Start your journey with us

1989 

🌱 Our journey begins with three mates weeding and mowing local parks

What started as a small operation with a shared passion for the outdoors laid the foundation for a business committed to creating greener futures.

1990s

🚧 Road projects opened new opportunities

We diversified beyond weeding and mowing into civil and infrastructure landscaping, steadily growing our expertise and reputation for reliable delivery.

1999

🌳 Established our first nursery at Brimbank Park, Victoria

This milestone marked the start of our vertically integrated approach—growing our own plants to ensure quality and supply chain reliability.

2000

♻️ Acquired the Mossrock™ Mulch business

Enabling us to produce and supply our own premium mulch while supporting sustainable timber recycling.

2007

🚦 Secured the Victoria Eastlink Project

Delivering one of Victoria’s largest road infrastructure landscaping projects propelled us into major civil landscaping and demonstrated our ability to handle large-scale, complex works.

2008-2012

📈 Rapid growth saw us expand to 100+ employees

Our Landscaping division successfully entered South Australia, establishing a local team and footprint to service major infrastructure projects.

2015

💧 Acquired the Aquaseeding business

Strengthening our hydroseeding and hydromulching capabilities with specialist expertise in large-scale erosion control and revegetation.

2016

🚛 Acquired the WeBlow business and expanded Landscaping into NSW

Introducing our material placement fleet—including blower and slinger trucks—for safer, faster, and more efficient installations.

2018

🔗 Merged our companies and rebranded as ecoDynamics Group

Uniting Landscaping, Mulch, Nursery, and Services divisions under one cohesive brand and vision.

2021

🌍 Submitted our B Corp Certification application

Ccommitting to verified standards of social and environmental performance, accountability, and transparency.

2023

💚 Our nursery was officially set up as a social enterprise

Donating 50% of profits to urban greening initiatives—tangibly reinvesting in the communities we serve.

2024

✅ On 1 October, ecoDynamics became B Corp Certified

Cementing our role as a purpose-driven business dedicated to balancing profit with positive impact.

2025

🔄 Mulch and Services divisions will merge into one streamlined business unit

Creating an even more integrated and efficient service offering for our clients across South Eastern Australia.

When ecoDynamics became B Corp Certified, we signed the B Corp Declaration of Interdependence — a shared commitment that connects us to a global community of businesses working for a better world.

By signing, we’ve pledged to:
🌱 Consider the impact of every decision on our employees, customers, suppliers, community, and the environment.
🌱 Act with integrity and responsibility in every area of our business.
🌱 Use our business as a force for good — balancing profit with purpose.
🌱 Work together with other B Corps to drive positive change for people and the planet.

It’s more than a signature — it’s our promise to create lasting value, not just for shareholders, but for everyone and everything our work touches.

For ecoDynamics, the Declaration is a daily reminder that every project we deliver, every partnership we build, and every decision we make is part of something bigger — shaping greener futures for generations to come.

Since 2018, the Grassroots Impact Program has been our way of putting purpose into practice. We invest profits, resources, and skills into projects that restore environments, strengthen communities, and create lasting positive change.

Guided by our B Corp Certification, we focus on actions that deliver real results — from planting trees and improving biodiversity to supporting local initiatives that make life greener, healthier, and more connected.

Every report tells the story of how we’ve worked together — with our people, partners, and customers — to grow a better future.

The UN SDGs are a global call to action to end poverty and inequality, protect the planet, and ensure health, justice, and prosperity for all.

Through our work, we build greener, more resilient communities, reduce waste through circular practices, and take meaningful climate action using nature-based solutions – all part of our commitment to a more sustainable and equitable future.

We align with key UN SDGs by:

• Supporting health and wellbeing in our workplaces and communities (SDG 3)
• Promoting gender equality and inclusive leadership (SDG 5)
• Creating safe, fair, and regionally supportive employment (SDG 8)
• Building greener, more resilient places to live and work (SDG 11)
• Reducing waste through circular practices and recycled materials (SDG 12)
• Taking climate action with nature-based, low-impact solutions (SDG 13)
• Restoring landscapes and biodiversity through native vegetation and soil health (SDG 15).

Together, we’re not just building greener futures – we’re proving that business can be a force for good.

Our B Corp Certification isn’t just a badge—it’s something we live and breathe every day at ecoDynamics.

B Corp Certification means we meet the highest verified standards of social and environmental performance, transparency, and accountability.

It’s about balancing purpose and profit—and proving that we’re doing good for our people, our communities, our customers, and the planet.

