Screening Midwife: Pay, Salary, Progression & How to Become
Screening midwives hold a key role within the NHS, focused on maternal and newborn health by coordinating and delivering key screening programs. The Screening Midwife role covers the responsibilities and importance of screening midwives, detailing the range of screening roles they undertake. Readers will find how Screening Midwives contribute to early detection of health conditions, support informed decision-making for families, and integrate into the NHS's antenatal and newborn screening services. The scope of a screening midwife's work matters, as these roles confirm timely and evidence-based care, strongly affecting health outcomes for mothers and babies.
What Is a Screening Midwife?
A screening midwife is a specialized healthcare professional responsible for coordinating and managing antenatal and newborn screening programs. Screening midwives confirm that pregnant women receive appropriate screening tests to assess both maternal health and fetal development. The Screening Midwife role involves identifying potential health conditions early in pregnancy to provide timely interventions.
Screening midwives operate within NHS trusts, combining core midwifery knowledge with specialized screening responsibilities. Screening midwives coordinate a range of tests, including blood tests for conditions like sickle cell anemia, thalassemia, and infectious diseases such as HIV and hepatitis B. Ultrasound scans are organized to screen for chromosomal conditions like Down's syndrome, Edwards' syndrome, and Patau's syndrome.
The screening midwife serves as the central point of contact for screening-related matters within their trust. Screening midwives work closely with tertiary centers and specialist hospitals, providing counseling for high-risk screening results and supporting families when issues are identified. The role requires adherence to national guidelines, confirming all screening tests remain voluntary and free of charge as part of NHS pregnancy care.
What Does a Screening Midwife Do?
A screening midwife coordinates and manages antenatal and newborn screening programs within the NHS. The Screening Midwife main responsibilities include arranging and supporting screening appointments, confirming that tests such as those for infectious diseases, sickle cell, and thalassaemia are conducted at the correct stages of pregnancy. Screening midwives review and act on screening results, supporting timely referrals to specialists when needed. Screening midwives provide counseling to expectant parents, explaining the purpose and implications of screening tests in clear terms. Screening midwives collaborate with obstetric, fetal medicine, and neonatal services to confirm thorough care. The role requires maintaining high-quality standards through audits and adherence to national guidelines.
What Is the Difference Between a Screening Midwife and a Specialist Midwife?
A screening midwife is a midwife with a focus on managing antenatal and newborn screening programs. The programs include tests for conditions such as Down's syndrome, sickle cell disease, and thalassaemia. Screening midwives coordinate the delivery of these tests and confirm they are conducted within the appropriate gestational timeframes. The Screening Midwife role is specialized around screening pathways, making them experts in the defined area of maternity care.
In contrast, a specialist midwife is a broader term for midwives who work in a range of advanced clinical specialty areas beyond screening. The Specialist Midwife scope can include fields such as diabetes management, perinatal mental health, and bereavement support. While screening midwifery is a subset of specialist midwifery, the latter covers a wider range of responsibilities and knowledge. Specialist midwives provide targeted support and manage defined medical conditions throughout the maternity pathway.
What Are the Different Types of Screening Midwife?
Screening midwifery includes several specialized types, each focused on distinct aspects of maternal and newborn health screening programs. The roles operate within the NHS at Band 7 or Band 8 levels, with responsibilities ranging from clinical coordination to strategic program management. The main types of Screening Midwife are Antenatal Screening Coordinator, Newborn Screening Coordinator, Sickle Cell and Thalassaemia Screening, NIPT (Non-Invasive Prenatal Testing), and Trust Screening Lead/Manager. The different types of Screening Midwife are listed below.
Antenatal Screening Coordinator Midwife
The Antenatal Screening Coordinator role involves managing antenatal screening programs, including tests for Down's syndrome, Edwards' syndrome, Patau's syndrome, and fetal anomalies. The coordinator confirms compliance with national standards and supports clinical teams across multiple sites.
An Antenatal Screening Coordinator Midwife is a specialized role within maternity services. The Antenatal Screening Coordinator Midwife manages and coordinates antenatal screening programs to confirm that pregnant individuals receive timely and appropriate tests. The role involves overseeing the flow of information, supporting consent and counseling, and tracking test results.
