Remove Negative Glassdoor Reviews.
Pay Only After Removal.

A wave of reviews appeared within weeks of a layoff, several naming mid-level managers by full name and alleging financial misconduct. The company had flagged them three times with no result. Reputation Resolutions built a formal submission documenting the naming violations, the false statements of fact, and the coordinated timing pattern. Five of the seven reviews were removed within 26 days.

A terminated employee left a review that referenced identifiable patient details, a clear HIPAA-adjacent confidentiality violation. The HR team had reported it three times and been denied because their submissions did not frame the policy argument correctly. Reputation Resolutions rebuilt the case from scratch. Glassdoor removed the review on the fourth submission within 14 days.

Yes. When a review violates Glassdoor's Community Guidelines or applicable law, Reputation Resolutions can have it permanently removed from the platform. Most removals are completed within 30 days or less.

Employers cannot directly delete Glassdoor reviews. The only path to permanent deletion is a formal removal request based on a documented violation of Glassdoor's Community Guidelines or applicable law.

Yes. Fake Glassdoor reviews and defamatory reviews are among the most actionable cases we handle. A review containing false statements of fact can be removed as defamatory content under Glassdoor's Community Guidelines and applicable defamation law.

Most removals are completed within 30 days or less of our initial submission. In more complex cases the process can extend to 60 days. Reputation Resolutions provides regular status updates throughout.

When a review does not contain a documentable policy violation, direct removal is not realistic. In those situations, we recommend our Review Membership Program, which focuses on generating additional authentic reviews and improving your overall Glassdoor rating over time.

Completely legal. Having a review removed because it violates platform guidelines or constitutes defamation is a legitimate, standard process. Reputation Resolutions operates entirely within Glassdoor's published terms of service.

Glassdoor's one-review-per-year policy limits this significantly. In the rare case that the same review reappears within 30 days of removal, Reputation Resolutions offers a warranty: we will work to remove it again at no charge.

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.

No. Glassdoor does not remove company profiles at an employer's request. Even if you delete your employer account, your company listing and its reviews remain on the platform. The only actionable path is removing individual reviews that violate Glassdoor's policies.

No. A low star rating alone is not a policy violation and is not grounds for removal. Glassdoor only removes reviews that contain content violating their Community Guidelines, such as false statements of fact, named non-executive employees, or confidential information.

A denial creates a record that makes subsequent attempts harder to win. This is exactly why submitting a weak or poorly framed case is risky. Reputation Resolutions assesses every case before filing anything, and we only submit cases we believe are built to win.

The employer portal flag is a basic report with limited framing options. Reputation Resolutions builds a formal documented policy case that maps specific review content to specific Community Guideline violations. We submit directly to Glassdoor's trust and safety team, not through the employer portal, and we manage all follow-up and escalation.

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. Reviews posted by someone who was never employed at the company are a policy violation. Coordinated or fake reviews posted by competitors or third parties are among the most documentable cases we handle, particularly when posting patterns point to coordinated activity.

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.

Almost never through Glassdoor, it has a long court record of fighting to protect reviewer anonymity, and unmasking requires a subpoena tied to a viable defamation claim, which courts scrutinize under First Amendment balancing tests. Two practical warnings: subpoena filings are public (a Streisand-effect risk), and trying to identify the reviewer by details in your reply is itself a legal exposure. 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 rather than protected opinion about their experience, and you'd be suing the reviewer, not Glassdoor (Section 230). Employment-related defamation suits are public, slow, and can amplify the review. In most cases a documented removal case under Glassdoor's Community Guidelines is faster, cheaper, and private. (General information, not legal advice.)

In the Employer Center, open Reviews, find the review, use its menu to 'Flag as inappropriate,' pick the closest guideline reason, add context, and submit. Glassdoor's content team then reviews it. Flags fail most often when no specific guideline violation is articulated, which is the gap a formally documented case closes.

Because a reply that names or clearly identifies the reviewer ('this was our former bookkeeper who was terminated...') can create legal exposure for the company and violates the spirit of Glassdoor's guidelines. 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 for removal is fact versus opinion, not positive versus negative. A statement like 'management was disorganized and I hated the culture' is subjective opinion, and Glassdoor will not remove it no matter how harsh it is. 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. False statements of fact are actionable under Glassdoor's Community Guidelines and applicable defamation law. Protected opinion is not. We assess exactly which of your reviews cross that line before you commit to anything.

On many platforms a removal argument can lean on who posted the review, for example a competitor or someone who was never actually a customer. Glassdoor reviewers are anonymous by design, and Glassdoor has a long record of protecting that anonymity, so the winning argument is almost never about identity. It is about content: mapping the specific language of the review to the specific Community Guideline it breaks. A case that would succeed on Google can fail on Glassdoor if it is framed around the reviewer instead of the review, which is why the way the case is built matters so much here.

Not automatically. Glassdoor and Indeed are separate platforms, each with its own moderation process, so a removal on one does not clear the other. Because both are owned by the same parent company (Recruit Holdings) and their content increasingly appears across both sites, the same fake or policy-violating review sometimes shows 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.

You can invite employees to share honest reviews, but you cannot incentivize them, script what they write, gate them behind a reward, or post reviews yourself. Glassdoor's guidelines prohibit incentivized and inauthentic reviews, and the FTC's 2024 rule bars fake and paid reviews outright. A compliant, steady flow of genuine current-employee reviews is a legitimate long-term strategy we support through our Review Membership Program, but it is entirely separate from removing a policy-violating review, and it never involves fabricating or paying for reviews.

There is no upfront cost and no retainer. Our fee is collected only after a review is confirmed permanently removed, and if a review cannot be removed you owe nothing for it. Pricing depends on the number of reviews and the complexity of the policy case, which is why we assess your specific reviews first and tell you what is actionable before any commitment. The free case assessment carries no cost and no obligation.