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Employers are prohibited from offering incentives, trading content submissions, or coercing employees to submit content to Glassdoor. The terms define coercion to include requesting proof from employees that they submitted content, regardless of whether the content itself is disclosed. Glassdoor states it will remove content it believes was compensated.
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 establishes specific prohibitions on employer conduct with respect to user-generated reviews and content, including a definition of coercion that encompasses proof-of-submission requests. Glassdoor reserves unilateral authority to remove content it believes was compensated, without specifying the standard of evidence applied.
The updated terms identify Indeed, Inc. as the legal entity responsible for Glassdoor services, which affects where legal claims or notices must be directed. The terms now provide detailed procedures for copyright infringement claims under the DMCA, requiring claimants to submit specific information and contact an Indeed copyright department address. Users can opt out of the mandatory arbitration agreement by submitting a signed notice to the registered agent at the specified California address, though opting out does not affect other terms or previous arbitration agreements. The removal of the April 20, 2026 deadline for legacy login transition means that date-specific enforcement pressure has been eliminated, though the terms continue to authorize Indeed account login requirements.
View change record →The agreement prohibits employers from incentivizing, trading, or coercing employee content submissions, and defines coercion to include requests for proof of submission. Glassdoor states it will remove content it believes was compensated, which may affect the visibility of reviews submitted under circumstances Glassdoor determines to be improper.
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"You may not offer incentives in exchange for Content related to any company. You may not trade Content submissions with other employers. We will remove Content where we believe that users were compensated to submit Content. You may not coerce employees to submit Content. Coercion includes asking employees to provide proof to an employer that they submitted Content whether or not that proof includes the contents of the Content itself.Excerpt from Glassdoor's Terms of Use
(1) REGULATORY LANDSCAPE: This provision engages FTC endorsement and testimonial guidelines, which require disclosure of material connections between reviewers and the entities being reviewed and prohibit compensated reviews without disclosure. The National Labor Relations Act may be relevant where employer conduct toward employees regarding review submissions affects protected concerted activity. State consumer protection statutes may also apply to deceptive review practices. (2) GOVERNANCE EXPOSURE: Medium. Employers who request proof of submission from employees, even without requesting the content itself, are defined as engaging in prohibited coercion under these terms, which could result in account suspension or content removal. The unilateral removal standard, based on Glassdoor's belief that compensation occurred, creates operational uncertainty for employers regarding which reviews may be removed. (3) JURISDICTION FLAGS: U.S. employers are subject to FTC guidelines on compensated endorsements and NLRA protections for employee concerted activity. EU employers should be aware of the Platform-to-Business Regulation and DSA provisions regarding review authenticity. Multi-national employers should review whether similar obligations apply in each jurisdiction of operation. (4) CONTRACT AND VENDOR IMPLICATIONS: Employer accounts and enterprise customers should review internal HR policies to ensure that performance management, recognition programs, or employer branding initiatives do not constitute incentivization or coercion as defined in these terms. Third-party reputation management vendors retained by employers should also be assessed for compliance with these prohibitions. (5) COMPLIANCE CONSIDERATIONS: HR and legal teams should document policies prohibiting requests for proof of Glassdoor submission from employees. Employer branding programs that encourage voluntary reviews should be reviewed against the incentive prohibition. Escalation procedures for disputed content removal under this provision should be established, given Glassdoor's unilateral removal authority.
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This provision establishes specific prohibitions on employer conduct with respect to user-generated reviews and content, including a definition of coercion that encompasses proof-of-submission requests. Glassdoor reserves unilateral authority to remove content it believes was compensated, without specifying the standard of evidence applied.
The agreement prohibits employers from incentivizing, trading, or coercing employee content submissions, and defines coercion to include requests for proof of submission. Glassdoor states it will remove content it believes was compensated, which may affect the visibility of reviews submitted under circumstances Glassdoor determines to be improper.
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