The Antenatal Screening Coordinator Midwife works closely with multidisciplinary teams, including obstetric and fetal medicine specialists, to confirm compliance with national screening guidelines. The position requires handling complex cases, such as counseling for high-risk results and coordinating care for babies affected by infectious diseases or detected anomalies. The role is offered at a senior level, grouped as Band 7 or Band 8a within NHS trusts, reflecting the advanced knowledge and responsibility required.
Newborn Screening Coordinator Midwife
The Newborn Screening Coordinator focuses on screening programs offered after birth, such as the newborn bloodspot screening. The Newborn Screening Coordinator confirms timely testing and appropriate follow-up for identified conditions, working alongside antenatal coordinators to provide thorough services.
A Newborn Screening Coordinator Midwife is responsible for managing the newborn screening process within a healthcare setting. The Newborn Screening Coordinator Midwife role confirms that all newborns receive the appropriate screening tests to detect rare but serious conditions early. The coordinator oversees the entire screening pathway, from sample collection to result communication, confirming timely follow-up for any abnormal results.
The Newborn Screening Coordinator Midwife role involves collaboration with several departments, including laboratory services, community midwives, and pediatric teams, to maintain seamless care. The coordinator provides counseling to parents when results indicate a need for further investigation or treatment. The position requires monitoring compliance with national screening standards and providing training to healthcare staff to uphold screening quality.
Sickle Cell and Thalassaemia Screening Midwife
Specializing in haemoglobinopathy screening, the Sickle Cell and Thalassaemia Screening Midwife role involves counseling parents about genetic conditions and coordinating testing pathways. Screening for sickle cell and thalassaemia is conducted before 10 weeks of pregnancy.
A Sickle Cell and Thalassaemia Screening Midwife specializes in coordinating antenatal screening services for inherited blood disorders. The Sickle Cell and Thalassaemia Screening Midwife role focuses on identifying women and partners who may carry sickle cell disease or thalassaemia traits, which can be passed to their offspring. Screening is conducted before 10 weeks of pregnancy to allow early intervention and informed decision-making.
The Sickle Cell and Thalassaemia Screening Midwife works closely with laboratory services and genetic specialists. The Sickle Cell and Thalassaemia Screening Midwife confirms timely testing, provides expert counseling for high-risk results, and arranges partner testing when needed. The role requires a strong grasp of haemoglobinopathies and cultural sensitivity to support varied populations at higher risk.
NIPT (Non-Invasive Prenatal Testing) Midwife
The emerging NIPT role involves coordinating NIPT services, which use maternal blood tests to screen for chromosomal conditions. The NIPT midwife provides counseling about testing options and manages pathways between screening and diagnostic testing.
A NIPT (Non-Invasive Prenatal Testing) Midwife specializes in managing the NIPT pathway within antenatal screening services. The NIPT role involves coordinating the non-invasive prenatal testing process, which uses a maternal blood sample to assess the risk of chromosomal conditions such as Down's syndrome, Edwards' syndrome, and Patau's syndrome. NIPT midwives provide key information to expectant parents, explaining the benefits and limitations of the test to support informed decision-making.
NIPT midwives arrange referrals and guide patients through awareness of their test results. If the NIPT indicates a higher risk of chromosomal conditions, NIPT midwives collaborate with antenatal screening coordinators and fetal medicine specialists to confirm thorough care. The role requires up-to-date knowledge of evolving prenatal testing technologies and the ability to communicate complex genetic information in a clear way.
Trust Screening Lead / Manager
Operating at a senior level, the Trust Screening Lead provides strategic oversight of all screening programs across a trust. Responsibilities include quality assurance, compliance with Public Health England standards, and staff education across multiple departments.
A Trust Screening Lead or Manager is a senior midwife or manager responsible for overseeing screening services within an NHS Trust. The Trust Screening Lead role confirms that antenatal and newborn screening programs are delivered safely and consistently, adhering to national standards. The Trust Screening Lead coordinates staff, monitors screening quality and performance, and supports audits and incident reviews.
In practice, the Trust Screening Lead works closely with maternity, neonatal, and laboratory teams to maintain smooth operational pathways. The position is advertised at senior levels, such as Band 8a or 8b, reflecting its leadership, service management, and governance responsibilities. The role involves managing antenatal and newborn screening coordinators, taking part in national forums and peer reviews, and putting in place new screening standards. Trust Screening Leads are accountable for maintaining consistency with Public Health England guidelines and confirming their teams stay updated on screening developments.