It’s also not a one-and-done achievement. We need to keep improving every year to maintain our certification. That’s why this crew exists—to help bring those improvements to life.

If you’re wanting more information about what B Corp is please check out our FAQs.

Payroll runs weekly or fortnightly, depending on your business unit and employment agreement. Each pay cycle goes from Monday to Sunday, with pay processed the following Monday.

Your contract will outline whether you’re on weekly or fortnightly pay, and your pay will usually land in your account between Monday and Wednesday – the exact day depends on your bank.

💡 Reminder: Everyone plays a part in getting paid on time. Whether it’s filling in your timesheet or approving someone else’s, timely pay relies on all of us doing our bit!

All payments are made electronically to your nominated bank account. Tax is deducted automatically under ATO rules, and your superannuation is paid monthly to the fund you’ve chosen. If you’ve set up any salary sacrifice arrangements, those are processed at the same time as your usual pay.

Need to update your payroll information?
If your bank details change or you’re closing an account, send an email to our Payroll Officer at [email protected]

And be sure to:

• Use the Change of Details Form
• Let us know before the change needs to take effect
• CC the HR team at [email protected] for our records.

Got questions? Don’t hesitate to reach out – we’re here to help!

We operate across Victoria, New South Wales, and South Australia, supporting our clients and growing greener communities. We know that everyone’s work and life look different, so we offer a range of flexible working options to help you balance it all – whether you’re in the office, out in the field, or somewhere in between.

Office staff and field crews naturally work different hours depending on their roles. Your specific hours and flexibility options will be agreed with your manager as part of your employment terms. We encourage open conversations to help find a schedule that works for you and the business.

Whether it’s remote work, flexible start times, or customised rosters, our goal is to support you in doing your best work – while still having time for the things that matter outside of work. We believe that a healthy work-life balance leads to happier teams and better outcomes for everyone.

What you need to know

• Start/finish times may change with the seasons – your manager will always give you notice.
• Saturday work or overtime may be required when needed
• Your manager will work with you to agree on your standard hours and break times.
• For salaried team members, the standard is 38 hours per week (7.6 hours a day, Monday-Friday), with flexibility for up to 43 hours if needed to get the job done.
• We take a common-sense approach to hours—work hard, work smart, and go home safe.

Running late or needing time off? Let us know!
Life happens – and we get it. If you’re going to be late or away from work due to illness, injury, or any other reason, please let your supervisor know as soon as possible, ideally before your normal start time.

If you can’t call yourself, try to have someone get in touch on your behalf. Once you’ve checked in, make sure to keep your manager updated on how you’re doing and when you expect to return.

Whenever you can, we ask that medical, dental, or personal appointments be booked outside of work hours – but if that’s not possible, just chat with your manager so it can be worked around.

It’s all about keeping the lines of communication open and making sure your team can plan any changes.

We’ll reimburse you for any pre-approved work expenses – if you provide a receipt or proof of payment and a clear reason for the cost. To get reimbursed, you’ll need to:

• Fill out the Expense Reimbursement Form
• Attach receipts or supporting documents
• Submit for your manager’s approval.

If you’re travelling for work (outside your normal routine), your manager will plan and approve it ahead of time. We’ll cover reasonable travel costs – just make sure to:

• Use the right form
• Get your manager’s signature
• Include all required documentation.

For flights, we generally book economy class with the airline chosen by ecoDynamics – this helps us stay fair and consistent across the business. If you’re ever unsure, check in with your manager first to make sure the expenses are covered.

If you’re based in one of our open-planned offices, we ask that you keep your workstation clean and tidy, especially at the end of each day. That means:

• Clearing your desk
• Putting away any items that don’t need to be out
• Keeping paper files to a minimum – use shared drives for digital storage
• If you don’t have a lockable office, please don’t leave your laptop on your desk overnight.

You’ll be given a building access key to get in and out of the premises. It’s your responsibility to:

• Keep that key safe
• Let your manager know straight away if it’s lost
• Lock up sensitive documents and personal belongings.
• Please remember personal items aren’t covered by ecoDynamics’ insurance, so secure anything valuable.

Your login and password give you access to company systems – don’t share them and never move files to USBs or send data outside the business without permission.

These are shared spaces, so let’s all do our bit to keep them clean and respectful:

• Wash your dishes or load them into the dishwasher
• Clean up after yourself
• Spot an issue? Let your manager know so it can be sorted quickly.

Together, we can keep our work environment safe, clean, and enjoyable for everyone.

Let’s be smart with how we print – every little bit helps!

