How many women are police officers in Australia?
Just over a quarter of operational sworn officers, and rising slowly.
The best like-for-like measure comes from the Productivity Commission's Report on Government Services (ROGS) 2026. It counts operational sworn officers as full-time equivalents at 30 June 2025. On that measure, women are 27.8% of operational police across Australia, about 16,107 of 57,940 FTE by our calculation.
Australia
27.8%
operational sworn, 2024-25
Tasmania
35.4%
highest share
WA
23.2%
lowest share
All police staff
35.9%
including unsworn roles
Women are better represented across police organisations as a whole (35.9% of all staff), because unsworn roles such as administration, forensics and intelligence have more women. Pay is identical for men and women at each rank and increment, because every force pays from the same award or agreement tables. Our police pay comparison shows those scales.
Women in each police force
Here's the ROGS 2026 breakdown by jurisdiction. ACT Policing is part of the AFP; the figure covers ACT Policing only, not the whole AFP.
NSW
- Women, operational sworn 2024-25
- 27.3%
- 2023-24
- 27.5%
- Operational sworn FTE 2024-25
- 15,567
- Women, all police staff 2024-25
- 35.8%
Victoria
- Women, operational sworn 2024-25
- 28.8%
- 2023-24
- 28.7%
- Operational sworn FTE 2024-25
- 15,873
- Women, all police staff 2024-25
- 34.2%
Queensland
- Women, operational sworn 2024-25
- 27.0%
- 2023-24
- 27.3%
- Operational sworn FTE 2024-25
- 12,024
- Women, all police staff 2024-25
- 37.6%
WA
- Women, operational sworn 2024-25
- 23.2%
- 2023-24
- 22.9%
- Operational sworn FTE 2024-25
- 6,489
- Women, all police staff 2024-25
- 33.4%
SA
- Women, operational sworn 2024-25
- 32.4%
- 2023-24
- 33.0%
- Operational sworn FTE 2024-25
- 4,444
- Women, all police staff 2024-25
- 37.3%
Tasmania
- Women, operational sworn 2024-25
- 35.4%
- 2023-24
- 35.2%
- Operational sworn FTE 2024-25
- 1,355
- Women, all police staff 2024-25
- 42.6%
ACT Policing
- Women, operational sworn 2024-25
- 31.2%
- 2023-24
- 30.6%
- Operational sworn FTE 2024-25
- 813
- Women, all police staff 2024-25
- 40.4%
NT
- Women, operational sworn 2024-25
- 25.7%
- 2023-24
- 25.0%
- Operational sworn FTE 2024-25
- 1,375
- Women, all police staff 2024-25
- 38.1%
Australia
- Women, operational sworn 2024-25
- 27.8%
- 2023-24
- 27.9%
- Operational sworn FTE 2024-25
- 57,940
- Women, all police staff 2024-25
- 35.9%
| Jurisdiction | Women, operational sworn 2024-25 | 2023-24 | Operational sworn FTE 2024-25 | Women, all police staff 2024-25 |
|---|---|---|---|---|
| NSW | 27.3% | 27.5% | 15,567 | 35.8% |
| Victoria | 28.8% | 28.7% | 15,873 | 34.2% |
| Queensland | 27.0% | 27.3% | 12,024 | 37.6% |
| WA | 23.2% | 22.9% | 6,489 | 33.4% |
| SA | 32.4% | 33.0% | 4,444 | 37.3% |
| Tasmania | 35.4% | 35.2% | 1,355 | 42.6% |
| ACT Policing | 31.2% | 30.6% | 813 | 40.4% |
| NT | 25.7% | 25.0% | 1,375 | 38.1% |
| Australia | 27.8% | 27.9% | 57,940 | 35.9% |
Source: Productivity Commission, Report on Government Services 2026, table 6A.2 (FTE at 30 June). Operational sworn excludes non-operational sworn staff.
The shares have barely moved in a year: most jurisdictions are within half a percentage point of 2023-24. Tasmania, SA and ACT Policing stand out at over 30%, while WA sits below a quarter. These are FTE figures, so forces with more women working part-time may show a slightly lower share than a simple headcount.
