# Indeed company review removal: what employers can do Indeed company review removal works only for guideline breaches. See how to report a review, what stays up, how to reply, and what never to do. --- Indeed company review removal is possible only when a review breaks Indeed's content guidelines. Indeed's employer help page says reviews are not removed unless they break those guidelines, that employers cannot delete reviews themselves, and that an employer's two tools are reporting a review and replying to it. A review that is negative, unfair or simply unwelcome stays online. That makes Indeed a narrower problem than it first looks. The reviewers are current and former employees, they are anonymous, and what they write is read by job seekers deciding whether to apply. Indeed's guidelines limit reviews to people who work or have worked for the company, and they list a set of things a review may not contain. Your job is to tell a breach from a bad day, report the first, and answer the second in public without making it worse. The rules below come from three Indeed help pages read for this guide: the Employer Help Center article on reviews, the content guidelines, and the Company Reviews policy. Indeed's separate legal-section versions of these pages could not be read, so check their wording before you file. Policies change. This is information, not legal advice.
The short version
72 hourshow long Indeed says new reviews usually take to appear
1 to 2 daysbusiness days within which Indeed says reported content that breaks its guidelines is removed
Onereview per person, per company, according to Indeed's guidelines

Sources: Indeed's Employer Help Center article on company reviews (72 hours) and Indeed's content guidelines in its Job Seeker Help Center (removal window and one review per person per company). The removal window is described on the reviewer-facing page.

## What Indeed company review removal actually covers Indeed removes company reviews only for breaking its guidelines, and it does not remove them for being negative. The employer help page puts it plainly: reviews stay up unless they violate the content guidelines. It adds that the only person who can delete a review is the reviewer who wrote it. The page also describes a middle outcome that surprises many employers: a review may be redacted. In that case the text is removed and the star rating stays. If a one-star review with a breaching paragraph is redacted, your average still carries the one star. A successful report therefore does not always move the number you were worried about. Indeed's guidelines for reviewers are the real rulebook, so it is worth reading them as an employer. In summary, they allow one review or answer per person, per company, and only for companies the person works for or has worked for. The prohibited list is long and specific. The content guidelines name, among other things: unlawful, fraudulent, discriminatory, threatening, abusive, libelous or defamatory statements, obscene material, slurs, suggestions for action against the company, irrelevant content, and personal details about people. The wording of the full list may differ on Indeed's other pages, so read it before you file. Indeed says it does not edit or change reviews, so there is no negotiated rewording. It also says reviews may be removed where there is evidence the reviewer was paid or pressured into posting. ## Which reviews qualify, and which will not Match every review you dislike against the written list before you touch the report button. The table sorts typical cases by what the guidelines say. It is a reading of the rules as published, not a prediction of any decision, and Indeed's moderators make the call.
What the review doesRule it may touchLikely routeOdds of removal
Harsh opinion of management, pay or cultureNone: it is experiencePublic reply onlyLow
Names a manager or a coworkerPersonal details about peopleReport, citing the ruleReasonable if a person is identifiable
Slurs or abusive languageSlurs, abusive or discriminatory contentReportReasonable
Reviews your product or service as a customerIrrelevant content, if it says nothing about working thereReportUncertain
States as fact that the company commits a crimeUnlawful or defamatory statementsReport; take counsel on the factsUncertain
Posted by someone who never worked thereReviews are for people who work or worked for the companyReport with what you can say without identifying anyoneUncertain: Indeed does not publish what proof it needs
Several reviews that read as paid or pressuredEvidence of payment or pressureReport each, with the patternUncertain
A review is removable because of what it contains, not because it hurts. The most common mistake is reporting a bitter but accurate review as "defamatory": it describes an experience and names no one, so there is nothing to act on. ## How to report a review to Indeed, step by step Report from the review itself using the Report option. The employer help page says Indeed's team reviews the report and decides whether it violates policy. The same page links a request form for a review that does not follow the guidelines.
Reporting one review to Indeed
  1. Claim and open your Company PageIndeed's help page lists replying to reviews as a benefit of a claimed Company Page, so claim it first.
  2. Read the review against the guidelinesHighlight the sentence that breaks a named rule: a name, a slur, a product complaint, a claim of a crime. If you cannot point to a sentence, you do not have a report.