• Use double-sided printing to save paper
• Only print what’s necessary and pick up your documents promptly
• Limit colour printing to when it’s really needed
• Always check the printer is stocked with paper when you’re done.

Your personal bin is for non-recyclables like:

• Soft plastics
• Pens
• Food scraps (use discretion)
• Small bits of non-recyclable packaging.
• No liquids, please – they can leak and damage the bin or surrounding area.

Use the recycling bins for:

• Paper and cardboard ONLY
• Make sure it doesn’t contain company, client, or confidential info
• No general waste should go into recycling.

If it’s sensitive, confidential, or internal, it must be shredded or placed in the secure disposal bin. This includes:

• Company or customer information
• Forms or internal documents
• Payroll or policy details
• Contracts, terms and conditions.

We all work differently – some people need quiet; some thrive on a bit of buzz. Here’s how we keep it balanced:

• Avoid shouting across the office or worksite
• Be mindful if someone’s deep at work or in a meeting
• Take phone calls quietly, and use headphones if listening to music
• Respect shared spaces and each other’s focus time.

Office-based employees are expoected to dress in business casual during work hours. Office employees can be provided with branded polo shirts and dress shirts (these are optional). If you’re not wearing our branded tops, office-based employees must dress in a neat and well-presented manner.

If participating in client meetings, employees are rquired to wear our branded shirts/jackets paired with full length pants or skirt. Management reserves the right to request emploees to wear ecoDynamics uniform on specific occasions, such as seminars or conferences where they represent ecoDynamics.

When entering yards/warehouses/workshops, office employees should wear a high visibility safety vest and safety gear provided by ecoDynamics.

For the safety of our team, it’s essential that all projct managers, supervisors, plant operators, workshop personnel, yard workers, nursery staff, field employees, and drivers wear high-visibility uniforms when working outside the office. Employees must also wear long-sleeved tops, long pants and sturdy, lace-up, steel-toe boots when working in the field or workshops.

ecoDynamics will supply:

• branded jackets, hats and beanies
• a range of approved high-visibility gear such as reflective shirts and jackets.

Employees will be reimbursed for:

• a pair of work pants (up to $80 per annum)
• a pair of steel-toe boots (up to $190 per annum).

Uniform items must be worn to keep employees safe and enable us to present professionally and consistently as a team. Wearing the correct uniform is a requirement of your employment and a crucial part of our commitment to keeping everyone safe at work.

Employees should not wear clothing that is in disrepair, inappropriate or unsuitable for work. Tracksuits, activewear clothing, thongs or open-toes shoes are not permitted.

Employees will be supplied with uniform when they commence their employment. Uniforms may need to be ordered in and employees should dress as instructed by management or until a uniform is provided.

Replacement uniforms will be given to employess when required at management’s discretion.

When an employee leaves the company, they are required to give all supplied uniforms back.

Employees are responsible for maintaining all clothing worrn, including uniform, and keeping it clean and presentable.

ecoDynamics encourages all incidents and near misses to be reported so we can identify hazards, assess risks and implement controls.

If you or someone else is injured:

1. Provide medical attention. Contact one of ecoDynamics’ first aiders or call an ambulance if required. First aiders are posted at site level.
2. Report the incident/injury/near miss to your manager by completing an Incident Report Form. Access the Incident Report Form from Deep Space (formerly Code Safe).
3. HSEQ Manager will oversee the Register of Injuries, Incidents and Near Misses and report to Business Unit Managers.
4. ecoDynamics will conduct an investigation and implement corrective actions as needed.

The ecoDynamics Return to Work (RTW) process is designed to support employees recovering from work-related injuries or illnesses, ensuring that a safe, early, and sustainable return can be made by the worker.

Aligned with Australian WHS and Workers Compensation legislation, the process is guided by our professional partners, Occorp and NB&A Group, who provide expert advice and care coordination.

Employees are encouraged to report injuries promptly, enabling early medical assessment, proper documentation via the reporting mechanisms in place, and timely insurer notification. A dedicated RTW Coordinator collaborates with the employee, health professionals, and workplace representatives in the development of a tailored RTW Plan, including suitable duties, adjusted hours, medical restrictions, and recovery milestones.

ecoDynamics aims to provide meaningful and safe work wherever possible. The RTW Plan is regularly monitored and adjusted, maintaining open and transparent communication with all parties involved, while protecting employee privacy and wellbeing. ecoDynamics is committed to ensure that workers are supported throughout the recovery process.

