How to Remove an Indeed Review About Your Business

As an employer, discovering a scathing Indeed review about your company is enough to derail your recruiting efforts. Your first instinct may be to log in and try to remove the offending post to protect your hard-earned employer brand. But can you actually remove negative Indeed reviews? The answer is yes, it is possible to remove Indeed reviews, but it is not always straightforward. Indeed has set criteria for what types of reviews can be taken down. Reviews that violate their Community Guidelines, contain false information, or are posted by individuals with conflicts of interest can often be removed. However, the process requires patience, documentation, and a thorough understanding of Indeed’s policies. In this guide, we will explain exactly which reviews qualify for removal, how to report content violations, and proven strategies to protect your employer brand.

How to Remove a Bad Indeed Review: A Quick Overview

To remove a negative Indeed review:

• Determine if the review violates Indeed’s Community Guidelines or Terms of Service.
• Navigate to your Company Page on Indeed and locate the review.
• Click or tap the three dots on the review.
• Select “Report review” and choose the best reason from the menu.
• Click or tap “Submit” to send your report.
• If the review violates Indeed’s policies, their moderators will remove it within 1-2 business days.
• If Indeed does not remove the review after reporting, escalate to Indeed support or consider legal options for defamatory content.

Can Employers Delete Indeed Reviews?

No, employers cannot directly delete Indeed reviews themselves. Indeed does not provide employers with a delete button or direct removal option. Employers must report the content using Indeed’s reporting system and present evidence of policy violations or inaccuracies. Indeed’s moderation team assesses all reported reviews manually.

The platform moderates user content using the same standard of review for all employers and does not provide preferential treatment for paying customers. Reviews are only removed if they are reported and found to violate Indeed’s guidelines. Indeed does not edit or change reviews, questions, or answers.

What Types of Indeed Reviews Can Be Removed?

Understanding Indeed’s Community Guidelines helps employers determine whether they have valid grounds to request review removal. Not all negative reviews are eligible for removal. Indeed will only consider removing reviews that clearly violate their policies.

Before taking action, carefully evaluate the flagged review. Reviews may be eligible for removal if they contain:

• Unlawful, fraudulent, discriminatory, threatening, abusive, libelous, or defamatory statements: Reviews containing these types of statements violate Indeed’s commitment to respectful workplace discourse and should be reported. Defamation occurs when false statements harm your company’s reputation.
• Obscene or otherwise inappropriate material: This includes sexual, ethnic, racial, or other discriminatory slurs that go beyond expressing workplace dissatisfaction.
• Personal identifying information: Calling out specific managers or coworkers by name (unless they are public figures) violates privacy guidelines. Reviews should not include identifying information about non-public individuals or share personal details that are not related to workplace experience.
• Conflicts of interest: Indeed may remove reviews if there is evidence that a reviewer was paid, forced, or pressured to post content. Reviews should only be from people who work for or have worked for the company. One review per person, per company is allowed. This means reviews from individuals who never worked for your company violate Indeed’s guidelines.
• False or misleading information: Reviews claiming events that never occurred, making demonstrably untrue statements about compensation or benefits when payroll records prove otherwise, or fabricating specific instances that company records can disprove.
• Non-first-hand experiences: Reviews must be based on actual work experiences, not speculation or second-hand information.
• Irrelevant or off-topic content: Reviews should focus on workplace experiences, not product reviews or off-topic commentary.
• Suggestions for actions against the company: Indeed is not a platform for organizing or suggesting actions against employers.
• Claims of illegal activity: Indeed specifically states their platform is not for reporting crimes, sharing internal company details, or making claims of illegal activity. Indeed reserves the right to remove such content.
• Non-public information or legal claims: Reviews should not share internal company details or make legal claims.
• Someone else’s words or content: Reviews must be original content from the reviewer.
• Wrong business: Reviews intended for a different company posted on the wrong business page.

All content is subject to Indeed’s Terms of Service. Company Page content is user-generated, and Indeed does not guarantee its accuracy or endorse it.

Content submitted to Indeed is anonymous. Account identifiable details are not shared with the company, though any extra information included in the content will be visible. Indeed may honor subpoenas, search warrants, law enforcement requests, or court orders that require them to share identity, user content, or other information.