How Much Does a Screening Midwife Earn?
Screening midwife salaries in the NHS are set by the Agenda for Change pay structure. Most screening midwife positions fall within Bands 7, 8a, or 8b, reflecting their specialist roles and responsibilities. A Band 7 screening midwife earns between £51,932 and £56,515 annually. The Band 7 level includes midwives who coordinate antenatal or newborn screening programs and provide counseling for high-risk results. Band 8a positions, which involve greater management responsibility, offer salaries ranging from £57,528 to £64,750. The Band 8a midwives oversee multiple screening programs or take on senior leadership roles within a trust. Band 8b roles are strategic management positions with salaries between £68,631 and £70,896. The Band 8b positions involve governance, policy implementation, and oversight across all screening programs.
Earnings for screening midwives are influenced by several factors, including geographical location, with London weighting applicable in certain areas. Extra payments for unsocial hours or overtime affect total earnings. Progression through pay points within each band occurs annually based on satisfactory performance. Movement between bands requires application for higher-banded positions and demonstration of competencies at the higher level.
In summary, screening midwives earn more than standard clinical midwives due to their extra knowledge and leadership responsibilities. Their exact annual pay depends on the role's band, years of service, and any extra payments for unsocial hours, overtime, or location.
How Much Does an NHS Screening Midwife Earn Per Hour?
NHS screening midwives earn per hour based on their band level within the Agenda for Change pay structure. A Band 7 midwife earns between £22 to £27 per hour. Band 8a positions command approximately £26 to £32 per hour. Band 8b roles can reach £31 to £38 per hour. The rates are calculated by dividing annual salaries by standard contracted hours, usually 37.5 hours per week. Extra factors influencing hourly earnings include geographical location, with London weighting adding extra, and additions for unsocial hours or overtime work.
Screening Midwife Band 7 Salary
A Screening Midwife at Band 7 is a senior specialist role within the NHS, reflecting a strong level of responsibility and knowledge. The salary for a Band 7 screening midwife ranges from £46,540 to £50,570, depending on the individual's pay point within the band. The salary range is part of the NHS Agenda for Change pay scale, which considers factors such as experience, location, and defined role requirements. Screening midwives in the Band 7 level coordinate antenatal or newborn screening services, requiring advanced clinical knowledge and leadership skills. Extra earnings may be available through location-based additions or allowances for unsocial hours, depending on the trust's policies.
Screening Midwife Band 8a Salary
Screening Midwife Band 8a salaries reflect advanced leadership roles within the NHS. The Band 8a positions range from £53,740 to £60,504 annually, depending on the defined pay point and NHS trust. Band 8a midwives hold senior specialist roles, such as consultant midwives or trust-level screening leads. The Band 8a responsibilities include strategic planning, service development, and managing complex screening programs. The salary band compensates for the increased accountability and leadership required, with incremental progression points rewarding experience and continued service.
Screening Midwife Band 8b Salary
A Screening Midwife Band 8b salary reflects a senior leadership position within NHS maternity services. The role is held by Trust Screening Leads or Managers who oversee wide screening programs. The salary range for a Band 8b screening midwife in England is approximately £58,972 to £68,525 annually, as per the NHS Agenda for Change pay structure. The Band 8b positions involve strong strategic and operational responsibilities, including managing multiple coordinators, confirming compliance with national standards, and leading service development initiatives. Extra pay components, such as London weighting or shift additions, may further increase total earnings.
What Is the Screening Midwife Pay Scale for 2026/27?
The screening midwife pay scale for 2026/27 is structured according to the NHS Agenda for Change framework. Screening midwives fall within Bands 6 to 8b, with salaries reflecting the level of responsibility and experience. Band 6 roles offer salaries ranging from the high £30,000s to mid-£40,000s, while Band 7 positions see pay in the high £40,000s to mid-£50,000s. More senior roles, such as those at Band 8a, have salaries starting at £49,670, with potential for extra allowances based on location and unsocial hours.
The pay scale for screening midwives in 2026/27 is not fixed to a single figure but varies based on factors such as the defined band, years of service, and extra responsibilities. The structure allows for progression and reflects the varied roles within the screening midwife profession, including antenatal and newborn screening coordination and trust-level leadership positions.
How Is Screening Midwife Pay Determined by Agenda for Change?
