ReciteMe: EU Accessibility Laws: What Recruiters Need to Know

Author: Ross Linnett, CEO and Founder, Recite Me 

The European Accessibility Act (EAA) is here, and for recruitment agencies operating in the EU, it’s a game-changer.  

Why Does the EAA Matter? 

In scope websites and candidate portals must be fully accessible - or risk legal penalties, reputational damage, and losing out on top talent. But accessibility isn’t just a compliance box to tick. It’s an opportunity to widen your talent pool, attract diverse candidates, and show your commitment to inclusion. This guide breaks down what the EAA means for recruitment, highlights the business impact of inaccessible platforms, and provides clear, practical steps to make your digital services accessible to everyone. 

What Recruitment Agencies Need to Know 

In June 2025, the European Accessibility Act (EAA) came into force, signalling a major shift for recruitment agencies operating in the EU. The Act requires all in scope digital products and services – including recruitment websites, career portals, and online applications – to meet strict accessibility standards. This is not just a legal obligation: over 135 million people in Europe live with a disability, and making your digital services accessible ensures they can engage fully with your business. Ignoring accessibility risks legal penalties, damages your brand reputation, and limits your access to a wider, diverse talent pool. 

Accessibility as a Business Opportunity 

Compliance with the EAA is about more than avoiding fines, it’s an opportunity to enhance business performance and inclusivity. Accessible recruitment platforms open doors to a broader talent pool, helping agencies attract candidates they might otherwise miss. 

Key insights: 

• 69% of disabled users leave a website immediately if they encounter accessibility barriers (Click-Away Pound), potentially costing you valuable candidates and clients. 

• 62% of employees would reject a job offer if it came from an organisation with a culture that didn't support diversity (People Management). 

• Inaccessible digital experiences can also harm brand perception, impacting trust and loyalty among all candidates and clients. 

• Meeting accessibility standards demonstrates social responsibility and aligns with broader diversity, equity, and inclusion goals, increasingly important in recruitment. 
   

By addressing accessibility proactively, recruiters protect themselves legally while gaining a competitive edge in attracting top talent. 

How to Comply with the EAA 

To meet the requirements of the EAA, businesses need to make sure their websites are accessible to everyone. That means reviewing accessibility, fixing any issues, training teams, testing regularly, and being transparent about progress.

A good place to start is by focusing on these two key areas: 

1. Achieving WCAG 2.1 AA compliance
   WCAG, or the Web Content Accessibility Guidelines, is a set of international standards that help make websites and digital content more accessible to people with disabilities. Common actions include:

• Ensuring sufficient color contrast for text and icons. 

• Adding descriptive alt text for all images. 

• Providing clear and accurate form labels for applications. 

• Structuring pages with proper heading tags (H1 to H6) for improved navigation. 

Run a free EAA Compliance Audit of your website here.  

2. Publishing an Accessibility Statement

An accessibility statement is a simple way to show that your website is designed to be usable by everyone, including people with disabilities. It explains what you’re doing to make your site accessible, any areas that might need improvement, and how visitors can get in touch if they need help. Generate your personalised Accessibility Statement here.  

By taking these steps, recruitment agencies can comply with the EAA, reduce legal risk, enhance their reputation, and make job opportunities available to everyone.