“Thank you for sharing this. We are sorry you did not feel supported by your manager. We have since introduced management training for every team lead and regular one-to-ones. If you would like to tell us more, our people team would welcome the conversation.”
Best PR Agency UK 2026
Respond to negative Glassdoor reviewsTemplates includedReviewed October 2026
How to Respond to Negative Glassdoor Reviews and win back the candidates who are reading
Every response you write is read by people who have never met you. Make sure they like what they see.
A negative review stings, especially when you know it is unfair. But Glassdoor gives employers something powerful: the last word. Your response is the only comment shown under a review, and candidates often read it before deciding to apply. This guide shows you exactly how to respond to negative Glassdoor reviews, with a four-part formula, free templates for eight common situations and the mistakes to avoid.
- Free templates
- Built on Glassdoor’s own guidance
- Brook’s Mews, Bond Street, London
- In PR since 2001
You get the last wordGlassdoor says an employer’s response is the only comment published on a review.
Free to doYou respond through a free Glassdoor employer account.
Reply to allGlassdoor recommends replying to positive and negative reviews alike.
Tone mattersGlassdoor says users tend to view employers more favourably when they respond calmly and thoughtfully.
In short
To respond to a negative Glassdoor review, first check whether it breaks Glassdoor’s rules and report it if it does. If it stays, reply within a few days using four parts: thank the reviewer, acknowledge the concern without arguing, explain one real change, and invite a private conversation. Keep it to four or five sentences, never name anyone, never share confidential details and never copy the same reply under every review. Write for the next candidate, not the reviewer, because they are the people who will decide whether to apply. Then fix the issues that keep coming up, so every future reply has something true and specific to say. Below you will find 16 free templates, an interactive response builder, real-world tone guidance, a 30-day plan and answers to the questions HR teams ask most.
Last reviewed: 5 October 2026Written by the United Press reputation team, LondonSource: Glassdoor Help Center
First question
Should you respond to negative Glassdoor reviews?
Quick answer
Yes, in almost every case. Glassdoor says employers who respond calmly and thoughtfully tend to be viewed more favourably, and your response is the last word under the review. The exceptions are reviews that break Glassdoor’s rules, which you should report first, and situations with legal risk, where you should take advice before replying.
Silence can look like indifference. A good response shows candidates that you listen, that you take feedback seriously and that the review is one view among many.
When to report before you respond
- The review names or identifies a non-executive employee. See our guide for anyone facing a Glassdoor review naming them.
- It looks fake or part of a suspicious cluster. See fake Glassdoor reviews.
- It contains threats, insults, personal details or confidential information.
- It relates to an active legal dispute or tribunal.
If a review is removed, any response disappears with it. If it stays, you can still respond calmly afterwards.
The formula
What should a response to a negative review include?
Quick answer
When you work out how to respond to negative Glassdoor reviews, use four parts: thank the reviewer, acknowledge the specific concern without arguing, explain what has changed or what you are doing, and invite them to continue the conversation privately. Keep it to four or five sentences and never name individuals.
1
Thank
Show you value feedback, even when it hurts.
“Thank you for taking the time to share this.”
2
Acknowledge
Name the concern in neutral words. Do not argue the facts.
“We are sorry communication felt this way.”
3
Act
Explain what has changed, or what you are reviewing.
“We have since introduced monthly team meetings.”
4
Invite
Offer a private route to talk further.
“Please contact our people team if you would like to talk.”
Write for the next candidate, not the reviewer. They are the audience who will decide whether to apply.
Response builder
Build a response in ten seconds
Quick answer
Choose the main theme of the review and the builder writes a calm, four-part starting response you can personalise. Always edit it so it sounds like your company and reflects what has really changed.
Nothing is stored or sent. Copy the text, adapt the details and post it from your Glassdoor employer account.
Templates are starting points. Never claim changes you have not made.
“Thank you for taking the time to share your experience. We are sorry you felt that management did not listen. Over the past few months we have introduced regular one-to-ones and an anonymous feedback channel so every voice is heard. If you would like to talk further, please contact our people team directly.”
Replace the middle sentence with a real change your company has made.
Who is really reading
Why your response matters more than the review
Quick answer
The reviewer has already left, or already made up their mind. The people who matter are the candidates, current employees, clients and journalists who read the review later. Your response is written for them, and it is often the only part of the page that speaks in your voice.