Screening midwife pay is set by the NHS Agenda for Change (AfC) pay system. The AfC system sets national pay scales based on the role's responsibilities, skill level, and autonomy. Screening midwives are placed in Bands 6 to 8b, depending on their level of experience and managerial duties. Each band comprises several incremental pay points, allowing for salary progression as experience and performance improve. Factors such as location and unsocial working hours can influence total earnings, although the base salary remains linked to the AfC band.
How Much Did Screening Midwife Pay Rise in 2026?
In 2026, the pay for screening midwives experienced an increase as part of the NHS pay adjustments. The defined rise in pay is set by the NHS Agenda for Change, which outlines the pay scales for different bands. For Band 7 midwives, the salary range increased to approximately £47,810 to £54,710 annually. Band 8a positions, which include screening coordinator roles, saw salaries starting around £49,670, with potential allowances depending on the trust and location. The exact percentage of the pay rise can vary based on local recruitment packages and trust agreements, reflecting broader NHS pay settlements for that year.
How Does Screening Midwife Pay Progression Work?
Screening midwife pay progression follows the NHS Agenda for Change framework. The framework structures salary advancement through incremental pay points within each band. When a screening midwife is appointed to a defined band (such as Band 7, 8a, or 8b) they start at the bottom pay point of that band. Progression occurs annually through incremental steps based on satisfactory performance and completion of their annual appraisal.
Each band contains multiple pay points, allowing midwives to move up one increment each year on the anniversary of their appointment or promotion. The progression continues until they reach the top of their band's pay scale. For example, a Band 7 screening midwife will progress through several pay points over multiple years before reaching the maximum salary for that band.
To progress beyond their current band, such as moving from Band 7 to Band 8a, screening midwives must apply for and secure a higher-banded post through a formal application and interview process. The progression requires demonstrating increased levels of responsibility, leadership capabilities, and extra qualifications or specialized knowledge in screening coordination or management. Once promoted to a higher band, the incremental progression process begins again at the entry point of the new band.
How Do Midwives Move Into Screening Specialism?
Midwives move into screening specialism by gaining experience in general midwifery. The pathway begins with several years of clinical practice in community or hospital settings. During the period, midwives develop skills in pregnancy care and patient communication.
To transition into screening roles, midwives express a keen interest in antenatal and newborn screening programs. Midwives may pursue extra education in genetics and screening protocols. Opportunities within healthcare trusts to take part in screening services matter. Midwives progress from Band 5 registered midwife to Band 6, gaining experience before applying for specialist roles. Positions such as Antenatal & Newborn Screening Midwife or Screening Coordinator require the background.
How Do Screening Midwives Move From Band 7 to Band 8a?
Screening midwives advance from Band 7 to Band 8a by assuming roles with greater managerial and strategic responsibilities. The Band 7 to Band 8a progression involves transitioning into positions such as Antenatal and Newborn Screening Coordinator, where they oversee service delivery and governance. To qualify for Band 8a roles, midwives need strong experience in antenatal or newborn screening and must demonstrate leadership abilities. The Band 8a roles require skills in service improvement, team leadership, and policy implementation. Candidates are expected to have taken part in quality assurance activities, audits, and collaborative projects with external organizations. Advanced practice evidence and involvement in trust-wide projects strengthen an application for Band 8a positions.
How Much Do Screening Midwives Earn for Unsocial Hours?
Screening midwives receive extra pay for working unsocial hours under the NHS Agenda for Change system. Unsocial hours include evenings, weekends, and bank holidays. Each period attracts different pay additions based on the time worked.
- Weekday Evenings: Work after 8pm on weekdays earns a 30% pay addition.
- Saturdays: Shifts on Saturdays receive a 30% uplift to the standard hourly rate.
- Sundays: Sunday shifts attract a 60% addition, reflecting higher demand and scheduling challenges.
- Bank Holidays: The shifts offer the highest increase, with pay doubled or 100% improved.
The exact earnings depend on the midwife's band and basic salary. For instance, a Band 7 screening midwife working a Saturday would receive their usual hourly rate plus 30%. Most screening midwife roles, however, are scheduled during standard office hours, meaning they work fewer unsocial hours compared to clinical midwives in labor wards.
How Much Overtime Does a Screening Midwife Earn?
