Security Services Industry Award: Pay Rates, Classifications, and Obligations

From 1 July 2025, Australian minimum award rates (including the Security Award) increased by 3.5%. To support payroll compliance and avoid underpayments, it’s important to review classifications, allowances, and penalty rates.

In this guide, we break down Award coverage, role classification, and key pay, leave, and penalty rules so you can confidently stay compliant and avoid costly back pay or Fair Work issues.

Security Services Award: A Quick Summary for Busy Managers

Short on time? This section covers the essentials.

The Security Services Industry Award [MA000016] establishes employment standards and pay rates for workers in the security industry, including industry employees placed with organisations through labour hire and group training businesses.

To stay compliant, managers must consider:

• Award coverage: Whether the employee is covered by the Security Services Industry Award as opposed to other awards, for instance, the Transport (Cash in Transit) Award 2020 or the Corrections and Detention Award 2020.
• Employee type: Whether the employee works full-time, part-time, or casual hours.
• Employee classification, which ranges from Security Officer Level 1 to Security Officer Level 5.
• Hours and time of work: Whether the employee works standard workdays, nights, permanent nights, weekends, public holidays, or overtime.

What to look out for:

• The Security Services Industry Award 2020 pay rates for overtime vary for the first 2 hours and beyond, depending on when the overtime is worked. The Award also has different penalty rates for employees on night shifts vs. permanent night work, which can catch employers off guard.
• Most compliance issues stem from incorrect employee classifications, allowance errors, and failing to apply the correct overtime or penalty rates.

Coming up: Award dates and deadlines you need to know

Award Basics  

The Security Award 2020 sets pay rates and conditions for employers operating in the security services industry and employees who fall within the award’s classifications. It covers common security service roles, including security officers, crowd controllers, mobile patrol officers, control room operators, and airport screening personnel, all engaged by security service providers.

The Award covers core conditions such as the lowest hourly pay rates, classifications (Security Officer Levels 1–5), overtime and penalty rates, allowances, ordinary hours of work, and rostering arrangements.

Who’s covered by the Security Award?

This Award covers employers and employees working in the security services industry, which includes:

• Patrolling, monitoring, or safeguarding people and property using physical or electronic methods.
• Managing crowds, events, or venues with physical or electronic methods.
• Providing bodyguard services.
• Traffic control activities connected to security. 
• Operating control rooms or security monitoring centres.
• Loss prevention activities.

“Physical means” can involve tools or equipment such as trained guard dogs or, where authorised, firearms.

Common jobs include security officers or guards, crowd controllers, and loss prevention personnel.

Who isn’t covered by the Security Award?

The following roles or industries are generally not covered by the Security Award:

• Cash-in-transit services (unless this is only a minor duty).
• Prison operations, correctional centres or detention centers.
• Installing, maintaining, or repairing electronic monitoring systems.
• Installing, maintaining, repairing, or refilling ATMs.
• Security work not specific to the security industry (e.g., retail businesses, correctional facilities).

Coverage self-check: Does the Security Services Award apply?

If you’re unsure whether the Security Services Award is the right fit, check the following statements against your organisation and the role:

• I operate a security services business (or group training business with employees placed in a security services organisation) and employ staff to provide security services.
• The employee works as a security guard, crowd controller, or loss prevention officer (in a security services business, not, say, a retail business).
• The employee isn’t covered by a more specific award that applies to their primary duties (e.g., a retail worker stationed at a store entrance, conducting bag checks, is likely covered by the General Retail Industry Award), or they’re not a manager genuinely covered by a higher-level managerial classification.
• There’s no enterprise agreement (EA) covering the employee.

If these statements apply, the employee is likely covered by the Security Services Industry Award.

Determining the Security Award [MA000016] Requirements  

Under the Security Services Industry Award, employees are grouped by:

• Employment type: Full-time, part-time, or casual.
• Classification: Security Officer Levels 1–5. Each level is determined by the work, skills, training, and responsibilities of the role.

Employment types

Employment type is generally determined by the number of hours someone works each week and the predictability of their schedule. 

