This analysis describes what Glassdoor's agreement states, permits, or reserves. It does not constitute a legal determination about enforceability. Regulatory applicability and practical outcomes may vary by jurisdiction, enforcement context, and individual circumstances. Read our methodology
This provision limits fully automated high-stakes decision-making about users, ensuring that decisions with significant legal effects include the possibility of human oversight.
The updated policy grants EU, UK, and Swiss residents explicit rights to request access to their personal data held by Glassdoor in the United States, and to correct, amend, or delete that data. Glassdoor commits to responding to deletion requests within a reasonable timeframe and to obtaining explicit consent before sharing sensitive data with third parties or using data for purposes beyond the original collection. You can exercise these rights by following the instructions in the 'Controlling Your Personal Data' section of the policy.
View change record →The updated privacy policy removes explicit language granting users the right to correct, amend, or delete personal information held by Glassdoor. It also eliminates the documented right to opt-out before data is shared with third parties or used for purposes beyond the original collection. Previously, users could request limits on data use and disclosure; this right is no longer stated in the policy. Instead, the updated terms establish binding arbitration as the mechanism for resolving privacy complaints. Under the revised policy, users who have unresolved privacy concerns may invoke binding arbitration through TrustArc, but they no longer have contractually documented access to data correction, deletion, opt-out, or use-limitation mechanisms.
View change record →A reader is protected from being subject to an algorithmically made decision with significant legal effects that lacks the opportunity for human review.
How other platforms handle this
Request a review of decisions made solely based on automated processing of personal data.
Mailchimp uses a combination of automated and human detection review processes to ensure that Members are complying with our Standard Terms of Use and this Acceptable Use Policy.
We may (but are not obligated to) use automated systems and human reviewers to record, monitor, analyse, modify, disable and, store and review use of our Interactive Features...
Monitoring
Glassdoor has changed this document before.
Receive same-day alerts, structured change summaries, and monitoring for up to 25 platforms.
"We do not use algorithms or profiling to make any decision that would have a significant legal effect on you without the opportunity for human review.— Excerpt from Glassdoor's Glassdoor Privacy Policy
How Meta, TikTok, and Supabase restructured governance language across documents, jurisdictions, and consent frameworks through incremental document updates.
How 10 AI platforms describe the use of user data for model training, improvement, and development, based on archived governance provisions.
Compliance Governance Intelligence
Need to monitor specific governance provisions?
Compliance includes provision-level monitoring, governance timelines, regulatory mapping, and audit-ready analysis.
Built from archived source documents, structured governance mappings, and historical version tracking.
This provision limits fully automated high-stakes decision-making about users, ensuring that decisions with significant legal effects include the possibility of human oversight.
A reader is protected from being subject to an algorithmically made decision with significant legal effects that lacks the opportunity for human review.
ConductAtlas has identified this type of provision across 215 platforms. See the full comparison.
No. ConductAtlas is an independent monitoring service. We are not affiliated with, endorsed by, or sponsored by Glassdoor.