  3. Save the evidence firstTake a dated screenshot of the review and its rating. Redaction or removal will change the page, and you will want the record for your own file.
  4. Use Report on the reviewGive the reason that matches the rule you found. The help page also links a request form for reviews that do not follow the guidelines.
  5. Write one precise reasonQuote the sentence and the rule in a few lines. Do not argue the review is unfair; argue it is outside the guidelines.
  6. Stop and waitReporting again and again adds nothing. Indeed's content guidelines say it will not update the reporter on the outcome, so check the page yourself.
Do not attach your own account of what really happened. The decision turns on what the review says, not on whether it is correct, and Indeed's guidelines say it does not vouch for the accuracy of user content. ## What happens after you report, and how long it takes Indeed gives a few timings, and none of them is a promise to the employer. The table sets out what the pages say and what they do not.
WhenWhat Indeed's pages sayWhat you doWhat is not stated
Day 0Reviews appear after moderation approves them; new reviews usually appear within 72 hoursRead, screenshot, match to a ruleNo timeframe is given for when employers see a review
Day 0 to 1You report; the team reviews and decidesFile one report with one reasonNo decision time for employer reports
Day 1 to 3The reviewer-facing guidelines say reported content that breaks them is removed within 1 to 2 business daysCheck the page, do not re-reportThat window is stated for user reports; no outcome notice is sent
Day 3 to 7Contact support if a review is still missing after more than five business days (said of reviews that fail to appear)If the review stays, move to a replyNo formal appeal route is described
After removalA reviewer may submit a new review that follows the guidelines; only one review per company is allowedExpect a possible rewritten reviewNothing stops the same person returning
The last row is the one to plan for. A successful report can end with the same criticism, reworded within the rules and still public. ## Why a review you know is wrong can still stay A review stays if it reads as personal experience, even when you believe parts of it are wrong. The guidelines prohibit unlawful and defamatory statements. "I was never paid for overtime" is the writer's account of their own job; "the company steals wages" is an accusation of a crime, and closer to the prohibited list. You are not able to supply proof that settles it. The Indeed pages read for this guide describe no evidence process for employers, no counter-statement form and no review of contested facts. They do say that Indeed may honor legal requests such as subpoenas, search warrants or court orders that require sharing identity, content or other information, so the law has a role where a statement is truly unlawful and causes real harm. That is a matter for your own counsel, and it tends to draw more attention to the words you want read less. Check the facts internally first. If the review is accurate in substance, the problem is the working condition it describes, and no report will change that. ## Replying with Add a Comment: what Indeed tells employers Reply to reviews you cannot remove, because the reply is read by every future applicant. The help page describes the steps: select Add a Comment near the bottom of the review, type your response and publish it. Responses are visible to everyone, not just the reviewer. Indeed's Company Reviews policy gives employers a short list of dos and don'ts, and they are worth following to the letter. It says to be timely and professional, to keep things positive, not to respond to combative reviewers, not to disclose personal information, not to threaten legal or other actions, and that individual cases can be taken offline. Indeed also reserves the right to remove or not post a response that breaks those guidelines, and it says its Trust and Safety team reviews a response if someone reports it. A good reply thanks the writer without repeating the accusation, states in one sentence what has changed or is being looked at, and points to a way to talk offline. It does not rebut each paragraph, mention the writer's role, dates or team, or guess who the person is; Indeed's policy states that review and Q&A content is anonymous. Keep replies to two or three sentences in an even tone: the reader is a stranger comparing several employers. Answer the fair, specific criticisms first. ## What an employer must never do to a reviewer Do not try to find out who wrote a review, and never act on a guess. Indeed's Company Reviews policy states that review content is anonymous, and it tells employers not to try to identify who wrote a review. Treating a bad review as a search for an author is the fastest way to turn a review into an employment dispute. The same limits apply to the rest of your response. Do not threaten legal action in a public reply, because Indeed's policy lists that as something not to do, and because it makes the reply the story. Do not ask staff to rate you up, and never script or reward reviews: Indeed says reviews may be removed where there is evidence the reviewer was paid or pressured, and a sudden run of glowing posts from new accounts reads exactly as that to the candidates comparing you with competitors. Never post reviews yourself, and never post false negatives about a competitor. Each is a way to lose credibility with both Indeed and readers. Retaliation against a person you believe wrote a review is a more serious error: it exposes the company to legal risk and proves the review right. If a review describes a real