When someone is considering a job offer, they rarely expect a perfect score. Most people know that every workplace has unhappy leavers. What they are really checking is how the company behaves when things go wrong.
A thoughtful reply answers the questions they are quietly asking. Do these people listen? Do they fix things? Would I be treated fairly if I raised a concern? A defensive reply answers those questions too, just not in the way you want.
What candidates look for in your replies
- Respect: do you treat a critical former employee with courtesy?
- Honesty: do you admit problems, or deny everything?
- Action: is there evidence that feedback leads to change?
- Consistency: do recent reviews show the same issue being raised again and again?
- Humanity: does the reply sound like a person, or a legal department?
Current employees read your responses too. A reply that dismisses a complaint they privately agree with can damage morale far more than the review did.
Free templates1 · Poor management 2 · Low pay 3 · Heavy workload 4 · Toxic culture claim 5 · Bad interview experience 6 · Redundancies or restructuring 7 · A review that names a colleague 8 · A positive review
Glassdoor response templates for eight common situations
Quick answer
The best Glassdoor response template is short, specific and calm. Use the eight examples below as a starting point, change the middle sentence to describe a real change at your company, and never copy the same wording under every review, because repeated replies look automated to candidates.
“Thank you for your honest feedback. Pay matters, and we benchmark our salaries against the market every year. We have recently updated our pay bands and benefits. We would be glad to talk further if you would like to get in touch.”
“We appreciate you raising this. Workload has been a real focus for us this year, and we have added new roles to share the load more fairly. We are always open to ideas from our team, past and present.”
“We are sorry to read this, and we take it seriously. Everyone deserves to feel respected at work. We encourage anyone with concerns to contact our people team in confidence, so we can look into it properly.”
“Thank you for telling us about your interview. We are sorry we did not get back to you sooner. We have changed our process so every candidate now hears from us within a set time, whatever the outcome.”
“We understand how hard this period was for everyone affected, and we are sorry. We tried to handle every conversation with care, and we have listened closely to feedback on how we communicated. We wish you every success.”
Report the review first. If it stays up, reply without repeating the name: “Thank you for your feedback. We do not discuss individual colleagues publicly, but we take every concern seriously. Please contact our people team so we can listen properly.”
“Thank you so much for these kind words. We are proud of the team you describe, and it is great to hear that the training programme made a difference. We will share your feedback with everyone.”
All templates are illustrative and written by United Press. Adapt them so they are true for your business.
Rules of thumb
Glassdoor response do’s and don’ts
Quick answer
The golden rules of how to respond to negative Glassdoor reviews: do respond promptly, stay calm, be specific and invite a private conversation. Do not argue, reveal confidential details, guess who the reviewer is, name colleagues or post the same copy-and-paste reply everywhere.
Do
- Reply within a few days, while the review is fresh
- Thank the reviewer, even when you disagree
- Mention one real, specific change
- Write in plain, human language
- Offer a private route, such as your people team
- Reply to positive reviews too
- Keep each reply to four or five sentences
Don’t
- Argue with the facts or call the review a lie
- Try to identify or name the reviewer
- Share employment details, pay or disciplinary history
- Use legal threats in a public reply
- Copy the same reply under every review
- Promise changes you have not made
- Ask staff to post positive reviews to balance things out
Before and after
Bad vs good responses to negative Glassdoor reviews
Quick answer
A bad response defends the company. A good response reassures the next candidate. The difference is usually tone: replace denial with acknowledgement, and replace generic promises with one specific change.
| Review theme | Response that backfires | Response that builds trust |
|---|---|---|
| “No progression” | “Plenty of people get promoted here.” | “Thank you. We have since published clear career paths for every team, with reviews twice a year.” |
| “Unpaid overtime” | “Everyone knew the hours when they joined.” | “We are sorry. We now track extra hours and give time back in lieu.” |
| “Ghosted after interview” | “We receive too many applications to reply to everyone.” | “You are right that you deserved a reply. Every candidate now hears from us, whatever the outcome.” |
| “Leadership is out of touch” | “Our leadership team has decades of experience.” | “Thank you. Our directors now hold monthly open sessions where anyone can ask questions.” |
| “High staff turnover” | “People leave every company.” | “We have listened to exit feedback and changed how we support new starters in their first 90 days.” |
Examples are illustrative and written by us.
