Role Snapshot

ANZSCO Code: 254111 — Midwife
Role Variants: Registered Midwife (hospital-based), Clinical Midwife Specialist, Clinical Midwife Consultant, Team Leader / Charge Midwife, Midwifery Educator, Community Midwife, Caseload Midwife, High-Risk / Tertiary Unit Midwife, Privately Practising Midwife
Parent Category: AU Healthcare & Medical Roles
Skill Level: 1
CSOL: Yes — Midwife appears on the Core Skills Occupation List, making it eligible for the Skills in Demand (SID) visa (subclass 482) and the Employer Nomination Scheme (ENS) subclass 186
Skills Assessment Body: Australian Nursing and Midwifery Accreditation Council (ANMAC) for migration purposes; AHPRA registration required for practice

🇳🇿Also available for New ZealandMidwife Roles in New ZealandMidwifery Council NZ · Green List Tier 1→

Midwifery in Australia is primarily a hospital-based profession, with the majority of midwives employed by state health departments in public maternity units. Private hospitals are significant secondary employers, particularly in Victoria, New South Wales, and Queensland, where private maternity services have strong market penetration. Community midwifery and caseload midwifery models exist in some states, and there is a small but established privately practising midwife sector (PPMs) who provide antenatal, intrapartum, and postnatal care outside the hospital system. Australia’s population and geography mean that regional and rural midwifery roles are a significant feature of the market, with persistent shortages in areas far from capital cities driving targeted recruitment of overseas midwives.

• Antenatal care: booking appointments, antenatal assessments, education, and birth planning in hospital and community outpatient settings
• Intrapartum care: supporting normal labour and birth in hospital delivery suites, birth centres, and (for PPMs) home births
• Postnatal care: mother and newborn assessments in hospital and community settings
• High-risk obstetric care: midwifery support in specialist obstetric units managing complex and high-risk pregnancies alongside obstetricians and maternal-fetal medicine teams
• Neonatal support: care of the newborn in birth suites and postnatal wards; escalation to NICU as required
• Emergency obstetric management: responding to obstetric emergencies — PPH, shoulder dystocia, cord prolapse, eclampsia, neonatal resuscitation
• Caseload midwifery: providing continuity of care across antenatal, intrapartum, and postnatal phases for a defined caseload of women (available in selected hospitals and community programmes)
• Clinical midwifery education and mentorship: supporting student midwives, new graduates, and less experienced staff
• Perinatal mental health support: identifying risk, providing support, and coordinating specialist mental health referrals

Typical employers: State health departments (NSW Health, QLD Health, SA Health, WA Health, Vic Health, NT Health, ACT Health, TAS Health); private hospitals (Ramsay Health Care, Healthscope, St John of God Health Care); community health services; Aboriginal Community Controlled Health Organisations (ACCHOs) with maternity programmes; birthing centres and midwife-led units; privately practising midwives.

Salary Benchmark

Midwife salaries in Australia are set by state-based awards and enterprise agreements, which vary by state. Public sector midwives are covered by the relevant state nursing and midwifery enterprise agreement or award. Private hospital salaries are generally slightly lower than comparable public sector rates but may include other benefits. Regional and remote roles typically attract significant loadings and allowances on top of base salary.

Typical Ranges (AUD per year, before tax):

• New Graduate Midwife / Newly Registered Midwife (Year 1, public hospital): AUD $72,000–$82,000 (varies by state; NSW and QLD are typically at the higher end)
• Registered Midwife with 3–7 years experience (public hospital): AUD $85,000–$100,000
• Senior Midwife / Clinical Midwife Specialist (public hospital): AUD $100,000–$115,000
• Clinical Midwife Consultant / Team Leader: AUD $110,000–$125,000
• Regional / Rural Midwife (with district or location allowances): AUD $90,000–$130,000+ including allowances; remote NT and WA roles can reach the higher end with salary packaging
• Private Hospital Midwife (experienced): AUD $80,000–$105,000; some private hospitals offer salary packaging benefits that partially offset the lower base

Australian nursing and midwifery awards have seen above-CPI wage increases in several states following industrial action and workforce advocacy in recent years. Salary packaging (particularly in public and not-for-profit sector hospitals) allows midwives to receive a portion of their income tax-free, which effectively increases take-home pay above the pre-tax figures quoted above.

Source: SEEK AU — Midwife; State nursing and midwifery enterprise agreements | Data reviewed May 2026

Cost of living: For an independent comparison of purchasing power by city, see Numbeo — Australia. TEFI provides clients with a detailed financial planning workbook to model living costs, net income, and mortgage serviceability by city — ask Tate for a copy.