What the forces' own annual reports say
Force annual reports count people differently: some report headcount rather than FTE, and many give gender only for the whole workforce. That's why their figures don't match ROGS exactly. Here's what each one we could read says.
Tasmania
- Figure
- 577 of 1,555 police officers (37.1%)
- What it counts
- Police officer headcount, 30 June 2025
NT
- Figure
- 407 sworn women (15 commissioned, 60 NCOs, 332 constables)
- What it counts
- Sworn headcount, 2024-25 (up from 352 in 2022-23)
AFP
- Figure
- 23.9% of the sworn workforce (26.2% of police, 14.1% of PSOs)
- What it counts
- 30 June 2024, Gender Equity Action Plan
Queensland
- Figure
- 7,544 women (38.5%)
- What it counts
- Whole workforce, June 2025 quarter
Victoria
- Figure
- 7,655 of 21,832 (about 35%)
- What it counts
- All employees (headcount), 28 June 2025
WA
- Figure
- 35.8%
- What it counts
- Whole workforce (DEI Strategy 2025-30)
NSW, SA
- Figure
- Reports blocked our reader
- What it counts
- Use the ROGS figures above
| Force | Figure | What it counts |
|---|---|---|
| Tasmania | 577 of 1,555 police officers (37.1%) | Police officer headcount, 30 June 2025 |
| NT | 407 sworn women (15 commissioned, 60 NCOs, 332 constables) | Sworn headcount, 2024-25 (up from 352 in 2022-23) |
| AFP | 23.9% of the sworn workforce (26.2% of police, 14.1% of PSOs) | 30 June 2024, Gender Equity Action Plan |
| Queensland | 7,544 women (38.5%) | Whole workforce, June 2025 quarter |
| Victoria | 7,655 of 21,832 (about 35%) | All employees (headcount), 28 June 2025 |
| WA | 35.8% | Whole workforce (DEI Strategy 2025-30) |
| NSW, SA | Reports blocked our reader | Use the ROGS figures above |
Search summaries suggested NSW's 2024-25 report counts 4,542 sworn women and SAPOL's personnel data puts women at 38.6% of sworn strength. We couldn't open either document to check, and the SA figure conflicts with ROGS, so we haven't relied on them.
Women in senior ranks
Women are under-represented in the senior sworn ranks of most forces, but the picture is improving, and some forces now publish detailed numbers.
Tasmania
- Women in senior roles
- 3 of 12 commanders, 13 of 56 inspectors, 68 of 271 sergeants, and 456 of 1,123 constables (annual report 2024-25). The Commissioner is a woman.
Queensland
- Women in senior roles
- 178 women among senior officers (32.1%, against a 30% target), and 17 at senior executive level (34.7%)
AFP
- Women in senior roles
- 41.2% of Senior Executive Service roles at 30 June 2024, up from 20.2% in 2014-15
Victoria
- Women in senior roles
- 17 of 31 Senior Executive Service members (28 June 2025); police ranks not split by gender
NT
- Women in senior roles
- 15 commissioned women officers in 2024-25 (12 in 2022-23)
| Force | Women in senior roles |
|---|---|
| Tasmania | 3 of 12 commanders, 13 of 56 inspectors, 68 of 271 sergeants, and 456 of 1,123 constables (annual report 2024-25). The Commissioner is a woman. |
| Queensland | 178 women among senior officers (32.1%, against a 30% target), and 17 at senior executive level (34.7%) |
| AFP | 41.2% of Senior Executive Service roles at 30 June 2024, up from 20.2% in 2014-15 |
| Victoria | 17 of 31 Senior Executive Service members (28 June 2025); police ranks not split by gender |
| NT | 15 commissioned women officers in 2024-25 (12 in 2022-23) |
Tasmania's numbers show the typical pattern: women are about 41% of constables but about 25% of sergeants and commanders. Promotion depends on years of service and on promotion processes, so a better gender balance at entry takes years to reach the top.
Pay is identical at every rank. The gap is in who reaches the senior ranks, and that's where forces are now setting targets.
Do police forces have targets for women?
Some do. The clearest is the AFP's: in May 2021, when women were 22% of its sworn workforce, it set a target of 30% by 2028. Its Gender Equity Action Plan 2024-2027 adds a longer-term 40/40/20 gender-balance model (40% women, 40% men, 20% either).