Worked example
From first draft to final reply
Quick answer
Write your first reaction privately, then remove anything defensive, add one real change and finish with an invitation. The final reply is usually half the length of the first draft and far more persuasive.
Here is an illustrative review and how a reply improves in three passes. Notice how the final version says less but reassures more.
Illustrative example written by United Press.
★☆☆☆☆ “No training, no support, and nobody cared when I raised it.”
Draft 1: “Every new starter gets a full induction. If you had asked for help, you would have received it.”
Defensive and blames the reviewer.
Draft 2: “We are sorry you felt unsupported. We do provide training to everyone.”
Better tone, but still disputes the experience.
Final: “Thank you for telling us. We are sorry you did not feel supported when you joined. We have since given every new starter a named buddy and a 30-day check-in. If you would like to share more, our people team would welcome it.”
Thank, acknowledge, act, invite.
More templates9 · Long hours 10 · Poor training 11 · Poor communication 12 · Remote or hybrid working 13 · Benefits 14 · HR did not help 15 · An outdated review 16 · A one-line review
Eight more Glassdoor reply examples you can adapt
Quick answer
These extra examples cover long hours, poor training, communication, remote working, benefits, HR, outdated reviews and short reviews with little detail. Each follows the same thank, acknowledge, act and invite pattern.
“Thank you for raising this. Nobody should feel they have to work late every night. We have introduced core hours and asked managers to review workloads monthly. Our door is always open if you would like to talk.”
“We are sorry you did not get the training you needed. Every new starter now follows a structured first month with a named mentor. Thank you for helping us improve.”
“Thank you for this feedback. You are right that people should hear about changes first from us. We now share updates at a monthly all-team meeting, with time for questions.”
“We appreciate your honesty about our office policy. We know flexibility matters, and we have listened. Most roles now offer a hybrid pattern agreed with each team.”
“Thank you for sharing this. We reviewed our benefits this year based on staff feedback and have added enhanced parental leave and a wellbeing allowance. We hope future colleagues notice the difference.”
“We are sorry you felt your concerns were not handled well. We have reviewed how we respond to issues raised with our people team, including clearer timelines. Please get in touch if you would like to talk further.”
“Thank you for this review. A lot has changed since you were with us, including new leadership and a new approach to flexible working. We are grateful for the feedback that helped shape those changes.”
“Thank you for your feedback. We are sorry your experience was not a positive one. We would really value hearing more, so we can learn from it. Please contact our people team.”
Tone guide
Words that calm, and words that inflame
Quick answer
Use words that show listening and action, such as “thank you”, “we hear you”, “we have changed” and “we would welcome”. Avoid words that blame or dismiss, such as “untrue”, “disgruntled”, “clearly” and “unfortunately you”.
| Instead of… | Try… | Why |
|---|---|---|
| “This is untrue.” | “This is not the experience we want anyone to have.” | Avoids calling the reviewer a liar |
| “Disgruntled former employee” | “Thank you for your feedback.” | Labels make the company look petty |
| “Clearly you did not…” | “We are sorry this felt…” | Removes blame from the reply |
| “We have a strict policy…” | “We have recently introduced…” | Shows progress, not rules |
| “As per our records…” | “We would welcome a conversation.” | Keeps private details private |
| “We are an award-winning employer.” | “Our team tell us that…” | Bragging sounds defensive under criticism |
Tricky situationsPartly true Factually wrong Several years old A sudden wave of reviews From a current employee Linked to a legal dispute Very emotional or upsetting Mentions discrimination Written in another language
How to respond when the review is not straightforward
Quick answer
Knowing how to respond to negative Glassdoor reviews matters most in tricky cases. Partly true reviews deserve acknowledgement of the true part. Factually wrong reviews need a calm correction, not an accusation. Old reviews can be answered by explaining what has changed since. A sudden wave of negative reviews needs a single, consistent message and a check for rule breaks before you reply to each one.
Acknowledge what is fair first. “You are right that our onboarding was rushed last year.” Then explain what changed. Candidates trust a company that admits a real problem.
Correct gently and briefly, without calling anyone a liar. “For clarity, all our roles include 25 days’ holiday plus bank holidays.” Only state facts you can stand behind.