Where Demand Is Strongest

Midwife shortages exist across all Australian states, but are most acute in regional, rural, and remote areas. Capital cities have the highest volume of advertised roles and the strongest infrastructure for overseas midwives settling in. Regional and remote areas offer substantially better remuneration packages, faster employment timelines, and often more autonomous practice scope.

• Sydney / Greater NSW — The largest midwifery job market in Australia. NSW Health public hospitals are active recruiters; high birth volumes mean sustained demand in western Sydney, south-west Sydney, and the Hunter Valley. A significant midwifery workforce shortage exists in the outer suburbs and inland regional centres of NSW.
• Melbourne / Greater Victoria — Strong demand across both public (Vic Health) and private hospital sectors. Victoria has been proactive in international midwifery recruitment. Caseload midwifery models are more developed in Victoria than other states — an attractive feature for midwives interested in continuity-of-care models.
• Brisbane / South-East Queensland and regional QLD — QLD Health is among the most active state health employers for overseas midwives and has a structured international recruitment programme. Regional Queensland (Cairns, Townsville, Rockhampton, Mackay, Toowoomba) has persistent shortages and strong salary packages.
• Perth / Western Australia — WA Health actively recruits overseas midwives, particularly for regional and remote postings. Regional WA — including Geraldton, Kalgoorlie, the Kimberley, and Pilbara — offers premium salary packages reflecting the isolation and workforce shortages in these areas.
• Northern Territory — NT Health has some of the most acute midwifery shortages in Australia. Roles in Darwin and regional NT involve complex, high-risk, and culturally diverse populations. Remuneration packages in the NT are generous. Working with Aboriginal and Torres Strait Islander communities requires genuine cultural competency.
• South Australia and Tasmania — Smaller markets with consistent demand. Lower cost of living than Sydney and Melbourne makes these states attractive for overseas midwives prioritising financial stability alongside career development.

Licensing & Registration

All practising midwives in Australia must be registered with AHPRA (Australian Health Practitioner Regulation Agency) under the Nursing and Midwifery Board of Australia (NMBA). For overseas-trained midwives applying for migration visas, a skills assessment from ANMAC (Australian Nursing and Midwifery Accreditation Council) is also required.

Key registration and assessment steps for overseas-trained midwives:

• ANMAC Skills Assessment (for migration): ANMAC is the designated skills assessment body for midwives (and nurses) applying for migration visas. ANMAC assesses whether your midwifery qualification is comparable to an Australian midwifery degree and meets the NMBA’s registration standards. A positive ANMAC skills assessment is required before lodging most skilled migration visa applications. ANMAC offers a Standard Assessment and a Fast-Track Assessment option — timelines vary.
• AHPRA Registration: Separate from the ANMAC skills assessment, AHPRA registration is required to practise as a midwife in Australia. Overseas-trained midwives apply to AHPRA via the NMBA. In some cases, AHPRA may require completion of a bridging programme or supervised practice period.
• English language requirements: Both ANMAC and AHPRA require evidence of English proficiency. The NMBA requires IELTS Academic (minimum overall 7.0, with no individual band below 7.0) or OET (minimum Grade B in all four components, including Reading, Writing, Listening, and the Nursing sub-test). These requirements are non-negotiable and apply regardless of years of English-medium practice.
• Good standing certificate: A current certificate of good standing from your home country midwifery registration authority is required for both the ANMAC skills assessment and AHPRA registration application.
• Criminal history declaration: Required as part of AHPRA registration; overseas criminal history checks may also be required.
• Recency of practice: AHPRA requires evidence of recent midwifery practice. If you have not practised as a midwife in the past five years, additional assessment may be required — confirm directly with AHPRA.
• Annual registration: AHPRA registration must be renewed annually with evidence of continuing professional development.

Midwives registered with the Midwifery Council of New Zealand may be eligible for recognition under the Trans-Tasman Mutual Recognition Act. Confirm current provisions directly with AHPRA before assuming recognition is automatic.