Published targets and commitments
- ✓ AFP: 30% women in the sworn workforce by 2028; 40/40/20 long-term model.
- ✓ Queensland: 30% women in senior officer and senior executive positions (32.1% reached in 2024-25).
- ✓ Victoria: Gender Equality Strategy 2020-2030 aims for sustainable gender equality by 2030, without a published sworn target.
- ✓ WA: commits to the Public Sector Commission's aspirational targets for women, with no number published.
Targets don't change the entry standards. Every applicant sits the same entrance exam, interview, psych and medical assessments. Where a force's fitness standard differs by gender, it's set out in the next section.
Is the police fitness test different for women?
In most forces, no. Three forces set different targets for men and women on some events. These come straight from each force's published fitness test.
WA
- Event
- Beep test
- Standard
- Level 7.01 (male) / 6.01 (female)
WA
- Event
- Illinois agility run
- Standard
- 20 seconds or less (male) / 22 seconds or less (female)
AFP
- Event
- Push-ups
- Standard
- 15 (male) / 8 (female) within 60 seconds
Tasmania
- Event
- Grip strength
- Standard
- Males 40-49.9kg, females 20-29.9kg acceptable
Tasmania
- Event
- Waist
- Standard
- Males 94-102cm, females 80-88cm acceptable
Tasmania
- Event
- Broad jump ('strong' score)
- Standard
- Strong: males above 165, females above 105.
| Force | Event | Standard |
|---|---|---|
| WA | Beep test | Level 7.01 (male) / 6.01 (female) |
| WA | Illinois agility run | 20 seconds or less (male) / 22 seconds or less (female) |
| AFP | Push-ups | 15 (male) / 8 (female) within 60 seconds |
| Tasmania | Grip strength | Males 40-49.9kg, females 20-29.9kg acceptable |
| Tasmania | Waist | Males 94-102cm, females 80-88cm acceptable |
| Tasmania | Broad jump ('strong' score) | Strong: males above 165, females above 105. |
AFP: 'Gender X' applicants are assessed case by case. Tasmania says most of its tests are gender neutral and uses gender at birth where tests differ.
Everything else is the same for everyone. WA's push-ups, grip and 35 kg bag carry, Tasmania's beep test, plank and press-ups, and the AFP's plank and beep test are all single standards. The other five forces publish one standard for all applicants:
- Test
- Physical Capacity Tests
- Key events (single standard)
- Handgrip strength: 30 kg each hand; Prone bridge: 90 seconds; Vertical jump: 30 cm or more
- Test
- Victoria Police fitness test
- Key events (single standard)
- Multi-stage fitness test (beep test): Level 5.01; Handgrip strength: 30 kg each hand; Illinois agility run: 20 seconds
- Test
- QPS Recruit Entry Fitness Assessment (Standard V1 20251021)
- Key events (single standard)
- Prone bridge: 90 seconds minimum; Push-ups: 10 minimum; Beep test (20m shuttle): Level 5 shuttle 7 (5/7) minimum
- Test
- 'Fit for duty' test (wearing a 10 kg vest)
- Key events (single standard)
- Run: 80 m; Weighted carry: Run 25 m carrying two 15 kg weights; Balance beam: Cross a slippery balance beam
- Test
- NTPF fitness assessment
- Key events (single standard)
- Push-ups: 10 at a 2-second cadence; Prone bridge (plank): 90 seconds; Farmer's carry: 20kg in each hand, 5 x 20m (100m total)
| Force | Test | Key events (single standard) |
|---|---|---|
| NSW Police | Physical Capacity Tests | Handgrip strength: 30 kg each hand; Prone bridge: 90 seconds; Vertical jump: 30 cm or more |
| Victoria Police | Victoria Police fitness test | Multi-stage fitness test (beep test): Level 5.01; Handgrip strength: 30 kg each hand; Illinois agility run: 20 seconds |
| QPS | QPS Recruit Entry Fitness Assessment (Standard V1 20251021) | Prone bridge: 90 seconds minimum; Push-ups: 10 minimum; Beep test (20m shuttle): Level 5 shuttle 7 (5/7) minimum |
| SAPOL | 'Fit for duty' test (wearing a 10 kg vest) | Run: 80 m; Weighted carry: Run 25 m carrying two 15 kg weights; Balance beam: Cross a slippery balance beam |
| NT Police | NTPF fitness assessment | Push-ups: 10 at a 2-second cadence; Prone bridge (plank): 90 seconds; Farmer's carry: 20kg in each hand, 5 x 20m (100m total) |
See our police fitness test guide for every force's full test.
