The push for more endorsed midwives

The NSWNMA is working with the Australian College of Midwives to promote midwifery-led care and the role of endorsed midwives.

An acute shortage of maternity services in regional areas presents an opportunity  to  promote midwifery-led continuity of care, said Assistant General Secretary Michael Whaites. 

He described endorsed midwives as “an extremely under-utilised resource” who could “champion the way” for the spread of midwifery-led care – especially in regional Australia. 

Midwifery-led care means care provided to a woman by a single midwife or small group of midwives through pregnancy, birth and the early parenting period. 

An endorsed midwife is a midwife with an additional postgraduate qualification for an endorsement for scheduled medicines. 

Endorsed midwives have MBS access, can prescribe some medications and order diagnostic tests relating to pregnancy, birth and the neonatal period. 

Michael, who is a Midwife and Registered Nurse, was speaking during a panel discussion on midwifery at the NSWNMA’s 2025 annual conference professional day. 

Pathways for midwifery leadership

He said the Association was working with the Australian College of Midwives to promote “clear pathways for midwifery leadership and endorsed midwives”. 

“We have got to make sure that midwives who are prescribing and referring are getting paid for that work because it is adding value and they should be remunerated.” 

Michael said the 2024 Midwifery Futures report found shortages of midwives in places across Australia – particularly in non-metropolitan areas. 

“The report also found though that based on current uni enrolment rates, and looking at current retention rates, we’ve got enough midwives to last us and be in surplus by 2030. 

“However, the report also noted that if the attrition rates get worse then the profession is in a catastrophic position.” 

This was worrying because NSW Health data showed a 10 per cent reduction in the number of senior midwives over the past 10 years. 

“Senior midwives are reducing their hours or leaving the industry. And they are doing that because of burnout, lack of job satisfaction, poor workplace culture and poor  workplace safety,” Michael said. 

“Early career midwives are also dropping their hours or leaving the industry and they are doing that because they are not able to work the way they were trained to work. 

“And when they look over their shoulders in a moment of crisis, guess what? The senior midwives aren’t there. 

“To get into midwifery you need a really high ATAR score and we’ve got really intelligent young people wanting to do midwifery but we just can’t hang on to them.”

A soul-destroying way to work

Emma Gedge is a midwife and lactation consultant in public and private practice and a member of the NSWNMA state council.

She told the annual conference panel discussion that midwives’ inability to work to their full scope of practice left them feeling undervalued.

“When you come out of university either as a direct entry midwife – or as a mid-start– you have a lot of skills that that lend themselves to autonomy,” she said.

“Then, when you work within a health service, your hands are quite often tied.

“There are lots of things you can’t do because you’re at the mercy of the overarching obstetric model of care that you’re working under.

“That’s a really soul-destroying way to work and it gradually eats away at you until you either quit or you … just do your job.

“We really do need to recognise that midwifery is a distinct profession and we have a very distinct set of skills.”

Future proofing the workforce

Michael cited a 2022 report on “Future proofing the midwifery workforce in Victoria”, which said three quarters of managers reported their services were inadequately staffed with midwives.

“The key challenge again was trying to get experienced midwives to work.

“All the research shows we simply need to pay midwives better and give them a better working experience.”

Another speaker at the panel discussion was Dr Alison Teate, an experienced endorsed midwife and lactation consultant working in private practice.

Dr Teate is the vice president of the Australian College of Midwives, has held midwifery academic roles at two universities and is co-director of a collaborative GP-midwife practice.

She said the number of endorsed midwives (in NSW?) had grown from 600 in 2020 to 1502 in 2025.

She said that to maintain continued growth and innovation governments need to be held accountable. Governments also need to continue providing primary care scholarships for nurses and midwives.

How to gain endorsement

Dr Teate described the process midwives need to follow to gain endorsement.

In her case, she undertook a Nursing and Midwifery Board-approved postgraduate qualification in prescribing and also in referrals for pathology and radiology.

She then needed to apply to APHRA (Australian Health Practitioner Regulation Agency) with evidence she had completed 5000 hours of midwifery practice in the six years before her application (amounting to three years full time in that six years).

“And then with my endorsement that I got through the NMBA I was able to do applications to Medicare and to the Pharmaceutical Benefits Scheme to enable me to get my provider and prescriber numbers,” she said.

Dr Teate added that the Australian College of Midwives wants to remove the requirement of 5000 hours of clinical practice in order to gain endorsement.

“We would like to replace that with enabling our new career midwives to come into the profession from an undergraduate course – being able to learn to prescribe and provide diagnostic support.

“We should have early career mentorship support and probably have a transition to practice year in regard to that prescribing.”

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