Prepare a focused request for an adjustment to the interview process, using official routes and keeping private information out of this website.
Start by identifying the barrier in the interview process and the adjustment that would let you participate. A practical request can be short. Use a private communication through the employer’s verified channel; do not put health details into a public comment, a job-calculator field or this publication’s editorial inbox.
The EEOC’s Job Applicants and the ADA guidance explains that applicants can request an adjustment to an application or interview process because of a medical condition, orally or in writing, and that advance notice can help arrangements be made. Individual circumstances matter. This worksheet is general preparation, not a determination of your legal rights or which accommodation must be provided.
Separate the barrier from your medical history
Write a private four-line note: which interview step is affected; what makes that step difficult to access; what adjustment you are requesting; and when the step is scheduled. The aim is to make the practical request understandable. “I need help” may be too vague to act on; an extensive unrelated medical history may disclose more than the recipient needs at the outset.
Do not treat minimal disclosure as a rule that no further information can ever be requested. The EEOC guidance describes situations where an employer may seek reasonable documentation when the need is not obvious. Ask how any necessary documentation should be supplied through the appropriate process rather than sending it broadly.
Two neutral examples
Example one, an invented access request: “I am scheduled to interview for the Store Associate opening on [confirmed date]. Because of a disability, I need an accessible interview location. Could you confirm an accessible route and where I should arrive? Please let me know the appropriate contact if someone else arranges this.”
Example two, an invented format request: “I need an adjustment to the interview process because of a medical condition. Would it be possible to receive the interview instructions in writing as well as verbally? My interview is scheduled for [confirmed date]. Please let me know the next step to discuss the request.”
The bracketed details are for your private draft, not a form on this site. The examples illustrate structure; they do not guarantee that a particular adjustment will be suitable, available or approved. Describe your actual need rather than selecting an example merely because it sounds official.
Reach the right person
In-N-Out’s restaurant FAQ lists its Human Resources department for application and interview accommodation requests, including careers@innout.com and 949-509-6311. Check the official page when you use it. If you already have an interview contact, ask whether they coordinate the request or whether it should go to Human Resources.
Verify an unexpected message independently before replying with private information. A familiar logo or a sender’s claimed title does not establish identity. The hiring-message verification guide explains that separate step. This publication cannot submit a request, verify your eligibility or see a response from the employer.
Keep a practical follow-through record
| Record | What to write |
|---|---|
| Appointment | Role, location, date and scheduled interview step |
| Requested adjustment | The practical change that would address the barrier |
| Verified recipient | Contact reached through the employer’s official route |
| Response | What was agreed, what is still being discussed, and by whom |
| Arrival plan | Any instructions you need before the appointment |
If the answer is unclear, ask for the logistical detail that remains missing: for example, where to arrive or who will have the written instructions. Avoid assuming that a general acknowledgment means every arrangement is complete. If a proposed alternative would not address the barrier, explain the practical problem so it can be discussed.
For a concern about discrimination or a disputed legal right, consult the EEOC or a qualified adviser promptly; deadlines and applicable rules can depend on the situation. The goal of this page is a clearer request, not a legal conclusion or a promise about an employer’s response.