Get a plan built around your test
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Parental leave in every police force
Every force offers paid parental leave, and unpaid leave extends it to at least a year. The detail differs by force and length of service. These entitlements come from each force's award or agreement.
- Parental leave entitlement
- 14 weeks paid (after 40 weeks' continuous service), plus 2 weeks bonus paid parental leave in some cases, plus 38 weeks unpaid (52 weeks in total), with a right to request a further 52 weeks (cl 22 as varied 12 Sep 2025).
- Parental leave entitlement
- Primary caregiver: 16 weeks paid plus up to 36 weeks unpaid. Secondary caregiver: 4 weeks paid plus 12 weeks additional paid (with conditions) plus unpaid leave up to 52 weeks. Paid maternity leave (birth, not primary carer): 14 weeks paid with 31 weeks' service. Paid partner leave: 4 weeks (cl 147, 148, 150, 151).
- Parental leave entitlement
- 14 weeks' paid leave for the primary carer and 1 week for the other parent, after 12 months' service, under Directive 08/24 (applied through cl 63). Super is paid for the whole 52-week parental leave period, paid or unpaid, from 1 Jul 2024.
- Parental leave entitlement
- 52 weeks' parental leave, including 560 hours (14 weeks) paid (cl 35). The partner's 1 week of leave at the birth is taken from the partner's own leave or as unpaid leave, not as extra paid leave (cl 35.25).
- Parental leave entitlement
- Paid maternity, adoption and conforming surrogacy leave: 16 weeks after 12 months' service, 20 weeks after 5 years' service; total paid and unpaid leave up to 104 weeks (cl 32.3). Paid partner leave is also provided (detail not extracted).
- Parental leave entitlement
- 18 weeks paid primary caregiver leave and 4 weeks paid secondary caregiver leave, each after 12 months' continuous service (award). The recruitment site still says 14 weeks paid maternity leave, which is out of date.
- Parental leave entitlement
- Primary caregiver: 14 weeks paid after 12 months' service (pro-rata from 39 weeks), 18 weeks paid after 5 years, up to 3 years in total. Partner leave: 1 week paid after 12 months, 2 weeks paid after 5 years, up to 3 years in total.
- Parental leave entitlement
- Primary caregiver: 18 weeks paid (or 36 weeks at half pay) within a 24-month parental leave period, from day one. Secondary caregiver: 14 weeks paid from 1 Mar 2026, rising to 18 weeks from 28 Feb 2027 (was 8 weeks to 28 Feb 2025 and 11 weeks to 28 Feb 2026). Super is paid during paid parental leave.
