with intellectual or developmental disabilities
• Personal care assistants who help with mobility, note-taking, or other physical support tasks
• Communication facilitators for candidates who use AAC devices or need support articulating responses

The question isn't whether the person fits a title. It's whether their presence enables you to participate in the interview on equal footing with candidates who don't have your disability.

When to Submit the Request

Send your accommodation request at least three business days before the interview. Some employers need time to arrange logistics, especially if they're providing the interpreter or making room adjustments. Earlier is better.

If the interview is scheduled quickly (less than 48 hours out), send the request immediately. The employer's obligation to accommodate doesn't disappear because of tight timelines, but giving them time reduces friction.

Don't wait until you arrive at the interview. Showing up with an unannounced support person puts the employer in a reactive position and gives them grounds to postpone, which wastes your time.

How to Make the Request

Send the request in writing to both the HR contact and the hiring manager. Email works. If you were contacted by a recruiter, include them too.

Subject line: Accommodation Request for [Your Name] – [Interview Date]

Opening sentence: "I'm writing to request a reasonable accommodation for my interview on [date]. I will need [interpreter/job coach/assistant] present during the interview to communicate effectively."

Keep it short. You don't need to explain your diagnosis or provide medical documentation at this stage. The employer can ask for clarification about what the support person will do, but they can't demand proof of your disability before granting the request.

Include:

• The type of support you need (interpreter, job coach, etc.)
• Whether you're providing the person or asking the employer to arrange it
• Any logistical needs (extra chair, accessible room setup, device power access)

Example:

"I'm writing to request a reasonable accommodation for my interview on March 15. I will need a certified ASL interpreter present during the interview. I can arrange the interpreter, but I'll need confirmation that the interview location is accessible and has space for the interpreter to be positioned within my line of sight. Please let me know if you need any additional information."

What Happens After You Send It

The employer should respond within 48 hours, either confirming the accommodation or asking follow-up questions. If they don't respond at all, follow up the next business day.

If they ask for clarification about what the support person will do, answer directly. "The job coach will help me process multi-part questions and prompt me if I lose track of the question mid-answer. They won't answer questions for me."

If they ask for medical documentation, you can provide it, but you're not required to at this stage unless the disability or need for accommodation isn't obvious. A request for an interpreter for a deaf candidate is obvious. A request for a job coach might prompt questions. Use your judgment.

What the Employer Can and Can't Do

They can:

• Ask what the support person will do during the interview
• Confirm whether you're providing the person or they need to arrange it
• Request that the support person sign a confidentiality agreement if the interview involves proprietary information
• Reschedule the interview if they genuinely need more time to arrange logistics (not as a delay tactic)

They can't:

• Refuse the accommodation because "it's not our policy"
• Insist you interview without support because finding an interpreter is "too complicated"
• Charge you for the cost of providing the accommodation
• Penalize you in the hiring decision because you requested support
• Ask invasive questions about your medical history

The undue hardship defense is narrow. For large employers, the cost of an interpreter or the logistics of accommodating a job coach almost never meets the threshold. For small employers, the bar is still high.

If the Employer Refuses

If the employer denies your request outright or says they "can't accommodate" without offering an alternative, send a follow-up email the same day.

Example:

"I received your message stating that you can't accommodate my request for [interpreter/job coach]. Under the ADA, employers are required to provide reasonable accommodations during the interview process unless doing so would cause undue hardship. Can you clarify what specific hardship prevents this accommodation? I'm happy to discuss alternative solutions."

This puts the refusal in writing and signals you know your rights. Many employers reverse course at this point.

If they still refuse, you have two options:

1. File a charge with the EEOC. You have 180 days from the refusal to file (300 days in some states). The EEOC investigates and can mediate or bring enforcement action. Go to eeoc.gov and search "how to file a charge."

Don't assume the employer made a mistake or didn't understand. If they refused in writing, they refused. Document it and pursue it.

What to Do During the Interview

Once the accommodation is confirmed, treat the interview like any other. Your support person is there to enable your participation, not to answer for you.

If the interviewer directs questions to your support person instead of you, redirect. "I'll answer that" works. If they persist, document it in any follow-up correspondence.

If the support person needs to intervene (clarify a question, provide a prompt), the accommodation is functioning as designed. Don't apologize for it.

After the Interview

If the accommodation worked and the employer handled it professionally, you're done. Move forward with the hiring process.

If the employer made the accommodation difficult, asked inappropriate questions, or penalized you for requesting it, document what happened and consider whether you want to pursue the role. A company that resists basic ADA compliance during the interview is unlikely to support you once you're hired.

You're not obligated to file a complaint just because the process was uncomfortable. But if the refusal or retaliation was clear, filing with the EEOC creates a record that protects other candidates.

FAQ

Can I bring a family member as my support person?

It depends on the role they're filling. If your parent is there because they function as your communication facilitator or job coach, that's a legitimate accommodation. If they're there for moral support but you don't need them to participate in the interview, the employer can say no.

Does requesting accommodation hurt my chances of getting hired?

Legally, no. In practice, bias exists. The law prohibits discrimination, but you can't always prove what influenced a hiring decision. That said, an employer who refuses to accommodate your interview is not an employer you want to work for.

What if I don't know I need accommodation until I arrive and see the interview setup?

Ask for it on the spot. "I'm going to need [specific thing] to participate fully in this interview. Can we make that adjustment now?" The employer still has an obligation to accommodate, even if the request comes late. If they refuse, document it.

Can the employer interview my support person about my disability?

No. They can explain the interview process to the support person and confirm logistics, but they can't use the support person as a source of medical information about you.

What if I'm interviewing with a small company?

The ADA applies to employers with 15 or more employees. Below that threshold, you may still have protections under state law. Check your state's fair employment practices agency.

Do I need to disclose my disability to request accommodation?

You need to disclose that you have a condition that requires accommodation, but you don't need to name the diagnosis. "I'm deaf and require an ASL interpreter" is sufficient. "I have cochlear implants, auditory processing disorder, and a family history of hearing loss" is more than required.