Remove Glassdoor Reviews in Singapore
Your employer brand, repaired
Fake reviews, ex-employee attacks, named staff, leaked confidential detail and coordinated posts all breach Glassdoor’s guidelines — and we build the case that gets them taken down. We cover Indeed and JobStreet in the same engagement, and rebuild what candidates find when removal is not the answer.
Send us the reviewsSee what qualifies
Protecting names since 2001 · 14,000+ placements delivered · Singapore, UK, US and EMEA
Glassdoor decides who applies to work for you
A customer review costs you one sale. An employer review costs you the person who would have built the next five years of your company — and in Singapore’s talent market, it costs you them before you ever know they existed.
The candidate you want is already employed, already comfortable, and already being courted by three other firms. They will look you up before they reply to your recruiter. What they find on Glassdoor, Indeed and JobStreet is the only evidence they have about what working for you is actually like, and a page of unanswered one-stars reads as confirmation rather than as one bad leaver’s bad week.
The nine grounds Glassdoor actually acts on
Glassdoor is built to protect anonymous employee speech, which makes it a harder platform than Google — and makes knowing the exact guideline that fits your case the entire job. These are the grounds that win.
Never worked there
The reviewer was never an employee, contractor or candidate at your company. The strongest ground available, and the one that needs HR records to land.
Named a non-executive employee
Glassdoor permits commentary on senior leadership, not on individual staff. A review that names your ops manager or a recruiter breaches the guideline on its face — the fastest win most employers never file.
Confidential company information
Client names, unreleased products, financials, trade secrets or internal documents quoted in the text. A separate and serious ground.
Personal or protected data
Someone’s medical detail, contact details, salary tied to a named individual, or information that identifies a specific person. Engages Singapore’s PDPA as well as Glassdoor’s rules.
Fake or coordinated posting
Multiple accounts, duplicated wording, a burst of reviews inside days, or an organised campaign after a dispute. Evidenced as a pattern rather than as a single entry.
Profanity, hate or threats
Slurs, sexual content, harassment or threatening language. Glassdoor acts quickly on these and employers routinely leave them standing.
Legal allegations as fact
Claims of criminal conduct, discrimination or litigation stated as established fact rather than personal experience, where no such matter exists.
Wrong company entirely
A review posted to the wrong employer profile, a similarly named firm, or a subsidiary that is not you. Common where a group runs several entities in Singapore.
Advertising or off-topic
Promotional content, recruitment pitches for a rival, or material with nothing to do with the experience of working at your company.
Five Glassdoor rules that decide your case
Glassdoor does not work like Google, and employers lose cases because they arrive expecting it to. These five facts change how a case is built.
You will never learn who wrote it
Reviewer anonymity is the product. Glassdoor will not disclose identity to an employer, and demanding it marks you as a company to be wary of. Cases are built on the content and the pattern, never on unmasking the author.
An honest bad opinion is protected
“Management is disorganised”, “pay is below market”, “the culture burned me out” — these stay, however much they sting and however unfair they feel. That is the platform working as designed, and no service can change it.
Naming staff is the overlooked win
Reviewers vent about a specific manager by name constantly. Senior leadership is fair game; everyone else is not. Read every review for names before you read it for anything else.
Volume is capped, so each one carries weight
Glassdoor limits how often a person can review the same employer, which means you cannot be buried by one angry individual — but it also means every single review sits on your profile with unusual prominence.
Your reply is permanent and public
The employer response sits under the review forever and is read more often than the review itself. It is the one part of a Glassdoor profile you fully control, and the part most companies get badly wrong.
How to flag a Glassdoor review yourself
If your case is clean you may not need us, and we would rather say so. This is the sequence our team follows, minus the evidence work.
Screenshot everything first
Capture the review, the star breakdown, the date and your current rating. Content gets edited and context disappears.
Read it for names before anything else
Any non-executive employee named in the text is an immediate, separate and much easier ground than the complaint itself.
Check it against HR records
Match the claimed role, department and dates against your own employment data. “No record of this person in this role at this time” wins cases.
Flag from your Employer Account
Sign in to the employer side of your profile, find the review, use the flag control and select the guideline it breaches. Employer-side flags carry weight.
Cite one guideline, precisely
Name the specific rule and say in two sentences how the text breaches it. A general complaint that the review is unfair is dismissed on sight.
Post a measured public response
Acknowledge, state what you are doing about it, invite a private channel, stop. Never confirm employment, never name anyone, never argue.
Appeal once on different ground
A rejection is a verdict on the argument, not the review. Re-file on your second-strongest guideline with fresh evidence.
Fix the intake while you wait
Ask genuinely satisfied staff to share their experience honestly. Never incentivise it — bought employer reviews are their own violation.
The evidence that moves a Glassdoor flag
Glassdoor sets a higher bar than most platforms because it is defending anonymous speech. This is the file we assemble before anything is filed.
The principle that governs every submission: your evidence must show which specific community guideline the review breaches — never that the review is unfair, damaging or bad for hiring. Glassdoor is answering a policy question. Every case we file is written to answer that question and nothing else.