| Force | Parental leave entitlement |
|---|---|
| NSW Police | 14 weeks paid (after 40 weeks' continuous service), plus 2 weeks bonus paid parental leave in some cases, plus 38 weeks unpaid (52 weeks in total), with a right to request a further 52 weeks (cl 22 as varied 12 Sep 2025). |
| Victoria Police | Primary caregiver: 16 weeks paid plus up to 36 weeks unpaid. Secondary caregiver: 4 weeks paid plus 12 weeks additional paid (with conditions) plus unpaid leave up to 52 weeks. Paid maternity leave (birth, not primary carer): 14 weeks paid with 31 weeks' service. Paid partner leave: 4 weeks (cl 147, 148, 150, 151). |
| QPS | 14 weeks' paid leave for the primary carer and 1 week for the other parent, after 12 months' service, under Directive 08/24 (applied through cl 63). Super is paid for the whole 52-week parental leave period, paid or unpaid, from 1 Jul 2024. |
| WA Police | 52 weeks' parental leave, including 560 hours (14 weeks) paid (cl 35). The partner's 1 week of leave at the birth is taken from the partner's own leave or as unpaid leave, not as extra paid leave (cl 35.25). |
| SAPOL | Paid maternity, adoption and conforming surrogacy leave: 16 weeks after 12 months' service, 20 weeks after 5 years' service; total paid and unpaid leave up to 104 weeks (cl 32.3). Paid partner leave is also provided (detail not extracted). |
| Tasmania Police | 18 weeks paid primary caregiver leave and 4 weeks paid secondary caregiver leave, each after 12 months' continuous service (award). The recruitment site still says 14 weeks paid maternity leave, which is out of date. |
| NT Police | Primary caregiver: 14 weeks paid after 12 months' service (pro-rata from 39 weeks), 18 weeks paid after 5 years, up to 3 years in total. Partner leave: 1 week paid after 12 months, 2 weeks paid after 5 years, up to 3 years in total. |
| AFP | Primary caregiver: 18 weeks paid (or 36 weeks at half pay) within a 24-month parental leave period, from day one. Secondary caregiver: 14 weeks paid from 1 Mar 2026, rising to 18 weeks from 28 Feb 2027 (was 8 weeks to 28 Feb 2025 and 11 weeks to 28 Feb 2026). Super is paid during paid parental leave. |
Queensland follows a public sector directive; the number of paid weeks for police was not verified in the agreement. Tasmania's recruiting site still says 14 weeks, which is out of date.
Two details are worth noticing. Some forces pay more after longer service: SA rises from 16 to 20 weeks after five years, and the NT from 14 to 18. And super continues during leave in some forces: Queensland pays super across the whole 52-week parental leave period, paid or unpaid, and the AFP pays super during paid parental leave.
Small things that matter
WA pays a pregnancy clothing allowance of $1,299 a year, pro rata, to pregnant officers. Ask your force what uniform, duty and return-to-work support it offers.
Part-time and flexible work in the police
Policing is a 24/7 job, but flexible work is now built into most agreements. Here's what the agreements and awards we read provide.
Victoria
- Flexible work provisions
- No 4-day week or 9-day fortnight scheme in the agreement. 10-hour shifts exist (PSO transit, some rosters, cl 33.2/35.8); Air Wing may work 12-hour shifts (cl 188.7). Purchased leave (cl 135) and part-time work (cl 34) exist.
WA
- Flexible work provisions
- Bereavement, carer's, family and domestic violence leave, 42/52 purchased leave, a deferred salary scheme, career breaks, cultural leave and emergency service leave (cl 32-57).
Tasmania
- Flexible work provisions
- Police Accumulated Leave Scheme (salary averaging for extra leave) and reduced-hours work (award).
NT
- Flexible work provisions
- Purchased leave: 1-6 extra weeks a year after 12 months' service.
NSW
- Flexible work provisions
- Ordinary hours: 38 a week on average with flexible rostering; 2 rest days per 7 (or 4 per 14); on average 1 Sunday off per fortnight and 1 full weekend a month (cl 49).
| Force | Flexible work provisions |
|---|---|
| Victoria | No 4-day week or 9-day fortnight scheme in the agreement. 10-hour shifts exist (PSO transit, some rosters, cl 33.2/35.8); Air Wing may work 12-hour shifts (cl 188.7). Purchased leave (cl 135) and part-time work (cl 34) exist. |
| WA | Bereavement, carer's, family and domestic violence leave, 42/52 purchased leave, a deferred salary scheme, career breaks, cultural leave and emergency service leave (cl 32-57). |
| Tasmania | Police Accumulated Leave Scheme (salary averaging for extra leave) and reduced-hours work (award). |
| NT | Purchased leave: 1-6 extra weeks a year after 12 months' service. |
| NSW | Ordinary hours: 38 a week on average with flexible rostering; 2 rest days per 7 (or 4 per 14); on average 1 Sunday off per fortnight and 1 full weekend a month (cl 49). |
Part-time policing is usually negotiated with your commander and depends on operational need, so it's easier to arrange in some roles and stations than others. Several allowances are pro-rated for part-timers. Ask recruiting how many officers in your target force work part-time, and what roles they do.
Work out part-time take-home pay
See your fortnightly take-home pay in any force at any rank, with 2026-27 tax rates. Use a pro-rata salary to model part-time hours.