Screening midwives earn overtime pay based on their contracted hours, with rates set by the Agenda for Change framework. Overtime rates range from time-and-a-half (150% of the hourly rate) to double time (200% of the hourly rate), depending on when the extra hours are worked. For example, a Band 7 screening midwife with an hourly rate of approximately £22-£25 would earn between £33-£37.50 per hour at time-and-a-half, or £44-£50 per hour at double time.
Screening midwives work standard office hours, reducing the frequency of overtime opportunities compared to ward-based or community midwives. When overtime does occur, it relates to urgent screening appointments, managing complex cases, or covering staff shortages during peak periods. The calculation of overtime pay is based on the midwife's basic hourly rate at their current band and pay point.
Some NHS trusts may offer Time Off In Lieu (TOIL) as an alternative to paid overtime, allowing screening midwives to take equivalent time off instead of receiving extra payment. The defined arrangements for overtime and TOIL are outlined in local trust policies and individual employment contracts. Screening midwives should clarify the terms with their line managers and HR departments.
How to Calculate Screening Midwife Take-Home Pay
Calculating the take-home pay for a screening midwife involves several key steps to determine the net income after deductions. The process requires a clear awareness of the gross salary and all applicable deductions — or use our NHS pay calculator for an instant estimate.
Identify Your Gross Salary
Start by determining the gross salary based on the NHS pay band. A Band 7 screening midwife earns between £43,742 and £50,056 annually, while Band 8a positions range from £50,952 to £57,349. Include any extra payments such as High-Cost Area Supplements and unsocial hours additions to get the total gross salary.
Calculate Income Tax Deductions
Income tax is deducted through the PAYE system. First, apply the tax-free Personal Allowance, £12,570, then calculate tax on the remaining income at the appropriate rates: 20% for basic rate, 40% for higher rate, and 45% for extra rate taxpayers.
Calculate National Insurance Contributions
National Insurance is deducted on earnings above the primary threshold. For the 2026/27 period, contributions are 12% on earnings between approximately £12,570 and £50,270, and 2% on earnings above the amount.
Deduct Pension Contributions
NHS Pension Scheme contributions are tiered based on pensionable pay, ranging from 5.2% to 13.5% of the gross salary. The contributions are deducted before tax, providing tax relief and reducing taxable income.
Account for Additional Deductions
Consider any other deductions such as student loan repayments, which are automatically deducted at 9% of earnings over the threshold, and any voluntary deductions like trade union subscriptions or salary sacrifice schemes. The final figure after all these deductions is your net take-home pay.
Review Your Net Take-Home Pay
After all deductions are applied, the remaining figure represents your monthly take-home pay. Review your payslip carefully to confirm all calculations reflect the correct pay band, allowances, and applicable deductions for your circumstances.
What Deductions Come Off a Screening Midwife Payslip?
A screening midwife's payslip includes several standard deductions that reduce gross pay to take-home pay. Income tax is deducted through the Pay As You Earn (PAYE) system based on the individual's tax code and earnings bracket. National Insurance contributions are automatically calculated and deducted according to current rates. Pension contributions to the NHS Pension Scheme are deducted, ranging from 5.0% to 13.5% of pensionable pay, depending on the salary tier. If applicable, student loan repayments are deducted, based on the repayment plan and earnings threshold.
How Does Screening Midwife Maternity Pay Work?
Screening midwife maternity pay in the NHS is structured under the Agenda for Change terms. Eligible midwives receive full pay for the first eight weeks, followed by half pay plus statutory maternity pay for the next 18 weeks. To qualify for occupational maternity pay, a midwife must have at least 26 weeks of continuous NHS service by the 15th week before the expected due date. Midwives may be required to return to work for a set period after maternity leave to retain the full benefits. If a midwife does not meet these criteria, they are entitled only to statutory maternity pay.
How Does Screening Midwife Sick Pay Work?
Screening midwives receive sick pay according to the NHS Agenda for Change terms. The entitlement depends on the length of NHS service. During the first year, midwives receive one month's full pay and two months' half pay. After five years, the entitlement increases to five months' full pay and five months' half pay. For those with ten years of service, the entitlement reaches six months' full pay and six months' half pay. To qualify, midwives must adhere to their trust's absence reporting procedures and may need to provide fit notes for absences exceeding seven days.
How to Become a Screening Midwife
Becoming a screening midwife involves a structured process that builds on existing midwifery skills and knowledge. Here is a step-by-step explanation of how to become a screening midwife, including key steps and requirements.
