Each
(65 reviews)
Company Profile
Company overview
Website
Industry
Social & Welfare Services
Specialities
Speech Pathologist, Occupational Therapists, Psychologist, Physiotherapist, Podiatrist, Music Therapists, Art Therapists, Social Workers, General Practitioners, Nurses, Allied Health Assistants, Mental Health Clinicians, Mental Health Nurses, AOD Counsellors, Family Violence Advises, Dental Therapists/Assistants, Oral Health Therapists, Early Years Specialists / ECEI Coordinators, Identified Candidates – ATSI / First Nation, Payroll Specialist, Administration, IT, Early Years Specialists, Support workers
Company size
1,001-5,000
Primary location
Ringwood, Victoria
With services across Australia, we offer diverse and meaningful career opportunities in healthcare, mental health and social support. You could find the perfect role to match your professional experience, working with teams who share your commitment to better care and support.
Our purpose is to deliver health and support services that improve lives and strengthen communities. We’re creating a future where everyone has the power to live well.
Be part of an organisation that measures success by the lives we improve, not just the services we deliver.
Our mission statement
We've grown significantly since 1974 but our purpose remains unchanged - to provide accessible health and social care that improves lives and strengthens communities.
At Each, we’re focused on creating a better future for all Australians – a future where everyone has the power to live well, no matter their situation.
Featured
Awards and accreditations
Excellence in Candidate Experience 2026
Circle Back Employer 2025
Social Consciousness Award 2025
Circle Back Employer 2024
Circle Back Employer 2023
Gallery photos
Reviews overview
2.965 ratings in total
5
22
4
8
3
2
2
10
1
23
75%
48%
What’s it like working at Each?
AI summary of recent reviews
Employees value the supportive and dedicated colleagues at Each, describing a positive, family-like team environment. Staff appreciate the meaningful work supporting vulnerable community members, along with flexible working arrangements that promote work/life balance. Many report opportunities for career advancement and feel supported in their professional development.
However, there are some potential challenges, including varying management approaches and communication styles across the organisation, frequent restructures that can create uncertainty, and limited structured training and onboarding. Frontline staff workload can be demanding, and staff turnover is relatively high in some areas.
However, there are some potential challenges, including varying management approaches and communication styles across the organisation, frequent restructures that can create uncertainty, and limited structured training and onboarding. Frontline staff workload can be demanding, and staff turnover is relatively high in some areas.
Recent reviews
1.0
integrated hub worker
Oct 2026Toowoomba QLD 4350Less than 1 year in the role, former employee
Not the place for a professional.
The good thingsOther staff. Clients.
The challengesManagement are not on the same page and clearly lack giving support to staff. New manager uses assumption and does not associate in a productive way with the "whole" team. Team culture lacking. Weak leadership that instils uncertainty and distrust of many employees, hence, large staff turnovers. Focus on numbers and not the person or what actually matters.
1.0
Headspace
Sep 2026Narre Warren VIC 3805Less than 1 year in the role, former employee
Reactive workplace culture due to entrenched unskilled, top-down leadership.
The good thingsImmense, untapped potential to be the absolute best place to work. The clinical team and grassroots staff are exceptional, dedicated, and capable of true excellence
The challengesOperational Leadership is the definition of entrenched, clinging to outdated and ineffective methods. Completely ill-equipped to be managing a government funded service delivery.
5.0
MHCSS
Jul 2026Box Hill VIC 31284 to 5 years in the role, former employee
Rewarding role in a supportive team before NDIS changes led many of us to move on.
The good thingsBack then, we were like a family. It was a fun, supportive workplace where everyone genuinely looked out for one another. When the NDIS was introduced, our team gradually became separated as many of us moved into NDIS roles. At the time, we were encouraged to take on these positions with very little knowledge or training. Many of us felt it wasn't fair to the community we were supporting if we weren't fully prepared or clear about our roles.
I also remember the managers and team leaders going above and beyond to ensure staff felt supported, valued, and able to do their best. Those were special times. Sadly, I've heard that things have changed over the years, and that the workplace is no longer quite the same.
The challengesI believe workplaces are at their best when leaders genuinely listen to their staff, take ownership of issues, and create an environment where employees feel heard, valued, and supported. Staff should be encouraged to have a voice and contribute ideas without fear of being dismissed.
Managers who trust their employees and empower them to do their jobs foster a more positive and productive workplace. Excessive micromanagement can reduce morale, undermine confidence, and create an unhappy culture, often leading good staff to seek opportunities elsewhere. Treating employees as capable professionals, rather than closely monitoring every task, builds trust, accountability, and engagement, ultimately benefiting both staff and the organisation.
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