What each route realistically takes
Published so you can hold anyone — including us — to it. Working ranges from real employer cases, not best-case marketing numbers.
| Ground | Typical time | Works best when | Where it fails |
|---|---|---|---|
| Named non-executive staff | 3–10 days | The name is in the visible text and the person is not leadership | Only the CEO or a director is named |
| Profanity, threats, hate | 3–10 days | The language is explicit in the review body | Strong wording that stops short of abuse |
| Confidential information | 1–3 weeks | You can show the material was genuinely internal | General commentary on strategy or culture |
| Never employed there | 1–4 weeks | HR records rule out the claimed role and dates entirely | Agency, contract or very short-tenure staff |
| Fake or coordinated | 2–5 weeks | Several accounts show one pattern | A single well-written entry |
| Wrong company | 1–3 weeks | The detail clearly belongs to another entity | A group where the boundary is genuinely blurred |
| Legal escalation | 1–6 months | A false statement of fact, real loss, identifiable poster | Anything a court would read as opinion |
| Employer brand repair | First feature ~14 days | The reviews are genuine and staying put | Never fails — it needs nobody’s permission |
Where Singapore law reaches an employer review
Glassdoor is an overseas operator, so no Singapore law compels it to remove anything simply because a local employer objects. What Singapore law does govern is the conduct around the review — including yours.
Personal Data Protection Act
A review that publishes an identifiable person’s private data engages the PDPA — and so does your reply. Confirming that someone worked for you, when they left, or why, is itself a disclosure about an identifiable individual. This is where employers create their second problem.
Applies to your response tooDefamation
Honest opinion about pay, management or culture is protected. A review becomes actionable when it asserts a false statement of fact that damages you — fabricated misconduct, an invented safety incident, a claim of illegality — particularly from someone who was never there.
Opinion vs statement of factProtection from Harassment Act
POHA reaches what a single defamation claim does not: a sustained campaign, repeat posting across platforms, or conduct targeting a named employee. Relevant where one former staff member will not stop.
Protection orders availableEmployment obligations
Confidentiality and non-disparagement clauses in a contract or settlement agreement are between you and the individual, not between you and Glassdoor. They can support a direct approach — but pursuing a former employee is a decision with consequences beyond the review.
A commercial judgement, not just legalCandidates do not check one platform
Cleaning Glassdoor while the same review sits on Indeed and JobStreet solves nothing. Every engagement covers all three, in one file, with one strategy.
The most-read employer profile and the hardest to move. Anonymous by design, with guidelines that protect opinion and a narrow set of removable grounds.
- Employer-account flagging
- Named-staff and confidentiality grounds
- Public response drafting
Often carries the same reviewer and the same text. Its guidelines differ from Glassdoor’s, so a case that fails on one can succeed on the other with the argument rewritten.
- Separate reporting route
- Different policy language
- Duplicate-posting evidence
The platform Singapore and regional candidates actually use, and the one most agencies ignore entirely. Local reach that Glassdoor does not have.
- Regional candidate visibility
- Company profile and ratings
- Handled in the same engagement
Employer brand repair: the part that always works
Some reviews are genuine and they will stay. That does not mean a candidate has to meet them first. Repair changes what exists around the reviews, and it does not depend on any platform saying yes.
Earned coverage
Features in named publications that rank on your company name and speak to how you actually operate.
Search control
Own the results a candidate meets when they search your company plus “reviews” or “to work for”.
Honest review velocity
A compliant cadence that invites real employees to share real experiences, so recent beats historic.
AI answers
The sources an assistant cites when a candidate asks whether your company is a good place to work.
Publications named to you before you commit a cent
Repair only works if the coverage actually appears. So we do not sell effort, we sell placements — titles agreed in writing at the start, and published.
INSIDER
FINANCE
Business and workplace titles from the inventory available to Singapore clients. Your shortlist is built around your sector and confirmed in writing before you commit — you never pay against a list you have not seen.
You receive the exact publications proposed for your campaign before anything is signed. No “tier one media” — titles.
Your feature goes live. That is the deal, and it is the reason clients choose us. Non-publication is not something that happens here.
An editorial calendar occasionally shifts. In that event we replace the title with an equivalent, or credit it. A contractual formality, not a caveat on the outcome.
Typically around fourteen days from brief approval — fast enough to change what a candidate finds inside a hiring cycle.
No case study, no logo wall, no disclosure of the engagement. Employer-brand work is only worth doing if nobody knows it was done.
Twenty-five years, 14,000+ placements, and a client list we do not publish. Longevity is the only credential that cannot be bought.
Candidates ask an assistant before they ask a recruiter
“Is this company a good place to work?” is now typed into ChatGPT and Gemini as often as into Google. Those systems summarise whatever they can find — and an employer with reviews but no coverage gives them one thing to summarise.
Is this Singapore company good to work for?
Employee reviews are mixed. Several recent ones mention management and workload concerns. I couldn’t find independent coverage of the company to compare against.
After · coverage in the indexIs this Singapore company good to work for?