Obtain a Midwifery Qualification
The first step to becoming a screening midwife is to complete a recognized midwifery program. The qualification can be achieved through a degree in midwifery approved by the Nursing and Midwifery Council (NMC). For those with relevant healthcare backgrounds, postgraduate or apprenticeship routes are available.
Register as a Midwife
After obtaining the necessary qualifications, you must register with the NMC to practice as a midwife. The registration matters for applying to specialist screening positions within the NHS.
Gain Clinical Experience
Screening midwife roles require strong experience in clinical midwifery. 2-5 years of experience in antenatal care, including risk assessment and supporting women through pregnancy, is expected. The clinical experience confirms a solid foundation in both routine and complex midwifery care.
Develop Screening Knowledge
Familiarize yourself with NHS screening programs, including those for infectious diseases and fetal anomalies. Awareness of these programs matters for supporting women in an effective way and maintaining accurate records.
Apply for Screening Midwife Positions
Once you have the required qualifications and experience, you can apply for screening midwife positions. The roles are advertised at Band 6 within the NHS, with opportunities for progression to more senior roles such as screening coordinator or lead midwife.
Engage in Continuous Professional Development
After securing a position, taking part in ongoing professional development matters. The development includes staying updated with screening guidelines, attending relevant forums, and taking part in quality assurance reviews to build your skills and knowledge continuously.
What Qualifications Do You Need to Be a Screening Midwife?
To become a screening midwife, you must first be a registered midwife with the Nursing and Midwifery Council (NMC), having completed an approved midwifery degree or diploma. Screening midwives require extra specialized training in antenatal and newborn screening programs. The training may include courses in genetics, counseling, and defined screening protocols such as infectious diseases, fetal anomaly screening, and haemoglobinopathies. Many employers expect candidates to have post-registration experience in clinical midwifery before advancing into a screening coordinator role.
How Long Does It Take to Become a Screening Midwife?
Becoming a screening midwife requires several years of experience. To begin, one must qualify as a registered midwife, which involves completing a midwifery degree over three years. For those already registered as adult nurses, a conversion course can reduce the time to 18–24 months. After gaining registration, aspiring screening midwives need to accumulate strong clinical experience. The accumulation takes an extra 2–3 years, during which they develop knowledge in antenatal and newborn screening protocols. In summary, the path to becoming a screening midwife involves a combination of education, training, and specialized experience, spanning at least 5–6 years.
What Band Is a Screening Midwife?
A screening midwife works within the NHS Agenda for Change pay structure, at Band 7 or Band 8a. Band 7 roles reflect the specialist knowledge and coordination responsibilities required for the position. The Band 7 roles involve delivering and managing antenatal and newborn screening services. In contrast, Band 8a positions are held by senior screening coordinators or those with leadership responsibilities across a trust. Band 8b positions may be available for screening managers overseeing multiple sites or leading strategic initiatives. The defined band depends on the scope of responsibility and organizational structure of the employing trust.
What Are the NHS Antenatal Screening Programmes?
The NHS antenatal screening programmes are designed to assess the health of pregnant women and their developing babies. The programmes include a range of tests that help detect potential health issues early. The main tests offered are:
- Infectious Diseases Screening: The screening checks for HIV, Hepatitis B, and Syphilis, supporting any infections being managed promptly to reduce risks to both mother and baby.
- Haemoglobinopathy Screening: The screening includes tests for sickle cell and thalassaemia, which are blood disorders that can affect the baby's health and require defined care plans if detected.
- Fetal Anomaly Screening: Conducted between 18 to 20 weeks of pregnancy, the ultrasound scan checks for structural abnormalities in the developing baby, allowing for early intervention if needed.
- Combined Screening for Genetic Conditions: Between 11 and 14 weeks, the combined test screens for Down's syndrome, Edwards' syndrome, and Patau's syndrome using a combination of blood tests and ultrasound measurements.
The screenings are voluntary, free of charge, and matter for planning appropriate care during pregnancy.
Do Screening Midwives Get London Weighting?
Yes, screening midwives working in London and surrounding areas receive London Weighting allowances. The extra payment compensates for the higher cost of living in the capital and nearby regions.
Can Screening Midwives Become Consultant Midwives?
Yes, screening midwives can advance to become consultant midwives by gaining specialized knowledge and leadership experience within the NHS midwifery structure.