Interviews often measure how well someone tolerates ambiguity, speeded conversation, bright rooms and unfamiliar tech—not whether they can do the job. UK law expects employers to remove that disadvantage where it’s linked to disability. The result should be a fair test of the role, not of coping with the format. Here’s how to run interviews that hold standards high and stay lawful. Your legal footing (two plain-English rules) First, the Equality Act 2010 requires employers to

Practical ADHD workplace support that helps employees reduce friction, use strengths, and succeed in systems that are easier to navigate.

Most workplaces still assume people are interchangeable 9–5 machines. They’re not. Human alertness, memory, mood and error-risk all follow circadian patterns—and they vary by chronotype (morningness–eveningness). When work time fights body time, you get “social jetlag”: chronic sleep loss, lower cognitive performance and higher health risks. Align the job with the clock inside the person and you improve sleep, thinking quality and retention—without heroic policies or medical