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Bondi Joe Swimwear

Building a transparent, ethical and sustainable supply chain

When we created Bondi Joe it was super important to us that our supply chain was transparent, ethical and sustainable. We wanted to make sure our entire range of men’s swimwear was produced in way that reflects our brand values and commitment to the planet.

3x sustainability domains

Our approach to being planet conscious spans three domains:

What we produce

Our entire range of mens swim trunks are made with fabric from 100% recycled materials. Plastic bottles and other PET materials are melted down, spun into yarn and made into our bold fabrics. Read More.

How we produce

We produce our garments via a fully transparent supply chain and work with suppliers that adhere to our strict Supplier Code of Conduct that guarantees a range of worker’s rights, living wages and no child labour.

The impact of our production

We are conscious of the impact of our total operation on the planet, and have offset all of the carbon used in our supply chain (from garment production to reaching your house) and only use plastic-free packaging.

We looked hard to find a manufacturer in Australia but could not find an organisation that could produce the same quality of custom recycled fabrics. We identified several factories around the world, produced many samples and ultimately chose a manufacturer in China who could deliver against our high-performance standards. Our primary factory also produces for major global sporting and entertainment brands and has a deep commitment to ethical and sustainable practices.

We have developed a 9-point Code of Conduct which we require our suppliers and manufacturers to read and understand. We intend to roll this out to their sub-contractors and suppliers as we grow.

Bondi Joe Supplier Code of Conduct

All our suppliers and manufacturers must ensure that:

(1) Employment is freely chosen

  • Suppliers must not use any form of forced or involuntary labour.
  • Workers’ freedom of movement must be protected and they must be allowed to willingly and voluntarily leave at any time.
  • Workers must not be required to make financial guarantees or surrender identity documents.

(2) Freedom of association and the right to collective bargaining is respected

  • Freedom of workers to join or establish unions or other organisations.
  • Freedom of workers to collectively bargain for terms and conditions.

(3) Working conditions are safe and hygienic

  • Suppliers must provide a safe environment for all workers, including providing proper protective clothing and equipment and providing formal training on their tasks.
  • Suppliers must have written workplace health and safety policies and systems in place.
  • All workers to have the ability to take rest and water breaks.
  • Flexible working arrangements are offered to pregnant or nursing women.
  • A reasonable number of toilets be provided.
  • Reasonable actions be taken to ensure workers have access to health services.

(4) No underage labour

  • All workers must be over 15 years of age.
  • Workers performing work at night or in hazardous areas must be over 18 years of age.

(5) Living wages are paid

  • Wages and benefits paid for a standard working week must meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher.
  • Wages are paid in full at regular intervals in accordance with local Government obligations.
  • Fair and comparable wages, hours, and benefits must be guaranteed to all workers, both women and men, for comparable work.
  • Deductions from wages as a disciplinary measure shall not be permitted.

(6) Working hours are not excessive

  • Working hours must comply with applicable legislation and benchmark industry standards, whichever affords greater protection.
  • Regular working hours are not more than 48 hours per week and overtime hours do not exceed a further 12 hours per week.

(7) No discrimination

  • Suppliers must not discriminate on the basis of race, colour, gender, marital status, language, religion, political affiliation, caste, national or social origin, property, birth, union affiliation, sexual orientation, health status, family responsibilities, age or disability.
  • Hiring, remuneration, access to training, promotion, termination, retirement or other employment practices should be based on objective and relevant criteria.
  • Women and men workers shall be protected against discrimination on the basis of marital status.
  • Equal opportunities for women and men shall be provided in all aspects of training and personal and professional development.
  • Workers with family responsibilities shall be protected against discrimination with regards to dismissal (see ILO Convention No. 156).

(8) Regular employment is provided

  • All workers shall be provided with written and understandable information about their employment conditions with respect to wages before they enter employment, and the particulars of their wages for the pay period concerned each time they are paid.
  • Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub-contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
  • Women employees are entitled to maternity protection (leave and benefits as well as protection against discrimination) in accordance with the requirements of national laws and regulations or ILO Conventions Nos. 183, 103, and 3), whichever is higher.
  • Childcare benefits and special leave or working time arrangements for workers with family responsibilities shall apply to both men and women.

(9) No harsh or inhumane treatment is allowed

  • All forms of violence and harassment in the workplace, including verbal, physical, sexual, or psychological abuse, are prohibited.
  • Sexual harassment, including unwelcome sexual advances, unwanted hugs and touches, suggestive or lewd remarks, requests for sexual favours, or the display of indecent, derogatory, or pornographic pictures, posters, drawings, or videos, is prohibited.
  • All workers are protected from retaliation for complaining about harassment.