Where someone meets the definition of a disabled person under the Equality Act 2010, employers are required to make reasonable adjustments to anything which may place a disabled person at a substantial disadvantage, both during the recruitment process as well as in the fulfilment of the role.
A physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day to day activities.
This includes physical disability, specific learning difficulty or mental health condition.
The statutory duty to make reasonable adjustments arises when the employer knows or could reasonably be expected to know that a particular individual or individuals with disabilities are applying (or may apply) and they are likely to be substantially disadvantaged by the premises or arrangements for selection, or the format of the information provided etc.
This duty is anticipatory and continuing. This means employers need to plan ahead and anticipate the requirements and adjustments that might need to be made. Employers also need to make Reasonable Adjustments even when there is no advance warning.
It should be noted that an employer should not ask about whether an applicant about their health and disability as well until the position has been offered to that person. However, below are some things that you can do instead.
For more support on your requirements under the Equality Act see "Guidance for Small Businesses and human rights' on the 'Equality and Human Rights Commission' website.