Immigration Pathway

Midwife is listed on Australia’s Core Skills Occupation List (CSOL), providing access to employer-sponsored visa pathways and points-tested skilled migration. The standard sequence for an overseas-trained midwife targeting Australia is:

1. Obtain a positive ANMAC skills assessment. This is the prerequisite for most migration visa applications. Begin the ANMAC application as early as possible — processing times can extend during peak periods, and a positive ANMAC assessment is required before a visa can be lodged or an employer nomination confirmed.
2. Skills in Demand (SID) visa — subclass 482 (employer-sponsored): An Australian employer who holds sponsorship approval can nominate you for a Skills in Demand visa under the Core Skills stream (for CSOL-listed occupations including Midwife). This provides a visa of up to four years and is the fastest pathway if you have an employer willing to sponsor. State health departments are generally familiar with sponsoring overseas midwives under subclass 482.
3. Employer Nomination Scheme (ENS) — subclass 186 (Temporary Residence Transition or Direct Entry): After holding a subclass 482 visa and working for your sponsoring employer for two years, you can apply for permanent residence via ENS 186 TRT. The Direct Entry stream may provide a faster route — confirm eligibility with a MARA agent.
4. Skilled Independent — subclass 189 or Skilled Nominated — subclass 190 (points-tested): Midwives with sufficient points may apply through the points-tested skilled migration system. A positive ANMAC skills assessment and an Expression of Interest (EOI) through SkillSelect are required. State nomination under subclass 190 can add points and improve invitation prospects.
5. Regional visa options: Midwives willing to work in regional Australia have access to additional pathways, including the Skilled Work Regional Provisional visa (subclass 491). Regional visas provide a pathway to permanent residence after three years of regional living and working, and regional areas offer significant salary advantages on top of the visa pathway benefits.

Immigration advice: TEFI does not provide immigration advice. Australian visa requirements and occupation list eligibility change regularly. We strongly recommend engaging a MARA-registered migration agent to assess your specific eligibility, calculate your points score, and develop your visa strategy.

Migrant Readiness Signals

Overseas-trained midwives who move into Australian practice effectively tend to share a consistent set of preparation markers. The Australian market is large but competitive; demonstrating genuine understanding of the Australian maternity context sets credible applicants apart from those simply responding to a job ad.

• ANMAC skills assessment initiated or completed: Australian state health employers and specialist recruiters treat overseas midwife applications more seriously when the ANMAC assessment is confirmed or underway. Start ANMAC as your first action — everything else depends on it.
• Broad intrapartum experience with documented emergency skills: Australian public hospital maternity units are busy and expect incoming midwives to manage normal and complicated labour with confidence. Shoulder dystocia management, PPH response, neonatal resuscitation, and eclampsia protocols are non-negotiable. Current certification in these skills should be documented on your CV. If your certifications are due for renewal, renew them before you apply.
• Caseload midwifery or continuity of care experience: Caseload midwifery models are expanding in Australia, particularly in Victoria and Queensland. Midwives with experience in continuity of care programmes are in demand and should document this explicitly.
• High-risk and tertiary unit experience: Midwives with experience in high-risk obstetric environments — pre-eclampsia, preterm labour, fetal compromise, multiple pregnancies — are particularly valued in Level 5 and 6 maternity services. Document specific gestation ranges, interventions managed, and escalation protocols followed.
• Regional willingness: If you are open to regional or rural postings, signal this clearly and early. Regional willingness significantly expands your job offer options, your visa pathway options, and your earning potential. Employers in regional areas move faster and are more flexible on visa sponsorship for genuinely interested candidates.
• Cultural safety with Indigenous communities: Working in rural and remote Australia — particularly in QLD, WA, SA, and the NT — involves caring for Aboriginal and Torres Strait Islander women and families. Cultural safety is not optional in these settings. Demonstrating understanding of and genuine respect for Indigenous health contexts is expected at interview.

Where to Find Roles

Midwifery roles in Australia are advertised across state health department careers portals, SEEK, and specialist nursing and midwifery recruitment agencies. State health departments are the largest employers and run structured international recruitment programmes — these are worth engaging directly rather than relying solely on job boards.

• SEEK AU — Midwife — the primary job board in Australia; covers public and private hospital roles across all states
• LinkedIn Jobs — Australia Midwife — useful for senior, educator, consultant, and leadership midwifery roles; also a channel for recruiter outreach
• State health department careers portals: NSW Health iWorkforNSW, QLD Health Jobs, Healthcare Careers Victoria, WA Health Jobs, SA Health Careers. Some state departments run dedicated overseas midwife recruitment initiatives — check the international recruitment pages specifically.
• Australian College of Midwives (ACM) — the Australian professional body for midwives; member resources, professional development, events, and a jobs board accessible to members
• Specialist nursing and midwifery recruiters: Several agencies specialise in placing overseas midwives in Australia — including Medacs Healthcare, Healthcare Australia, and Momentum Health. These agencies have established relationships with state health departments and private hospital groups and can facilitate employer introductions and conditional offers in parallel with your registration process.
• HealthcareJobs.com.au — Australian healthcare-specific board; useful for private hospital and community midwifery roles