Culture: an honest look
It would be wrong to talk about women in policing without mentioning the official inquiries. Two in particular found serious problems, and both forces have reform programs as a result.
VEOHRC Independent Review into sex discrimination and sexual harassment in Victoria Police (Phase 1, December 2015)
- What it found
- Lifetime prevalence of sexual harassment among female survey participants of almost 40%; 20 recommendations. A Phase 3 audit in August 2019 noted significant progress since 2015.
Commission of Inquiry into QPS responses to domestic and family violence, A Call for Change (November 2022)
- What it found
- 78 recommendations; a chapter on sexism and misogyny found a culture where misogyny, sexism and racism were expressed largely unchecked, with under-reporting driven by fear.
| Inquiry | What it found |
|---|---|
| VEOHRC Independent Review into sex discrimination and sexual harassment in Victoria Police (Phase 1, December 2015) | Lifetime prevalence of sexual harassment among female survey participants of almost 40%; 20 recommendations. A Phase 3 audit in August 2019 noted significant progress since 2015. |
| Commission of Inquiry into QPS responses to domestic and family violence, A Call for Change (November 2022) | 78 recommendations; a chapter on sexism and misogyny found a culture where misogyny, sexism and racism were expressed largely unchecked, with under-reporting driven by fear. |
These reports describe the past, not necessarily the station you'd join, but they're worth reading. When you apply, ask what's changed: how complaints are handled, what support exists, and how many women work in the district you'd be posted to.
Networks and support for women in policing
There's a well-established support network for women in Australian policing, both across forces and within them.
Networks and programs
- ✓ Australasian Council of Women and Policing (ACWAP): founded in 1997, runs the Excellence in Policing Awards and annual conferences (Darwin, August 2026); membership is open to anyone.
- ✓ Queensland: the Leading Women Network, described in the QPS annual report.
- ✓ AFP: Champions for Women, named in its Gender Equity Action Plan.
- ✓ NT: the Patricia Anne Brennan Award, presented on International Women's Day.
- ✓ Police associations and unions in every state, for industrial and workplace support.
Wellbeing support is also available to every officer through each force's employee assistance program. If you need support right now, contact Lifeline on 13 11 14 or Beyond Blue on 1300 22 4636, or 000 in an emergency.
Tips for women applying to the police
The process is the same for everyone, but a few things are worth planning for.
- 1
Choose your force
Compare pay, postings, parental leave and fitness standards. Our force quiz helps.
- 2
Train for upper-body strength
Push-ups, grip and carries are where many applicants need the most work, and most forces use a single standard.
- 3
Plan your family timing
Several forces pay more parental leave after 12 months or 5 years of service. Check your force's rules.
- 4
Talk to serving officers
Ask about culture, rosters and part-time options in the district you're likely to be posted to.
- 5
Prepare for the interview
Use examples from your work and life that show communication, resilience and integrity.
Why women choose policing
- ✓Equal pay at every rank and step
- ✓Generous paid parental leave and super in some forces
- ✓Wide range of specialist careers
- ✓Growing numbers of women in senior roles
What to plan for
- ✕Shift work and postings can complicate childcare
- ✕Single fitness standards in most forces
- ✕A history of cultural problems in some forces
- ✕Part-time arrangements depend on operational need
Ready to start? Read our guide to becoming a police officer and check the eligibility requirements. If you're coming from another career, see our career change guide.
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Parental leave and flexible work rules change with every pay deal; the AFP's secondary carer leave rises again in February 2027. We'll email you when a force improves its leave or opens a new intake.
- ✓Parental leave and flexible work changes
- ✓New intakes in all 8 forces
Frequently asked questions
What percentage of police officers in Australia are women?
About 27.8% of operational sworn police nationally, according to the Productivity Commission's Report on Government Services 2026, measured as full-time equivalent at 30 June 2025. That's roughly 16,107 of 57,940 FTE by our calculation. Women make up a larger share of all police staff (35.9%) because they're better represented in unsworn roles.
Which police force has the most women?
Tasmania, with 35.4% of operational sworn officers in 2024-25 (ROGS 2026). Tasmania's own annual report puts women at 37.1% of its police officer headcount at 30 June 2025, and its Commissioner is a woman. SA (32.4%) and ACT Policing (31.2%) are next. WA has the lowest share at 23.2%.