Still worth a reply. “Thank you. A lot has changed since 2022, including a new leadership team and flexible working for all roles.”
Pause. Check whether reviews break the rules or look coordinated, report any that do, then reply to the rest with a consistent but not identical message.
Take extra care. Reply publicly in general terms and make sure there is a safe internal route to raise concerns, without trying to find out who it is.
Speak to your solicitor before replying. A short, neutral acknowledgement, or no reply at all, may be the right choice while a case is ongoing.
Lead with empathy. “We are truly sorry you had this experience.” Avoid any detail about the person’s employment, health or circumstances.
Take it seriously and say so. Invite the person to raise it formally, explain that you investigate every concern, and check internally that your process is working.
Reply in the same language where you can, or in clear English if not. International candidates notice when a company makes the effort.
Small teams
Responding when you are a small business
Quick answer
In a small company, reviewers are easier to identify, so be extra careful not to hint at who wrote a review. Keep replies general, warm and short, and let the owner or managing director sign off every one.
With only a handful of reviews, each one carries more weight. One harsh review can pull your rating down sharply, which makes a calm, visible reply even more valuable.
Tips for owner-managed companies
- Never reply with details only the reviewer and you would know.
- Do not discuss the review with the team in a way that points to one person.
- Reply as the business, not as yourself personally.
- Encourage honest feedback from everyone, with no rewards attached.
- If a review names you as the owner or founder, Glassdoor’s rules generally allow that, so focus on responding well.
Avoid these
Eight mistakes that make a bad review worse
Quick answer
The most damaging mistakes are arguing in public, trying to unmask the reviewer, posting copy-and-paste replies and encouraging staff to post reviews. Each one turns a single complaint into a visible pattern that candidates notice.
- Arguing the facts in publicEven if you are right, candidates see a company that fights its people.
- Trying to unmask the reviewerGuessing who wrote it, internally or publicly, damages trust fast.
- Sharing confidential detailsPay, performance or disciplinary details have no place in a public reply.
- Copy-and-paste repliesIdentical answers under every review look automated and uncaring.
- Asking staff for positive reviewsGlassdoor removes incentivised or coerced reviews, and it can backfire.
- Replying in angerWait a day, draft calmly and ask a colleague to read it first.
- Ignoring every reviewA wall of unanswered criticism suggests nobody is listening.
- Promising and not deliveringFuture reviewers will point out changes that never happened.
Timing and ownership
How fast should you reply, and who should write it?
Quick answer
Aim to reply within a few working days. A senior person in HR, the people team or the leadership team should own responses, with a clear approval step so tone stays consistent and nothing confidential slips through.
Speed shows you care, but a rushed reply written in frustration does more harm than a calm one written a day later. Build a simple routine: check new reviews weekly, draft, review, post.
A simple response workflow
- Monitor: turn on review alerts in your free Glassdoor employer account.
- Triage: decide whether the review breaks Glassdoor’s rules. If so, report it first.
- Draft: use the four-part formula and one specific change.
- Approve: a second person checks tone, accuracy and confidentiality.
- Post and log: keep a record of themes, so you can fix the real issues behind them.
Short on time? We can draft your responses for you at a fixed price. See pricing.
Step by step
How to post a response on Glassdoor
Quick answer
Claim or sign in to your free Glassdoor employer account, open your reviews, choose the review, write your reply and submit it. Glassdoor may check responses against its guidelines before they appear, so keep replies polite and free of personal details.
Glassdoor’s exact menus change from time to time, so follow the current steps in the Glassdoor Help Center if anything looks different.
- Claim your employer account. It is free and lets you manage your company profile and replies.
- Turn on review notifications. So you see new reviews quickly.
- Read the full review twice. Note what is fair, what is wrong and whether it breaks any rules.
- Report first if needed. Flag reviews that name non-executive staff, share private details or look inauthentic.
- Draft offline. Write in a document, using the four-part formula.
- Get a second opinion. Someone calm and senior should check tone and accuracy.
- Post your reply. Paste it into the response box under the review and submit.
- Log the theme. Record what the review was about, so you can spot patterns.
Before you post
The 10-point check for every response
Quick answer
Before posting, check that your reply thanks the reviewer, stays calm, mentions no names or private details, includes one true change, invites a private conversation and would make sense to a candidate reading it a year from now.
