No, Indeed only removes reviews that break its rules or the law; you can report issues and post a public reply.
Hiring teams run into rough comments on company pages sooner or later. The real question is what you can do that actually works. This guide lays out the paths that lead to removal, the steps that fail, and smart ways to turn a rough rating into a fair read.
What Removal Is Realistic On Indeed
Indeed hosts employer feedback as user content. You can’t press a delete button for feedback you dislike. Removal happens only when a post breaches platform rules or violates the law. That line matters, because a sharp opinion stays, while false claims, hate, threats, spam, or privacy leaks can come down.
| Path To Action | When It Applies | Proof That Helps |
|---|---|---|
| Report A Policy Breach | Obscenities, slurs, threats, doxxing, spam, off-topic rants, impersonation | Screenshots, timestamps, HR records, profanity list, links to policy pages |
| Flag False Statements | Claims that are factually wrong or invented | Payroll, schedules, policy docs, emails, logs that show the facts |
| Privacy Or IP Issue | Names, phone numbers, medical info, photos of staff; copied text or trademarks | Redacted evidence, copyright or trademark details |
| Legal Defamation Claim | Content that harms reputation with false statements stated as facts | Attorney letter, sworn statements, judgment or court order when available |
| Reviewer Removes Own Post | The original poster chooses to delete their review | None; a polite ask helps after you fix the root issue |
| Platform Quality Sweep | Indeed audits that remove duplicates or clear rule breaks | No action needed, but keep records ready |
Removing Negative Indeed Feedback — What Works And What Doesn’t
Set goals first. Decide if your target is full removal, a redaction, or a fair reply that gives readers context. Many readers scan the response from the employer before they judge the review. A calm, specific reply often softens the impact even when removal is not on the table.
When Removal Is Likely
Chances improve when the post contains hate speech, threats, contact details, medical notes, or copied text. Posts by non-employees or by the same person under multiple accounts can also face removal. The strongest filings tie a short fact pattern to a clear rule and attach proof.
When Removal Is Unlikely
Opinions stay. Harsh tone stays. Claims that feel one-sided but cannot be disproved tend to stay. Low star ratings with vague text also stay unless paired with a rule break. Chasing every harsh comment wastes time and can draw more views.
Step-By-Step: How To Report A Problem Review
Indeed provides a reporting flow inside the employer tools and on each review. Here’s a tight process you can run this week:
Collect Your Evidence
Save screenshots, full URLs, dates, and a copy of the text. Pull HR records, schedules, and messages that show the facts. Redact private data before you send anything.
Map The Rule
Pick the single best reason to flag the post. Tie the short story to the rule with one or two lines and attach just enough proof to show the mismatch.
Report Through The Correct Channel
From your company page, find the review and use the report option. You can also submit a request via the Indeed help center. Indeed’s employer reviews hub explains that you can report rule breaks and states that valid reviews are not deleted.
Track The Ticket
Keep a log of dates and responses. If you get a denial and you have stronger evidence, you can refile with tighter proof or target a different rule that fits the facts.
Post A Calm Public Reply
Write for job seekers, not the author. Thank the person for sharing, state one to three facts, and note any fix you made. Skip legal terms. Skip a debate. Invite the person to email a named inbox so you can look into the case offline.
Common Rule Breaks That Can Lead To Removal
Here are patterns that often cross the line on company pages:
Hate Or Threats
Slurs, protected-class attacks, or violent language create a clear breach.
Privacy Leaks
Names, phone numbers, emails, or medical details do not belong in a public review.
Fake Or Non-Employee Posts
Posts by people who never worked for you, or by the same person under new accounts, can be removed when you show the mismatch with records.
Copied Or Infringing Text
Stolen content or logo misuse can justify a takedown based on IP rules.
False Facts Stated As Facts
“Opinion” is protected, but a false claim stated as a fact can be challenged when you have documentation.
Write A Reply That Calms Readers
Job seekers scan employer replies. A well-built response can recover trust even when the post stays live. Use this template as a guide and adapt the tone to your brand.