How to Report an Indeed Review for Removal

If you believe a review or other content breaks Indeed’s guidelines:

1. Click or tap the three dots on the review.
2. Select “Report review.”
3. Choose the best reason from the menu.
4. Click or tap “Submit.”

What Happens Next

Indeed will review the content and remove it within 1-2 business days if it breaks their guidelines. However, Indeed will not update you about the outcome. You will need to check back on your Company Page to see if the review has been removed.

Tips for Successful Reporting

Providing clear evidence and thorough reporting documentation can streamline the process. When reporting a review:

• Have all records readily available to support your submission
• Be specific about which guideline the review violates
• Provide documentation such as employment records if claiming the reviewer never worked for your company
• Include evidence that disproves factual claims made in the review
• Maintain a professional tone in your report

Indeed typically takes several business days to evaluate flagged reviews. Decisions may take longer for complex cases.

What If Indeed Does Not Remove the Review?

If reporting the negative Indeed review does not result in its removal, you have several options to pursue.

Escalate to Indeed Support

Since Indeed does not provide updates about the outcome of flagged reviews, you may not know whether they reviewed your report or why they chose not to remove the content. To escalate your removal request:

• Send an email to Indeed’s customer support through their contact form with a detailed explanation
• Call Indeed’s customer service number for more direct communication
• Use Indeed’s Help Center or FAQ section for guidance on escalating issues
• Contact Indeed through social media channels like Twitter, Instagram, LinkedIn, or Facebook
• Use online chat support if available on their website

When escalating, provide your original report reference (if available), specific information about which Community Guideline the review violates, any supporting documentation or evidence, and a professional, fact-based explanation.

Resolve the Complaint Directly With the Reviewer

You might still be able to have the review removed by addressing it more directly with the reviewer. This approach demonstrates your commitment to employee satisfaction and positive workplace culture:

• Attempt private contact: If possible, contact the reviewer privately through a direct message or email if you have their contact details.
• Acknowledge and apologize: Start by acknowledging their experience and apologizing for any issues they faced.
• Ask clarifying questions: Understand the problem better to craft a response that directly addresses their concerns.
• Offer a relevant solution: Address workplace issues, offer additional training, or make changes in policy or practice.
• Request review update or removal: After resolving the issue, politely suggest that they update or remove their review.
• Use feedback for improvement: Use the feedback as a learning tool to enhance your workplace and prevent similar issues.

When Reviews Cross Into Defamation: Legal Options

While employers cannot simply delete negative Indeed reviews they disagree with, there is one notable exception: defamatory reviews. If a review contains demonstrably false statements of fact that damage your company’s reputation, you may have grounds for legal action.

What constitutes defamation? Defamatory reviews go beyond expressing a negative opinion. They make provably false assertions of fact that harm your employer brand and recruiting ability, such as:

• Falsely accusing your company of illegal activity when documentation proves otherwise
• Making demonstrably untrue statements about compensation or benefits when payroll records show otherwise
• Fabricating events that company records, security footage, and testimony from other employees can disprove
• Posting reviews when the person was never actually employed by your company

To pursue defamation claims, the review must meet these criteria:

• False statement of fact: The statement must be false and presented as fact, not opinion
• Publication to third parties: It must be communicated to others (which Indeed reviews are)
• Harm to reputation: It must cause demonstrable harm to your employer’s reputation, brand, or recruiting efforts
• Lack of privilege: The statement must not be protected by qualified privilege

Truth is a complete defense to defamation. You cannot sue someone for making a statement of fact about you if that statement is true.

Legal Methods to Stop Defamation

If you believe a review is defamatory, consult with an experienced internet defamation attorney. Legal options include:

• Send a cease and desist letter: Your attorney can draft a formal cease and desist letter demanding that the reviewer remove the defamatory content and refrain from making further false statements. Oftentimes, a firmly worded letter from an attorney is enough to prompt the reviewer to remove the content voluntarily.
• File a John Doe lawsuit: If the reviewer is anonymous, your attorney can file a lawsuit against an unknown defendant and obtain a court order compelling Indeed to reveal the reviewer’s identity. Often, simply receiving the unmasking subpoena is sufficient for the reviewer to delete their post.
• Pursue a defamation lawsuit: If the reviewer refuses to remove the content, you may file a defamation lawsuit to seek damages and a court order to have the review removed. Potential damages could include lost recruitment opportunities, difficulty attracting qualified candidates, harm to your employer brand, or the cost of reputation repair efforts.

