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Neuro Hire Network
Inclusive hiring checklist (UK employers)
Use this across recruitment, interviews, and onboarding. References to law are general; it is not legal advice. Equality Act 2010 applies in England, Scotland and Wales; Northern Ireland has separate provisions.
Before you advertise
- Job description uses clear structure (headings, bullets) and plain language where possible.
- “Essential” criteria are truly essential; avoid vague “culture fit” as a filter.
- State that adjustments for interview and workplace can be discussed.
- Offer alternative application formats (e.g. written answers instead of video) where feasible.
Application & screening
- Allow reasonable extra time for timed tasks if you use them.
- Tell candidates what each stage involves and how long it takes.
- One clear contact for accessibility / adjustment requests.
Interviews
- Share questions in advance or a topic outline if you can.
- Offer a quiet room, breaks, or online interview as alternatives.
- Avoid surprise tests; if you use exercises, explain the format first.
- Train interviewers on neurodiversity and unconscious bias basics.
Workplace & onboarding
- Document agreed adjustments and review dates.
- Provide written instructions and predictable schedules where helpful.
- Introduce mentors or buddies where appropriate.
- Collect feedback early (first week / 30 / 90 days).
Compliance & dignity
- Do not ask health/disability questions before offer except where legally permitted (e.g. adjustments for process).
- Handle disclosure confidentially; agree who needs to know what.
- Record reasonable adjustment requests and outcomes proportionately.
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