Remove Negative Glassdoor Reviews.
Pay Only After Removal.

Several reviews appear in the weeks after a layoff. Some name mid-level managers by full name and accuse them of misconduct. Others say only that leadership handled the layoff badly. The first group breaks the guideline against identifying non-executive employees, and that is the case we would build. The second group is opinion about the layoff, answered with an employer response. We separate the two before any work begins.

A former employee writes that the company never pays bonuses and promotes only friends of the owner. HR has records that contradict both claims. Glassdoor does not fact-check every statement, so the case is built on the wording of the review: any named staff, confidential data, or signs the author never worked there. Where none applies, a calm employer response and fresh reviews from current employees do the work, and the free assessment tells you the best path.

A Glassdoor review can be removed when it violates Glassdoor's Community Guidelines, for example by containing discriminatory language, naming individuals, disclosing confidential information, or being fake or off-topic. Employers can flag a review for a guidelines check, and we build the documented case that gives the flag something to act on. We assess each review first and you pay only after a review is confirmed removed.

Yes, when a review violates Glassdoor's Community Guidelines, or through a legal route handled by an attorney. Reputation Resolutions builds and submits the documented case, and you pay only after the review is confirmed removed.

Employers cannot directly delete Glassdoor reviews, but an employer can flag a review for a second look by Glassdoor's moderators. The paths open to an employer are a request based on a documented violation of Glassdoor's Community Guidelines or a legal route handled by an attorney. We build the documented request for you.

Yes. A fake review can come down when the content shows the author was never employed there or otherwise breaks a guideline. A defamatory review is most likely to come down when it also breaks a guideline, or through a legal case against the author, which runs through your attorney. We read each review and show you which route fits.

It depends on the violation and on whether Glassdoor asks for more information. We give you a realistic expectation for your case in the free consultation and provide regular status updates throughout.

When a review does not contain a documentable policy violation, the strongest tools are a professional employer response and a steady flow of genuine reviews from current employees. That is the work of our Glassdoor review management service and Review Membership Program, which is separate from removal and scoped in writing.

Yes. Having a review removed because it violates platform guidelines or constitutes defamation is a standard, legitimate process, and we work within Glassdoor's published terms of service.

Glassdoor's one-review-per-year policy limits this significantly. If the same content does reappear, a repeat post can itself be reported under Glassdoor's rules, and we handle that for you.

In 2026, AI search tools increasingly surface Glassdoor content in responses to queries about company reputation. Reviews removed from Glassdoor's platform are typically not surfaced by AI tools.

Glassdoor keeps company profiles and their reviews even if you delete your employer account, so the effective path is removing the individual reviews that violate its policies, which is the work we do for you.

Glassdoor removes reviews that contain content violating its Community Guidelines, such as named non-executive employees, confidential information, threats or discriminatory language, or content from someone who was not an employee. A low star rating alone is not the ground, so we read the wording of each review to find the one that applies.

Repeating the same flag rarely changes the answer, but a documented case can. Where the first request never named the specific guideline the review breaks, a formal submission can be worth making. We assess every case before filing anything and tell you whether a second submission is worth it.

The employer flag is a basic report that a Glassdoor moderator checks against its guidelines, and a flag that only says a review is inaccurate gives them little to act on. Reputation Resolutions builds a formal documented policy case that maps specific review content to specific Community Guideline violations, submits it with your authorization, and manages all follow-up.

Glassdoor may contact the reviewer if the review contains strong allegations but does not clearly violate guidelines. If a review is in clear breach of their policies, Glassdoor typically removes it without notifying the author. Reputation Resolutions manages this process and keeps you informed throughout.

Yes. Employers can flag reviews posted by someone who was never employed at the company. Because reviewers are anonymous, the proof comes from the review itself: details that no employee would get wrong, an admission of never working there, or several near-identical reviews posted together.

A review disclosing information covered by a confidentiality agreement or NDA is a documentable policy violation under Glassdoor's guidelines around confidential information. Reputation Resolutions builds the case around the content of the review itself, not the existence of a legal agreement.

Responding to a review does not help get it removed and does not factor into Glassdoor's moderation decisions. A public employer response can be useful for managing perception, but it is entirely separate from the removal process. If a review is actionable, the only path to removal is a formal policy case submission.

Glassdoor does not tell employers who wrote a review. Identifying an author generally requires a subpoena tied to a viable legal claim, which is a question for an attorney, and court filings are public and can draw more attention to a review. The quieter, more effective route is a documented policy-violation case, which never requires knowing who wrote it.

Only if the review makes a specific, provably false statement of fact, and you would be suing the reviewer, not Glassdoor. Those suits are public and slow, and can amplify the review. In most cases a documented removal case under Glassdoor's Community Guidelines is faster, cheaper, and private.

In the Glassdoor Employer Center, find the review under Reviews and use the flag icon below it to ask Glassdoor for a second look, choosing the reason that fits best. A moderator then decides. Flags can fail when no specific guideline violation is articulated, which is the gap a formally documented case closes.

A reply that names or clearly identifies the reviewer can create legal exposure for the company. Safe responses address the substance neutrally and never confirm who wrote it. When a review is fake or policy-violating, removal, not a revealing reply, is the right lever.

No. Glassdoor reviews don't expire, a five-year-old review sits on your profile just like a new one unless it's removed for a policy violation or the reviewer deletes it. That's why a wave of old reviews from one bad quarter can keep shaping candidate perception years later, and why removal of the policy-violating ones plus a steady flow of genuine current reviews is the durable fix.

The line that matters is fact versus opinion, not positive versus negative. 'Management was disorganized and I hated the culture' is subjective opinion. A defamatory review makes a specific, provably false statement of fact: claiming the company committed a crime, falsified payroll, or broke a named law when that did not happen. A false factual claim is most likely to come down when it also breaks a guideline or a legal route applies, and we assess exactly which of your reviews cross that line.

On many platforms a removal argument can lean on who posted the review. Glassdoor reviewers are anonymous by design, so the winning argument is about content: mapping the specific language of the review to the specific Community Guideline it breaks. That is why the way the case is built matters so much here, and it is what we do.

Not automatically. Glassdoor and Indeed are closely linked, and the same fake or policy-violating review can show up in both places. Reputation Resolutions checks both platforms and files a separate documented case wherever the review appears, so removing it from Glassdoor does not leave it live on Indeed.

Yes. You can invite employees to share honest reviews, and a steady flow of genuine current-employee reviews is a durable long-term strategy we support through our Review Membership Program, separate from removing a policy-violating review.

There is no upfront cost and no retainer. Our fee is collected only after a review is confirmed removed. Pricing depends on the number of reviews and the complexity of the policy case, which is why we assess your specific reviews first. The free case assessment carries no cost and no obligation.

Glassdoor removes a review when it breaks its Community Guidelines, for example when it is from someone who never worked there, contains confidential information, or names a non-executive employee. A Glassdoor review removal service builds the guideline case and files it through the right channel. Ours is billed only after the review is confirmed removed.

It reviews each review against Glassdoor's Community Guidelines, shows you which are realistic to remove, builds the documented case, files it, and follows up if Glassdoor denies it. Reputation Resolutions bills Glassdoor review removal only after the review is confirmed removed, so you owe nothing for a review that stays up.