A Tight Three-Part Reply
1) Acknowledge: “Thanks for sharing your experience.”
2) State Facts: One to three bullet-proof points. No fluff. No spin.
3) Invite Offline Contact: Give a clean inbox and offer to look into the case.
Phrases To Avoid In Replies
Skip sarcasm. Skip legal jargon. Skip personal attacks. Keep it short. Readers reward calm and specific answers.
Second Table: Reasons, Odds, And Likely Outcomes
| Reason You Cite | Likelihood | Typical Result |
|---|---|---|
| Hate speech or threats | High | Removal of the review; account action |
| Privacy leak (names, numbers) | High | Removal or redaction |
| Copied or infringing content | High | Removal after IP check |
| False factual claims with proof | Medium | Removal or the post stays with your reply |
| Non-employee or duplicate accounts | Medium | Removal when records show the mismatch |
| Harsh tone or low stars without facts | Low | Post stays; reply helps balance the page |
Build A Clean Case File
Great filings share a pattern: short, factual, and organized. Here’s a simple checklist you can reuse:
Your Packet
One-page summary, the full URL, screenshots with dates, copies of policies, redacted HR records, and any email trail tied to the case.
Your Cover Note
Two or three lines that map the facts to the rule. A clear ask: “Please remove this review based on section X of the policy due to Y.”
Your Timing
File once per review unless new proof appears. Wait for the reply before you resubmit. Keep your reply to the review visible while you wait.
Legal Angles: When You Need Counsel
Most cases end with a platform decision. Some edge cases need a lawyer. That includes clear defamation, doxxing, or a campaign by a rival. Courts can order removal, and a letter from counsel can prompt a second look. Be sure your claim is narrow and backed by records.
The FTC now bars paid or fake reviews, review suppression, and related schemes. See the Consumer Reviews and Testimonials Rule for plain-English guidance. Align your requests with that rule and with Indeed’s employer reviews hub.
Prevent The Next Wave
The best defense is a steady stream of honest feedback from real staff. Ask at clean moments in the employee life cycle, like after onboarding or after a promotion. Never pay for praise or punish a low rating. Offer clear disclosure when a current worker leaves feedback.
Fix The Root Issues Reviews Cite
Scan patterns across ratings. Pay, scheduling, safety, and management coaching come up often. Pick one theme per quarter and ship a real fix. Tell candidates what you changed. That message turns a past hit into a sign of progress.
Guide Employees On How To Share Fair Feedback
Give staff a five-point tip sheet: stick to facts, skip names, avoid private data, no slurs, and be clear about timelines. Better reviews follow when people know the rules.
Myths That Waste Time
“Paying Will Wipe The Page”
No plan or ad spend grants the power to delete lawful opinions. Indeed’s stance is clear: valid content stays. Anyone selling a sure-fire wipe is pitching a service you don’t need.
“Flag Everything And It Will Disappear”
Mass filings can boomerang. Stick to cases with a clean rule tie and evidence. File once, then wait.
“Ask HR To Threaten The Poster”
That path raises risk and can spread screenshots. Focus on facts and policy.
Metrics To Track After A Spike
Measure the impact and your recovery plan with a small set of numbers you can pull weekly. Keep it simple so teams act on it.
Signal Metrics
Average rating over 90 days, new review count, share of replies posted within five days, and the percent of reviews that mention the same theme. Plot those lines so leaders see movement.
Outcome Metrics
Clicks to your careers page, apply starts, and offer acceptance rate. These show whether candidates trust your response.
Quick Checklist You Can Use Today
- Pick one review that clearly breaks a rule and gather proof.
- Draft a two-line summary that maps facts to the rule.
- File the report through the company page and save the ticket ID.
- Post a short, calm reply that adds context for job seekers.
- Start a fixes list based on patterns in recent feedback.
- Review metrics weekly and share the chart with hiring leads.
Practical Bottom Line
You can’t delete every rough take. You can hold the line on policy, remove what breaks it, and answer the rest with calm facts. Do the slow work that stops the next wave: fix issues, invite fair feedback, and write replies that help job seekers see the full picture.