Yes, a review can be removed on Glassdoor when it breaks rules or law; fair opinions remain live.
Employee feedback sites carry value for candidates and employers. Still, a post can cross lines. This guide explains what gets taken down, what stays, and the clean steps to follow. You’ll see what moderators check, the proof that helps, and the routes that work.
Removing A Glassdoor Review: When It’s Possible
Removal isn’t a button. It’s a process with checks. Posts come down when they violate policy, reveal personal data, copy protected material, or run afoul of the law. If a post is just blunt or harsh yet rule-compliant, it stays. The sections below map each route for both sides.
Common Grounds For Takedown
Here are the broad categories that draw action. Each one links to a clear action path later in the article.
| Situation | Who Can Act | Likely Outcome |
|---|---|---|
| Hate speech, threats, or harassment | Anyone who sees the post | Fast removal once verified |
| Personal data (names, emails, phone numbers) | Named person or company | Removal or edits to redact data |
| Confidential info or trade secrets | Company or rights holder | Removal after review |
| Spam, fake, or paid reviews | Anyone; platform tools | Removal if compensation or fakery is shown |
| Copyrighted text/images posted without rights | Rights holder | Removal through an IP notice |
| Duplicate posts or review brigades | Anyone | Rollback of duplicates or vote stuffing |
| Legal defamation with evidence | Company or individual | Removal after a legal review or order |
| Negative but policy-compliant opinion | — | Stays online; reply is the best move |
Paths For Employees
Writers have a small edit window on many post types. If a mistake slipped in, fix it fast. Some account types allow deletion under specific conditions as well. If a post used a full real name, the writer can remove it later. When a post used anonymity, flagging is the route to correct policy issues.
Paths For Employers
Companies can flag content from the public page or from the employer console. The flag sends the item to moderation. Add context: the rule that was broken, a short note, and any exhibits. If nothing breaks policy, post a calm reply and move on. A reply often helps readers see both sides.
What Moderators Look For
Moderation blends automated checks with people. Reviewers look for relevance to a workplace experience, proof of paid or coerced posts, doxxing, threats, hate speech, and illegal content. They also scan for IP claims, such as a copy-pasted handbook page or a watermarked image. If the flag cites a clear rule, action is faster.
Two official pages outline these rules in plain language: the Glassdoor guidelines and the step-by-step guide to how to flag a review. Read both before you file. Link to the precise rule in your note so the moderator sees the match.
Proof, Timing, And Evidence
Flags with receipts move faster. Collect clear screenshots, links, and timestamps. If you allege fake status, supply internal logs that show no such worker record for the dates in question. If the issue is paid advocacy, include emails or messages that show money or perks tied to a post. For IP claims, send a standard notice with a description of the protected work and where it sits online.
Time matters. Many writers can edit for a short span after posting. Ask the writer to fix the mistake if you have a channel to reach them. If not, flag it. If you need a court order, speak with counsel and send the order through the portal listed in the policy pages.
Step-By-Step: Flagging That Works
Before You Click “Report”
- Pin the rule: match the post to a clear, named policy line.
- Gather proof: screenshots, links, headers, or logs.
- Draft a short note: one paragraph that spells out the breach.
How To File
- Open the post and use the three-dot menu.
- Choose the report option and pick the reason.
- Paste your note and submit.
- Watch for an email on the decision.
After You File
Moderation can push back if proof is thin or the claim is a plain dispute over facts. If a reply comes back with “no action,” study the notes and tighten your case. You can file again if you found new proof or a stronger rule match. Don’t spam the queue with the same file.
Second Route: Identity, IP, And Court Orders
Some cases don’t fit the normal flag path. If a post includes names, emails, or phone numbers, request a redaction. If the text lifts a private document or a photo you own, send an IP notice. If you have a judgment that spells out what must come down, send the order to the listed legal channel. These routes need precise paperwork, so double-check fields and signatures.
Timelines, Outcomes, And Expectations
How long does it take? It depends on the queue and the type of issue. Safety issues tend to move first. IP claims often need a form. Court orders take longer since teams must match names and URLs across records. The table below sets rough ranges and what to expect.
| Route | Typical Timeline | What Usually Happens |
|---|---|---|
| Policy flag (hate speech, doxxing, threats) | Hours to a few days | Removal or redaction |
| Paid/fake review claim with proof | 1–5 days | Removal after checks |
| IP notice for copied text/image | 2–10 days | Removal or image swap |
| Identity verification issues | 2–7 days | Post pulled until verified |
| Court order | 1–4 weeks | Removal of named lines or the full post |
| Plain negative opinion | — | Stays live; reply is the move |
Why Some Flags Fail
Many flags boil down to a dispute over “what really happened.” Platforms don’t judge the truth of day-to-day events. They judge rule matches. If your case says “this never happened,” it fails. Tie every claim to policy text and attach a record that backs it up. Keep it short and direct.
Smart Company Response While You Wait
Readers scan the page for balance. A calm reply can set context and win trust with candidates. Keep it short, thank the writer for the time, and state one or two fixes you’ve shipped. Avoid stock lines and legal jargon. Sign with a role, not a name, and skip any call for the writer to reach a personal inbox.
Sample Employer Reply
“Thanks for the feedback. We want every teammate to have a steady, fair experience. We’ve updated manager training on scheduling and added a shared tracker for time-off requests. If you want to add more detail, the HR portal accepts anonymous notes.”
Employee Fixes When You Wrote The Post
Writers can clean up a post that goes too far. Remove names, strip private details, and stick to your take on workload, pay, or process. If you used your full name on the account and want the post gone, check the help page for delete steps. If the post used site privacy tools, edits and flags are the path.
What Not To Do
- Don’t send mass flags with no proof.
- Don’t threaten the writer.
- Don’t copy the text to social feeds to “call it out.” That can backfire.
- Don’t hire click farms to drown a post with praise. Vote rings get wiped.
Recap: When Removal Works
Removal works when a post breaks written rules or law. Clear, concise flags with proof lead the queue. Plain opinion stays live, and a professional reply helps readers weigh claims. Use policy text, attach exhibits, and keep the ask narrow. That approach earns fast, fair outcomes.