problem, pass the content to whoever handles complaints, without linking it to a person. ## Wrong page, wrong company, and the claimed page A review posted to the wrong Company Page can be moved, but only by an employer with a claimed page. Indeed's employer help page says you can submit a request to move a review posted to the wrong Company Page, and that only claimed pages can do so. This is the fastest win for multi-site firms, franchise groups, and companies that share a name with another business: a review about a different employer is neither an opinion to answer nor a breach to report, it is a misplaced record. Claiming the page matters for other reasons too: Indeed lists responding to reviews as a benefit of a claimed page. A team that checks nothing until a recruiter forwards a screenshot will find reviews late, so give one person the job of looking at the page on a fixed day each week. ## A worked example: three reviews, three different routes This is an invented scenario with generic parties. A regional services company with 120 staff claims its Indeed page and finds three new reviews in a week. The first review is two stars. It says management ignores workload complaints and that pay has not kept pace with the work. It names no one and uses no abusive language. Under the guidelines this is experience, so there is nothing to report. The company replies in three sentences, thanks the writer, says that workload and pay structure are under review, and offers an offline contact. The second review is one star. Most of it is a fair complaint about shift patterns, but one line names a supervisor in full and describes a personal matter. The company reports that review, quoting the line and citing the rule on personal information and identifying non-public people. It does not argue that the shift complaint is wrong. Indeed might remove the review entirely or redact the text and leave the rating. The company prepares for either result and has a short, calm reply ready for the case where the review stays. The third review is a customer's complaint about a delivery. It says nothing about working there, so the company reports it under the guideline against reviewing products or services. Over the next month the company fixes the shift roster and publishes a note on pay review timing on its careers page. The star average moves only because of what staff actually say, which is the only change that lasts. ## How Indeed differs from other review problems Other employer-review platforms such as Glassdoor have their own written rules and reporting routes, so do not copy a report written for another platform into an Indeed one. A wave of one-star reviews followed by a demand for money is extortion, handled through the platform's reporting channel and the police, with no payment. And when the real trouble is something an employee did, the review is a symptom: what the company does about the conduct decides the story. ## The next step, and a 60-day plan Start with an audit of what you already have: every review, its rating category, and which of them cite a rule in Indeed's guidelines. Then report only those, reply to the rest, and fix the cause of the most common complaint.
If this is happening to you now

List your last twenty Indeed reviews, mark each one as a guideline breach or an honest opinion, and report only the breaches. If you want a second pair of eyes on what search engines and AI assistants show about your company beyond Indeed, request a private audit from Reputation Partners.

A realistic 60 days: in week one, claim the page, read and screenshot every review, and sort them into breaches and opinions. In week two, file the reports and post replies. By day 30, check what was removed or redacted and look for the same complaint repeated. By day 60, show something real: a changed policy or a fixed process. A theme repeated in five reviews deserves more attention than the one review that stung. Be honest about the limits. Reporting may remove nothing, a removed review can return in new words, and a redacted review keeps its star. Routine reputation monitoring beats occasional panic. ## Questions people ask ### Why was my report rejected? The most likely reason is that the review reads as the writer's own experience and does not break a named guideline. Indeed does not give the reporter reasons or notify the outcome, so you cannot confirm the cause. Re-read the guidelines, check whether a specific sentence names a person, contains a slur, reviews a product or alleges a crime, and consider a reply instead of repeated reports. ### Can I find out who wrote an Indeed review? Indeed's Company Reviews policy states that review content is anonymous and tells employers not to try to identify reviewers. The content guidelines also say Indeed may honor legal requests such as subpoenas or court orders that require sharing identity or content. Guessing the author and acting on that guess is the riskiest thing an employer can do. ### Does Indeed remove the whole review or only the text? Either can happen. Indeed's employer help page says some reviews may be redacted, meaning the text is removed but the star rating stays. Whether a given review is removed or redacted is Indeed's decision and the pages do not set out a rule for choosing. Treat redaction as a real possibility and plan the effect on your average. ### Can the same employee post again after removal? Possibly. Indeed's pages say a reviewer whose review is removed may submit a new one that follows the guidelines, and that guidelines allow one review per person per company. If a rewritten review stays within the rules, it stays up, so your reply and the fix behind it matter more than the report.