👉 View our return to work procedure

At ecoDynamics, we are committed to maintaining a smoke-free workplace. Smoking on company property, including inside offices, or any worksite, including client sites, is strictly prohibited.

Employees are only permitted to smoke in designated smoking areas during their designated morning break and lunch break.

Failure to comply with this policy may result in disciplinary action.

ecoDynamics is committed to creating and maintaining a safe, healthy, and productive workplace for all its employees.

It is essential that all employees are fit and capable of performing their assigned duties safely, competently, and free from the effects of alcohol, illicit substances, and prescribed medications.

ecoDynamics has a legal responsibility to provide a safe, healthy and supportive workplace. This includes managing physical and psychosocial risks, offering the right training, and making sure that you have the information, and support needed for you to work safely.

Our approach is simple: safety and wellbeing come first. We focus on open communication, clear expectations, and early support if issues arise. You’ll be introduced to our systems, key contacts and processes so you know where to go for guidance.

We encourage you; to ask questions, speak up about any concerns, and actively participate in maintaining a safe workplace. Together, we can create a positive environment where everyone feels valued, protected and able to do their best work.

👉 View ecoDynamics’ Psychosocial Risk Management Plan

Each full-time and part-time employee is entitled to annual leave (pro-rata for part-time). Leave entitlements are calculated from the date you start work and accrue in accordance with workplace relations legislation or industrial instruments.

Applications for annual leave need to be lodged a minimum of six (6) weeks in advance.

An employee is expected to take accrued annual leave for business close periods. If insufficient leave is accrued, ecoDynamics may direct an employee to take unpaid leave.

Each full-time and part-time employee is entitled to personal leave (10 days per annum full-time | pro-rata for part-time).

Personal leave can be taken as sick leave (personal illness) or carers leave (caring for a family member).

Please notify your manager as soon as possible if unable to attend work due to illness or injury.

Management, at its discretion, may request evidence such as a medical certificate showing that you were titled to take personal leave during the relevant period.

Each full time and part-time employee is entitled to a period of two (2) days paid compassionate leave for each occasion where a family member has died, or the employee needs to spend time with a seriously ill family member.

Compassionate leave is paid leave taken by an employee to spend time with a family member/member of the employee’s household, who has a personal illness, or injury, that poses a serious threat to his/her life, or after the death of a family member/member of the employees’ household.

Employees are entitled to long service leave in line with Victorian long service leave laws, SA long service leave laws and NSW long service leave laws (or per a relevant Award or Agreement).

Employees (including a de facto or same sex partner, or single person) who are expecting a child or adopting a child are eligible for 52 weeks of unpaid parental leave if they are:

• permanent full-time or part-time with at least 12 months’ service prior to the expected date of birth or adoption placement
• casual with 12 months regular and systemic service who have a reasonable expectation of continuing regular and systematic work.

Both employees of an employee couple may take leave at the same time for a maximum period of eight (8) weeks.

This leave must be taken within 12 months of the birth or adoption of a child. The concurrent leave may be taken in separate periods. Each period must be no shorter than two (2) weeks unless the employer agrees.

You may be eligible to apply for the Federal Government’s Parental Leave Pay. If eligible, your family could receive a weekly payment for a set period of weeks depending on the year the baby is born.

In some cases, ecoDynamics will pay the Federal Parental Leave Pay to you, in some cases the government will pay you. It is your responsibility to check your entitlement and apply for this payment with the Department of Human Services.

To further support our employees, if you are eligible for Parental Leave Pay, ecoDynamics will top-up your pay (up to the maximum outlined in the table below) for two weeks of your Parental Leave Pay, helping you to receive your average full pay (based on the past 12 months’ earnings).

This applies to both primary and secondary carers and includes permanent employees as well as long-term casuals.

Tenure and top up to max per week

• 12+ months – $1,000
• 2-5 years – $1,500
• 5+ years – $2,000

Our aim is to ensure you can focus on your growing family while maintaining financial peace of mind.

An employee wishing to take unpaid parental leave must provide written notice at least 10 weeks before starting the leave (or as soon as is practicable) including the intended leave start and end dates.

Leave dates or any changes of dates must be confirmed at least four weeks before the leave starts.

Your manager will confirm the leave and any affected entitlements such as continuous service in writing.

ecoDynamics will grant time in lieu to an employee who is required to work outside their normal hours/contractual hours.

Time worked towards time in lieu must be approved in advance unless exceptional circumstances exist, in which case management will consider granting approval after the time is worked.

Time in lieu will be added to the employee’s TOIL. ecoDynamics will record time-in-lieu credits and debits.

