Employers often find that directly deleting negative reviews posted on the Indeed platform is generally not possible. The primary decision-making authority for content removal rests solely with Indeed, not the company being reviewed. Reviews are only removed if they are found to be in clear violation of the platform’s content guidelines. An employer’s recourse is limited to submitting a formal dispute, which initiates an internal review process based on established policy violations.
Indeed’s Official Policy on Employer Reviews
Indeed operates with a philosophy centered on providing job seekers with an unfiltered and authentic perspective on workplace environments. This commitment to transparency means the platform acts as a neutral host for user-generated content, preserving the integrity of the data presented to the public. Reviews are published anonymously to protect the identity of the current and former employees, ensuring they feel secure sharing their honest experiences without fear of retaliation.
Indeed does not actively interfere with the substance or sentiment of any review unless it crosses a defined boundary established in the platform’s published terms. The company’s policy is structured to maintain the credibility of its database of employer information. This framework prevents employers from arbitrarily curating their public profile by deleting unfavorable content, which would undermine the platform’s value proposition to job seekers.
Specific Grounds for Indeed Review Removal
Indeed’s Content Policy and Guidelines define several narrow categories under which a review may be considered for removal, moving beyond mere negative sentiment. These violations include:
- Personally identifiable information (PII), such as specific names, phone numbers, email addresses, or home addresses of individuals.
- Content that constitutes harassment, bullying, or outright threats of violence toward an individual or a group.
- Reviews that promote or reference illegal activities, such as discriminatory hiring practices or illicit workplace operations.
- Disclosure of confidential or proprietary business information, including trade secrets, unreleased financial data, or sensitive client lists.
- Content that is overtly offensive, including hate speech, explicit language, or graphic descriptions.
How Employers Can Submit a Review Dispute
When an employer identifies a review they believe violates the content guidelines, the formal dispute process begins by flagging the specific content. Employers must access their Indeed Company Page and locate the review to initiate the reporting function. The system requires the employer to select the precise violation category that applies to the review, such as hate speech or disclosure of confidential information.
Submitting the report requires the employer to provide a detailed explanation justifying the violation. Flagging a review does not result in its automatic removal. Indeed’s team conducts an objective investigation based solely on the evidence provided and the text of the review itself, and they may decide the review does not violate the policy, so the content remains published.
Legal Options for Defamatory Reviews
If Indeed denies a removal request, an employer’s legal recourse focuses on proving defamation, specifically libel, against the anonymous poster. Defamation requires proving that the review made a false statement of fact that caused demonstrable harm to the company’s reputation, and this is a high legal bar to clear, especially when a review is based on subjective opinion. Courts recognize that expressions of opinion, such as “My manager was incompetent,” are protected speech and do not constitute libel, even if they are strongly worded.
A significant legal hurdle for employers pursuing this route is Section 230 of the Communications Decency Act (CDA 230). This federal law provides broad immunity to interactive computer service providers, like Indeed, shielding them from liability for content posted by their users because they are seen as publishers, not creators. Consequently, an employer cannot typically sue Indeed itself over the content of a user-submitted review, regardless of how damaging the feedback may be. Legal action must be directed at the original, anonymous poster, requiring a subpoena to compel Indeed to reveal the user’s identity, a step courts are often reluctant to take without clear evidence of actual malice or undisputed falsehoods.
Proactive Strategies for Managing Employer Reputation
Since the removal of negative reviews is challenging, employers benefit more from focusing on proactive reputation management strategies. One approach involves professionally and constructively responding to existing negative feedback directly on the platform. These responses should address the core issue without resorting to defensiveness or violating Indeed’s rules against retaliation, demonstrating a commitment to improvement for future job seekers.
Employers should also encourage current and former satisfied employees to contribute positive reviews. A large volume of genuine positive feedback can naturally dilute the impact and visibility of a few negative posts, shifting the overall sentiment of the company profile. The most sustainable strategy involves addressing the internal culture issues that are the root cause of the negative commentary, ensuring the actual workplace experience aligns with the positive image projected online.