Print this list, or keep it beside whoever writes your replies. It takes one minute and prevents most of the mistakes we see.
- Does it start by thanking the reviewer?
- Is it free of blame, sarcasm and the word “untrue”?
- Does it avoid naming anyone, including the reviewer?
- Does it avoid pay, performance or disciplinary details?
- Does it mention one specific, real change?
- Is every claim in it true and provable?
- Does it invite a private conversation?
- Is it different from your last few replies?
- Is it five sentences or fewer?
- Would a candidate reading it next year feel reassured?
Fix the cause
Turn reviews into real workplace change
Quick answer
Group reviews by theme every quarter, pick the issue that comes up most, agree one change with a named owner and a date, and tell your team about it. Real improvements give your future responses something true and specific to say.
The strongest response to a negative review is a better workplace. Reviews are free, honest feedback from people who no longer need to be polite, and they often say what current staff will not.
A quarterly review routine
- Tag every review by theme: management, pay, workload, culture, hiring, progression.
- Count the themes. One complaint is an opinion. Five is a pattern.
- Compare with internal data such as exit interviews and staff surveys.
- Agree one change with an owner and a deadline.
- Tell your team what you heard and what you are doing about it.
- Measure whether new reviews mention the issue less over the following months.
Measure it
How to tell if your responses are working
Quick answer
Track your response rate, how quickly you reply, whether the same complaint keeps appearing, your average rating over time and what candidates say about your reviews in interviews. Improvement is usually gradual over months, not days.
Responses are not a quick fix for a rating. They are a long-term signal of how your company behaves. The best measure is whether candidates feel more confident about joining you.
Five numbers worth tracking
- Response rate: the share of reviews with a reply. Aim for all of them.
- Response time: days between a review and your reply.
- Repeat themes: how often the same complaint appears each quarter.
- Rating trend: your average over the last twelve months, not all time.
- Candidate feedback: ask new hires what they read before applying.
When it spreads
What if a negative review goes viral or reaches the press?
Quick answer
Treat it as a communications issue, not just a review. Agree one holding statement, reply once on Glassdoor in calm terms, brief your own team before they read about it elsewhere, and avoid commenting in multiple places. If journalists call, respond through one named spokesperson.
Most reviews are read quietly by a few hundred people. Occasionally one is screenshotted, shared on social media or picked up by a journalist. When that happens, the way you respond is seen by far more people than the original review ever was.
Speed matters, but consistency matters more. Several different replies from different managers can create a second story about a company in disarray.
Your first 48 hours
- Gather the facts quietly and confidentially before saying anything.
- Agree one message with leadership, HR and, where needed, legal advice.
- Tell your own people first, so they hear it from you.
- Reply once on Glassdoor with a calm acknowledgement and a clear next step.
- Prepare a short media statement and choose one spokesperson.
- Do not delete or hide anything you have posted. It looks like a cover-up.
Our crisis PR team can help you through it.
AI search
Do Glassdoor reviews affect what AI says about your company?
Quick answer
They can. When candidates ask ChatGPT, Gemini or Google’s AI features what it is like to work somewhere, the answers are built from sources the AI can find, and review sites are often among them. Calm, specific employer responses and strong, accurate coverage about your workplace give AI tools a more balanced picture to draw on.
Nobody can edit an AI answer directly. What you can influence is the material it reads: your responses, your careers page, and independent articles about your culture, people and growth.
Our online reputation management services include checking what AI tools say about your company and building the coverage that helps correct the picture.
What is it like to work at this company?
Reviews mention concerns about workload in 2024, but the company has responded publicly, explaining it has added new roles and introduced regular one-to-ones. Recent coverage highlights its training programme.
Illustrative example. Real answers vary by tool and over time.
Other review sites
Does the same approach work on Indeed and Google?
Quick answer
Yes. What you learn about how to respond to negative Glassdoor reviews applies elsewhere: the four-part formula works on any review platform where you can reply publicly. What changes is the audience: Glassdoor and Indeed reviews are read mainly by candidates, while Google reviews are read mainly by customers. Adjust the specific change you mention to suit who is reading.
| Platform | Who mainly reads it | What your reply should reassure them about | Our guide |
|---|---|---|---|
| Glassdoor | Candidates and employees | How you treat people and act on feedback | Remove Glassdoor reviews |
| Indeed | Job seekers, often at the moment of applying | Fair hiring, pay and working conditions | Remove Indeed reviews |
| Google reviews | Customers and local searchers | Service, quality and how you fix mistakes | Reputation management |
Each platform has its own rules on what can be removed. Check the relevant guide before you report or reply.