The company has been covered in Forbes and Business Insider for its work in the sector and its growth in Singapore. Employee reviews are mixed, with some older criticism of management.
Nothing was deleted between those two answers. The index simply had more to read. This is the same engine behind our wider reputation management in Singapore work.
Eight mistakes that cost employers the case
Demanding the reviewer’s identity
Glassdoor will not provide it, and asking signals a company that punishes feedback. It can itself become the next review.Build the case on content and pattern instead.
Replying with employment details
“You only worked here four months” confirms an identifiable person’s employment in public and engages the PDPA.Acknowledge, state your standards, move to private.
Asking staff for five stars
Incentivised or instructed employer reviews breach platform guidelines and read as fake to every candidate.Invite honest input and accept what comes.
Flagging everything at once
Six flags in an afternoon reads as an employer who dislikes criticism, and the strong case is assessed alongside the weak ones.One review, one guideline, one submission.
Missing the names in the text
The single most winnable ground, sitting in plain sight in a review the employer has read ten times.Read for names before you read for content.
Cleaning Glassdoor only
The same reviewer has usually posted on Indeed and often on JobStreet. One profile cleared, two still working against you.Handle all three platforms in one file.
Threatening a former employee
A legal letter over a Glassdoor review has ended in far worse coverage than the review, more than once.Take advice on the commercial risk, not just the legal merits.
Buying a guaranteed removal
Anyone promising to delete a genuine employer review is promising something Glassdoor’s guidelines do not permit them to do.Ask what happens when the review is real. The answer tells you everything.
We can help you with all of them
Employers search for this problem in a dozen different ways. Each is a slightly different job, and each one is work we do.
Remove Glassdoor reviews Singapore
The full engagement: audit, evidence, guideline selection, flagging, appeal, and repair of whatever lawfully stays. One case manager throughout.
Glassdoor review removal Singapore
Local handling for Singapore employers, including the PDPA constraints on your public reply and the JobStreet reach that overseas agencies miss.
Glassdoor review removal service
A managed service rather than a form. We build the file, choose the guideline, file, track, appeal — and report honestly when a review cannot go.
Glassdoor negative review removal
A cluster dragging your rating down. We separate the removable from the genuine, take down what qualifies, and rebuild around the rest.
Delete Glassdoor review
Deletion is done by Glassdoor, on guideline grounds — never on request. We work the grounds that exist, and say so when none do.
Glassdoor review removal policy
The nine grounds above, in full, with what each one requires as proof. We read your reviews against every one of them before quoting.
Does Glassdoor remove negative reviews?
Yes — when they breach community guidelines. No — when they are an honest bad opinion. Knowing which is which on day one is what you are paying for.
How to manage negative Glassdoor reviews Singapore
Response strategy, honest review velocity, and the search and coverage layer that decides what a candidate meets first.
Employer review removal Singapore
All employer platforms, one engagement — Glassdoor, Indeed and JobStreet assessed and actioned together rather than one at a time.
Employer brand repair Singapore
The rebuild: coverage in named publications, page-one control on your company name, and an honest cadence of current employee voices.
Remove Indeed reviews Singapore
Indeed’s guidelines differ from Glassdoor’s, so we rewrite the argument for its process rather than recycling the same submission.
Remove JobStreet reviews Singapore
The platform Singapore candidates actually use. Handled in the same engagement, at no extra thought from you.
However you searched for it, it is the same conversation
Send us the links to your company profiles and the reviews concerning you. Within one working day you get a straight answer on which qualify, which do not, and what it costs. If we cannot help, we say so — and tell you who can.
Clients, on the record
Excellent rating
From United Press clients
United Press built our brand from launch to nationwide recognition. Real media coverage gave new customers the trust they needed — our ROI has been over 100:1, which blows my mind.
United Press helped us turn our company story into something journalists could genuinely engage with. The coverage gave our brand a level of credibility that was difficult to achieve through our own marketing channels.
The team understood our industry and, more importantly, understood the story we needed to tell. Seeing our company featured across relevant publications gave us a much stronger presence when potential customers researched us.
UnitedPress delivered three Forbes features in our first six weeks. We had been trying for a year with two other agencies.
United Press got our book covered in the right places before launch week.
Testimonials from United Press clients, published with permission. Some are shown by role where the engagement is confidential.
What Singapore employers ask us first
Does Glassdoor remove negative reviews?
Can you guarantee a Glassdoor review will be deleted?
How do I remove a Glassdoor review as an employer in Singapore?
What is Glassdoor’s review removal policy exactly?
Can I find out who wrote a review?
A former employee is posting across Glassdoor, Indeed and JobStreet. What now?
How much does employer review removal cost?
Should I reply publicly to a bad review?
Will suing the reviewer work?
How long does employer brand repair take?
Can you help if the reviews are fair?
Is the publication side really guaranteed?
The best candidate you never met read your reviews
They did not tell you why they stopped replying. They did not have to.
Send us your company profiles today. We will tell you which reviews can go, which cannot, and what to do about the ones that stay.