Being offered a job, resigning from your current role, and then having that offer withdrawn can be deeply upsetting — particularly where this happens after you disclose a disability or ask for reasonable adjustments. Many people in this position feel shocked, confused, and unsure whether what has happened is lawful.
This article explains, in plain English, how UK employment law approaches withdrawn job offers and disability-related adjustments, and what steps can help you understand your position calmly and clearly.
Understanding the issue or context
In many recruitment processes, a job offer is made subject to certain conditions, such as references or checks. However, once an unconditional offer has been made and accepted, it can create legal obligations on both sides.
Problems often arise where a candidate discloses a disability after an offer is made, or asks for reasonable adjustments to help them do the job. If the employer then withdraws the offer, the candidate may reasonably question whether the withdrawal is linked to the disability itself.
The key issue is whether the offer was withdrawn for a lawful reason, or whether the decision may amount to disability discrimination.
The legal rules or framework
Under UK law, disability discrimination is prohibited at all stages of employment, including recruitment and job offers. Employers have a duty to consider reasonable adjustments where a disabled person would otherwise be placed at a substantial disadvantage.
In general terms:
- Withdrawing a job offer because of a disability may be unlawful
- Employers are expected to consider reasonable adjustments rather than reject a candidate outright
- The timing and reasons given for withdrawing the offer are often critical
If an employer withdraws an offer shortly after a disability is disclosed or adjustments are requested, this can raise legal concerns. However, each case depends on the facts, including whether the adjustments requested were reasonable and whether the employer can objectively justify their decision.
Importantly, resignation from a previous role does not remove your rights, but it can increase the practical impact of the employer’s decision.
Practical steps to take
If a job offer has been withdrawn in these circumstances, the following steps can help you move towards clarity:
- Ask for clear reasons in writing
Request an explanation of why the offer was withdrawn and whether it relates to the adjustments requested. - Check the offer terms
Review whether the offer was conditional or unconditional and what conditions, if any, applied. - Keep all correspondence
Retain emails, letters, and notes of conversations relating to the offer and your disclosure. - Consider whether adjustments were reasonable
Think about whether the changes requested were practical and proportionate for the role. - Seek fixed-fee legal clarity early
Employment law advice can help assess whether discrimination may have occurred and what options are realistically available.
Taking these steps does not force you into a claim, but it helps you understand where you stand.
Common pitfalls to avoid
People in this situation often make matters more difficult by:
- Assuming an employer can withdraw an offer for any reason
- Accepting vague explanations without clarification
- Deleting correspondence or failing to keep records
- Delaying advice until deadlines pass
Avoiding these pitfalls can help protect your position and reduce uncertainty.
Frequently Asked Questions
Is it lawful to withdraw a job offer because of a disability?
Generally no, unless the employer can lawfully justify the decision.
What counts as a reasonable adjustment?
This depends on the role, the employer’s resources, and the nature of the adjustment.
Does it matter that I resigned from my old job?
It does not remove your rights, but it may affect the impact of what has happened.
Do I need proof that the withdrawal was disability-related?
Evidence and timing can be important, but direct proof is not always required.
Can I challenge this without going to court?
In some cases, issues can be resolved through early communication or formal processes.
Should I get legal advice now or wait?
Many people find early clarity helpful, especially where deadlines may apply.
Conclusion
If you’d like to understand your rights and options in plain English, visit LegalGuidance.org — a free resource powered by Martin Taggart Legal Consulting.
For professional, fixed-fee advice from a UK solicitor, visit MartinTaggart.com.
This information is general guidance only and not legal advice. For personalised support, please contact Martin Taggart Legal Consulting.