Is the police fitness test different for women?
In three forces, partly. WA sets a lower beep test (6.01 vs 7.01) and a slower Illinois agility time (22 vs 20 seconds) for women. The AFP asks for 8 push-ups instead of 15. Tasmania sets different grip strength and waist ranges. NSW, Victoria, Queensland and SA publish one standard for everyone, and the NT does not split its published standard.
How much maternity leave do police officers get in Australia?
Between 14 and 18 weeks' paid leave for a primary carer, depending on the force and your length of service. The AFP and Tasmania offer 18 weeks, Victoria and SA 16 weeks (SA rising to 20 after 5 years), and NSW, WA and the NT 14 weeks (the NT rising to 18 after 5 years). Unpaid leave extends this to at least a year.
Can police officers work part-time?
Yes. Part-time work is part of the agreements in several forces: Victoria's agreement includes part-time work and purchased leave, WA offers purchased leave, deferred salary and career breaks, Tasmania has reduced-hours work and a leave accumulation scheme, and the NT lets officers buy 1 to 6 extra weeks of leave a year. Arrangements usually depend on operational needs.
Is policing a good career for women?
Many women build long careers in policing, including in senior roles: women hold 41.2% of AFP Senior Executive roles and 32.1% of senior officer roles in Queensland. Official inquiries in Victoria (2015) and Queensland (2022) also found serious problems with sexism and harassment. Forces have reform programs, so ask about culture and support when you apply.
What support is there for women in the police?
The Australasian Council of Women and Policing (ACWAP), founded in 1997, runs conferences and the Excellence in Policing Awards and is open to anyone. Forces also run their own programs, such as Queensland's Leading Women Network and the AFP's Champions for Women. Police associations and unions offer industrial support.
Evidence
Sources and how we checked them
Every figure on this page comes from the sources below, read on 9 October 2026. Pay rates and rules change when new agreements are made, so check the source for the date you're reading this. Where we couldn't confirm something from an official source, the page says so instead of guessing. Spotted an error? Read our corrections policy.
- Productivity Commission: Report on Government Services 2026, Police services (table 6A.2)
- ROGS 2026 police services dataset (CSV)
- Tasmania DPFEM Annual Report 2024-25
- NT PFES Annual Report 2024-25
- QPS Annual Report 2024-25
- Victoria Police Annual Report 2024-25
- WA Police Force Diversity, Equity and Inclusion Strategy 2025-30
- AFP Gender Equity Action Plan 2024-2027
- AFP media release: new female recruitment target (7 May 2021)
- Australasian Council of Women and Policing
- VEOHRC: Independent Review into sex discrimination and sexual harassment in Victoria Police, Phase 1 (2015)
- VEOHRC: Independent Review, Phase 3 audit (2019)
- Commission of Inquiry into QPS responses to DFV: A Call for Change (2022)
- Western Australia Police Force Industrial Agreement 2024 (WAIRC, WES338)
- Let's Join Forces (WA Police Force): Entry-level officer recruitment process
- AFP: Leave, pay and benefits
- AFP: Application process
- Police Award No. 2 of 2026 (Consolidated), TIC T15311 of 2026 (read via Wayback Machine copy 2026-05-20)
- Tasmania Police Recruitment: Fitness Test
- Victoria Police (Police Officers, PSOs, Police Reservists and Police Recruits) Enterprise Agreement 2025, [2025] FWCA 1135, AE528554
- Variation to the Crown Employees (Police Officers - 2024) Award, made 12 Sep 2025, NSW Industrial Gazette Vol 398, 28 Oct 2025, pp 421-442
- South Australia Police Enterprise Agreement 2021 (approved, SAET ET-21-00375; scanned PDF read by the scanned copy)
- Northern Territory Police Force Consent Agreement 2022 (PAT-certified), NTPA copy
Related guides
Joining the police
More in this series
General information, not advice. This guide explains published rules and rates. It doesn't consider your personal circumstances and isn't financial, legal, tax or credit advice. Confirm anything you rely on with your force, your police association, the ATO or a licensed professional.