Generally, employees should take time in lieu in the same financial year within which they accrue it.

A manager must approve time-in-lieu leave. An employee cannot accrue more than 20 hours of time in lieu.

Management has the discretion to approve leave without pay that an employee is not otherwise entitled to.

An employee is entitled to paid leave for jury duty in accordance with legislation.

An employee on jury service should supply the official request to attend, the details of attendance and the amount the court has paid them.

ecoDynamics will reimburse the employee the difference between this amount and their base salary.

If an employee is absent because of jury service of more than 10 days in total, the employer is only required to pay the employee for the first 10 days of absence.

If an employee needs to take temporary absence from work because of voluntary emergency management activities (eg. as a volunteer dealing with an emergency or natural disaster as a member of SES, CFA or Army Reserve) then they should ask management for leave as soon as possible after they become aware of the need to take leave.

ecoDynamics will support such activities wherever possible as an important community service. ecoDynamics may require evidence of these activities at its discretion.

ecoDynamics encourages employees to inform their manager of their pregnancy as soon as possible and let them know if they experience any changes to their work capacity during the pregnancy.

If a pregnant employee wishes to continue working in the last six weeks of her pregnancy, they may be requested to provide a medical certificate confirming they are fit to work.

The employee on parental leave has the right to return to the job they held prior to going on leave.

You must confirm your return to work no less than four (4) weeks’ prior to their return date.

At ecoDynamics, performance improvement isn’t about blame or pressure — it’s about growth, support, and collaboration. We see it as an opportunity to help every team member reach their potential and succeed in their role.

We treat every situation with dignity, respect, and transparency. If things aren’t going to plan, we talk early and openly to understand what’s happening and how we can help.

You’ll always know:

• What’s expected of you
• Where support is available
• What the next steps are.

If improvement is needed, we’ll work together to create a clear plan with:

• Realistic goals
• Regular check-ins and feedback
• Access to the right tools, training, and support
• The option to have a support person present.

Our approach follows the Fair Work: Managing Underperformance framework and the WorkSafe Psychological Safety Guidelines across Victoria, NSW, and SA. This ensures fair, transparent processes that balance both performance and wellbeing.

There are no surprises or “set-ups” — just a genuine commitment to helping you grow, learn, and thrive.

At the heart of it, we want every ecoDynamics team member to feel safe, valued, and supported to do their best work, every day.

At ecoDynamics, we’re committed to maintaining a safe, respectful, and fair workplace where everyone upholds our values and complies with our policies.

When behaviour or conduct falls short — such as safety breaches, harassment, dishonesty, or other forms of serious misconduct — we take the matter seriously and address it in a fair, consistent, and transparent way.

If an issue arises, you can expect that:

• You’ll be clearly informed about the concern or allegation.
• You’ll have the opportunity to respond and may bring a support person if you wish.
• A fair and thorough investigation will take place before any decisions are made.
• We’ll consider all the facts and respond appropriately — which may include coaching, formal warnings, or, in serious cases, termination of employment.

ecoDynamics follows the principles of Fair Work and Work Health & Safety (WHS) legislation across Victoria, New South Wales, and South Australia. This ensures that every action we take is grounded in due process, respect for individual rights, and our shared responsibility to maintain a safe and inclusive workplace.

At the core, our goal is not just to correct behaviour — it’s to uphold trust, safety, and respect across every part of our business.

ecoDynamics will comply with all local, state, and federal laws and regulations on:

• Disposing of hazardous waste (including EPA’s list of prescribed industrial waste), trade waste (ie. waste added to the sewer) and wastewater
• Safe handling, storage and transport of hazardous waste and dangerous goods
• Noise
• Land use
• Air pollution and carbon emissions.

ecoDynamics will set targets each year to increase energy and water efficiency and seek opportunities for reducing and recycling waste. To do this we will:

GERNERAL

• Investigate ways to reduce consumption or recycle waste
• Publish quarterly energy and water use on the staff notice board including savings made, and report on greenhouse gas emissions
• Give preference to maintenance and other contractors using green products.

ENERGY

• Buy electrical and lighting systems rated as energy efficient
• Use accredited Greenpower, either in part or whole.

WATER

• Buy appliances rated as water efficient
• Buy plumbing devices (eg. taps) with built-in flow restrictors in kitchen and washing up areas or add these to existing fittings.

WASTE

• Look for opportunities to improve waste management. Visit the following website for more information:
  • Sustainability Victoria
  • NSW Climate and Environmental Strategies and Frameworks 
  • SA Sustainability Bond Framework