Risks of Legal Action

Before pursuing legal action, be aware of these risks:

• Streisand Effect: Efforts to suppress negative reviews can sometimes unintentionally increase visibility
• Public perception: Legal actions against reviewers may be viewed negatively by the public
• Cost and time: Legal processes can be costly and lengthy, requiring significant resources
• Uncertain outcomes: There is no guarantee of a favorable result

Indeed itself is protected under Section 230 of the Communications Decency Act, so you cannot sue the platform for hosting user-generated content. Only the individual reviewer can be held liable.

Responding to Negative Indeed Reviews Professionally

While you cannot control what employees write about your company on Indeed, you can control your response. Replying to negative reviews demonstrates your commitment to employee satisfaction and shows potential future hires how you handle feedback.

Keep these tips in mind:

• Thank the reviewer for sharing their experience and acknowledge their perspective
• Keep it professional and avoid defensive language. Your response reflects your company’s values to potential candidates
• Acknowledge concerns without admitting liability
• Highlight any improvements or changes your company has made to address similar concerns
• Encourage further discussion offline if appropriate
• Be mindful of employment law and avoid anything that could be construed as retaliation or violation of employee privacy

Here is an example of a professional response:

“Thank you for taking the time to share your experience. We understand that clear communication from leadership is essential for employees to feel valued and informed. We are continuously working to improve how we keep our team updated about important decisions and company direction.
Over the past few months, we have implemented regular town halls and department updates to ensure better transparency. We would welcome the opportunity to hear more about your specific concerns. Please feel free to reach out to our HR team at [email] if you would like to discuss further.

We appreciate your feedback as it helps us create a better workplace for everyone.

Sincerely,

[Company Name] Leadership Team”

Proactively Generating Positive Indeed Reviews

While you cannot control or remove every negative review on Indeed, you can dilute their impact by fostering a positive workplace culture. When job seekers visit your Company Page, they spend about 25% of their time reading reviews, so having a healthy balance of positive feedback serves as powerful social proof.

To encourage satisfied employees to share their experiences:

• Communicate that reviews influence not just external perception but actual workplace improvements
• Provide direct access to your Indeed Company Page with simple instructions
• Incorporate feedback into exit interviews for departing employees who had positive experiences
• Respond to all reviews, both positive and negative, in a timely manner
• Establish open channels for internal feedback to prevent public airing of grievances
• Recognize accomplishments regularly to improve employee satisfaction

What NOT to Do

• Never offer incentives, compensation, or pressure employees to leave positive reviews. Indeed explicitly prohibits paid or pressured reviews.
• Do not ask employees to leave reviews immediately after positive events. This can appear manipulative and may violate Indeed’s authenticity guidelines.
• Avoid selectively asking only certain employees. This does not provide an authentic picture of your company culture.

Minc Law Can Help You Remove Negative & Fake Indeed Reviews

At Minc Law, we know that negative Indeed reviews can devastate your recruiting efforts and tarnish years of building a strong employer brand. Our team of experienced reputation management attorneys is here to help you take control of your online presence and fight back against defamatory and fake Indeed reviews.

We offer a comprehensive suite of services designed to protect and defend your employer brand:

• Defamation Removal: If you are dealing with false and harmful statements on Indeed that meet the legal criteria for defamation, we will work swiftly to build a strong case and take aggressive action to get the content removed.
• Anonymous Reviewer Identification: With sophisticated investigative techniques and legal tools, we can often unmask the identity of reviewers through John Doe lawsuits and hold them accountable.
• Online Reputation Management: We can help you develop and implement a comprehensive reputation management strategy to fortify your digital presence across multiple platforms.

We have also helped businesses remove negative reviews from other platforms. Learn more about removing Yelp reviews and removing Glassdoor reviews to protect your business reputation across all review platforms.

Contact Minc Law today to schedule a consultation with an attorney. We will listen to your concerns, assess the scope of the problem, and develop a customized action plan to help you reclaim control of your employer brand.