Around the reviews
Make the rest of your employer profile work harder
Quick answer
Reviews are only part of what candidates see. Keep your company description, photos, benefits and careers information up to date, so a visitor finds a full, current picture of your workplace alongside the reviews and your responses.
An empty or outdated profile makes a negative review look even louder. A complete profile shows candidates the everyday reality of working with you: the people, the office, the benefits and what you stand for.
Quick wins for your profile
- A clear, honest company description written for candidates
- Recent photos of your real team and workplace
- An accurate, current list of benefits
- Links to your careers page and open roles
- Updates when something important changes, such as a new office or policy
Then look beyond Glassdoor. Independent articles about your culture and leaders help when candidates search your company name, and give AI tools accurate sources to draw on.
By sectorRetail & hospitality Technology Professional services Healthcare & care Financial services Start-ups & scale-ups
Responding to employer reviews in your industry
Quick answer
The formula stays the same, but the themes change. Retail and hospitality reviews often focus on shifts and pay, tech on leadership and layoffs, and professional services on hours and progression. Tailor the specific change you mention to what your sector’s candidates care about most.
Rotas, breaks and pay rates. Mention clear scheduling and fair notice of shifts.
Layoffs, leadership and remote work. Be open about what changed and why.
Long hours and progression. Point to published career paths and support.
Staffing levels and stress. Show how you support wellbeing and safe staffing.
Targets and culture. Explain how performance is measured fairly.
Chaos and changing priorities. Acknowledge growing pains and show new structure.
Action plan
A 30-day plan to turn your Glassdoor page around
Quick answer
In week one, claim your free employer account and report reviews that break the rules. In week two, reply to every recent review. In week three, fix one real issue raised repeatedly. In week four, update your profile and share accurate stories about your workplace.
| Week | What to do | Why it matters |
|---|---|---|
| Week 1 | Claim your free employer account, turn on alerts, read every review and report any that break Glassdoor’s rules | Rule-breaking reviews can be removed before you invest time in replies |
| Week 2 | Reply to all reviews from the last six to twelve months, newest first | Candidates read recent reviews most |
| Week 3 | Pick the most repeated complaint and make one visible change | Real change gives future replies something true to say |
| Week 4 | Update your company profile, photos and benefits, and publish stories about your people | Balanced information helps candidates and AI tools alike |
| Ongoing | Check weekly, reply within days and review themes every quarter | Consistency is what candidates notice |
GlossaryEmployer response Employer account Community Guidelines Flagging Employer brand Review cadence
Glassdoor terms, explained simply
The public reply a company posts under a review. Glassdoor says it is the only comment published on a review.
The free account that lets a company respond to reviews and update its profile.
Glassdoor’s rules for reviews. Reviews that break them can be reported.
Reporting a review to Glassdoor for possible rule breaks, such as naming non-executive staff.
How people see your company as a place to work.
How regularly new reviews appear. A steady flow looks more natural than sudden spikes.
Beyond Glassdoor
Balance the story with coverage in trusted publications
Quick answer
Responses help on Glassdoor itself. To change what candidates find when they search your company name, add independent articles about your culture, leaders and growth. We place them in named publications, with DA and DR shown before you order.
The IndependentDA 94 / DR 91
Business InsiderDA 94 / DR 92
Evening StandardDA 93 / DR 89
The TimesDA 92 / DR 91
Entrepreneur (UK)DA 92 / DR 91
IB Times UKDA 90 / DR 82
New StatesmanDA 83 / DR 84
London Loves BusinessDA 59 / DR 72
DA (Moz) and DR (Ahrefs) are third-party estimates that change over time. Labels and link types are set by each publication, and we confirm availability before you order.
Why United Press
Help that goes beyond a well-written reply
Responding well is the first step. If reviews break Glassdoor’s rules, we prepare evidence-based removal requests. If your search results need balance, we place accurate stories in respected publications. Everything is priced before we start.
We have worked in PR since 2001, from Brook’s Mews, Bond Street, London, with clients across the UK and from every country.
Related guides
- Remove Glassdoor reviews: when and how reviews can be taken down
- Fake Glassdoor reviews: signs and how to report them
- Glassdoor review naming me: help for individuals
- Remove Indeed reviews: the same problem on Indeed
- Crisis PR: when a story is spreading fast
Clear pricing
How much does help with Glassdoor reviews cost?
Quick answer
At United Press the review audit is free. Response drafting and removal requests are priced per review before we start. Removal is paid upfront with a full refund for any review we do not remove, and articles in publications are a fixed price per publication, live within 14 days of approval or 100% refunded.
Review audit
FreeWe read your Glassdoor page and tell you which reviews may break the rules and how to respond to the rest.
- Honest assessment
- No obligation
Responses & removal
Fixed price per reviewCalm, tailored responses written for you, and evidence-based removal requests for reviews that break the rules.
- Prepaid, with a full refund if not removed
- You approve every reply
Positive coverage
Fixed price per publicationAccurate stories about your workplace in named publications, with DA and DR shown before you order.
- Live within 14 days of approval
- 100% refund if not published
Questions people ask
How to respond to negative Glassdoor reviews: FAQs
How do you respond to a negative Glassdoor review?
Thank the reviewer, acknowledge the concern without arguing, explain one specific change or action, and invite them to continue the conversation privately. Keep it to four or five calm sentences and never name individuals.
Should employers respond to Glassdoor reviews?
Yes, in most cases. Glassdoor recommends that employers reply to both positive and negative reviews, and says users tend to view employers more favourably when they respond calmly and thoughtfully.
Is it free to respond to Glassdoor reviews?
Yes. Employers can respond through a free Glassdoor employer account.
Can other people comment on my response?
No. Glassdoor says the employer response is the only comment published on a review, which is why it is so important to get it right.
How long should a Glassdoor response be?
Short. Four or five sentences is usually enough. Long replies tend to look defensive and are less likely to be read in full.
Should I respond to a review I think is fake?
Report it to Glassdoor first, with any evidence that it breaks the rules. If it stays up, reply calmly for the benefit of future readers, without accusing the reviewer of lying.
What if a review names one of my managers?
Glassdoor’s guidelines generally do not allow negative comments about identifiable employees who are not senior executives. Report the review, and do not repeat the name in any reply.
Can I find out who wrote a Glassdoor review?
Glassdoor protects reviewer anonymity and does not reveal authors to employers. Trying to identify them usually causes more harm than the review itself.
Should I respond to positive reviews too?
Yes. Thanking people for positive reviews shows you read all feedback, not just the bad, and gives candidates a fuller picture.
Can I ask employees to leave positive reviews?
You can encourage honest feedback in general, but offering rewards or pressuring staff breaks Glassdoor’s rules, and incentivised or coerced reviews can be removed.
Can United Press write our Glassdoor responses?
Yes. We draft tailored responses for you to approve and post, at a fixed price per review, and we prepare removal requests for reviews that break Glassdoor’s rules.
How quickly should I respond to a Glassdoor review?
Within a few working days is a good target. A quick reply shows you are listening, but a calm reply written the next day is better than an angry one written in minutes.
Should I use the same response for every review?
No. Identical replies look automated. Keep the same calm tone, but tailor each response to what the reviewer actually said.
Can responding to a review get it removed?
No. A response does not remove a review. Reviews are only removed if they break Glassdoor’s rules, which is why it is worth checking and reporting first.
Who should sign Glassdoor responses?
Many companies reply as the company or the people team. Some have a senior leader sign replies for a personal touch. Whatever you choose, keep it consistent and approved.
Is this legal advice?
No. We are a PR and reputation agency, not a law firm. If a review may be defamatory or relates to a legal dispute, speak to a solicitor before responding.
Your people, your story
One review is not your whole story. Your response can show the rest.
It is hard to read criticism of something you have worked so hard to build. But the people reading that review are not judging the reviewer. They are judging you, by how you answer.
A calm, honest reply can turn a moment of doubt into a reason to apply.
Tell us about your Glassdoor page on the short form below. We will send a free, honest audit of what can be removed, how to respond to the rest, and what it would cost.
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