• Full-time employees work, on average, 38 hours/week, calculated over a 2- to 8-week cycle. They receive paid leave entitlements, such as annual leave and personal (sick) leave.
• Part-time employees consistently and reliably work fewer than 38 hours per week (or fewer than 38 hours a week over a cycle of 2 to 8 weeks). They also receive paid leave entitlements on a pro rata basis. In addition:
• The employer and employee must agree in writing on a regular pattern of work.
• The employer must pay part-time employees overtime rates for any time worked in excess of the number of agreed-upon hours.  
• Casual employees work as needed and are paid an hourly rate plus a 25% loading for hours worked, to compensate for not receiving entitlements.

Classifications

This Award classifies all roles under the title of Security Officer (Levels 1–5). Each level reflects the complexity, skills, training, and responsibilities that determine minimum pay rates.

For more details about the Security Award classifications, including levels and specific duties, check out the Security Award.   

Security Services Award 2020 Pay Rates and Entitlements Overview

Under this Award, pay rates and entitlements lay out minimum standards for how employees should be paid, including rules for breaks, allowances, and leave.

Minimum base rates

The Security Industry Award sets minimum pay rates for employees. The adult base rates for full-time employees are:

For a complete breakdown of employee classifications and Security Services Industry Award 2020 pay rates, download the Fair Work Ombudsman’s pay guide.

Examples of how minimum rates may apply in practice for a Security Officer Level 2: 

• Full-time: They must be paid at least $27.91/hour or $1,060.60/week.
• Part-time: They must be paid $27.91/hour. If they work 20 hours/week, this equates to $558.20/week, with paid leave accrued, pro rata.
• Casual: They would receive the same base rate of $27.91/hour, plus 25% loading ($27.91 x 1.25 = $38.89/hour). Across a 20-hour week, this equals $697.75/week.

If an employee performs duties of a higher classification for:

• Over 4 hours in a shift: They should be paid the higher classification rate for the day/shift.
• Less than 4 hours: They should be paid the higher classification rate only for any time spent performing those higher duties.

Penalty rates

Penalty rates apply when employees work outside typical business hours. For the Security Award, penalty rates differ for full-time, part-time, and casual workers.

Overtime rules and rates

Overtime rules apply when employees exceed their ordinary work hours. Under the Award, overtime pay applies to all employees as follows.

Note: Casuals receive overtime rates when they work more than:

• 38 hours/week
• An average of 38 hours/week across a cycle
• 10 hours in a shift, or
• 12 hours in a shift by agreement.

Overtime for casuals under the Award is generally calculated on the base rate, without the 25% loading.

There are restrictions on the amount of overtime employees may work. Employers must not require an employee to work more than 14 hours in a 24-hour period (including paid and unpaid meal and rest breaks, which employees are entitled to under this award).

To see how overtime rates work in practice, consider a Security Officer Level 5 who earns $29.79 per ordinary hour:

• If they work 2 hours of overtime on a weekday or Saturday, you’re required to pay 150% of their minimum hourly rate ($29.79 x 1.5), or $44.69/hour.
• If they work overtime on Sunday, they would receive 200% ($29.79 x 2), which is $59.58/hour.

Call-backs

If employees must return to the workplace after working their ordinary hours, they should be paid the relevant rate for the call-back.

To see this in action, say Emily (Security Officer Level 4) ends work at 6.00 pm on Saturday, but must return at 10.00 pm for a training session. However, it only takes her an hour to complete it. Based on the call-back rules, she’s entitled to 3 hours’ pay. And because 10.00 pm is outside ordinary hours, overtime rates apply. 

For this call-back, multiply the minimum hourly rate (Level 4) by overtime hourly rates.

First 2 hours of overtime = $28.86 x 150% = $43.29. $43.29 x 2 = $86.58.

Third hour of overtime = $28.86 x 200% = $57.72.

Calculate the total amount for the first 2 hours of overtime and the amount for the extra hour: $86.58 + $57.72 = $144.30.

Emily should receive $144.30 for the call-back.

Breaks

Security employees’ rest breaks depend on the length of their shift: 

Employees must be given a minimum 8-hour break between shifts, including any overtime worked at the end of one shift or before the next. 

If they work overtime and don’t receive this 8-hour break, they must be released from duty until they’ve had 8 consecutive hours off, without any reduction in pay for their ordinary hours.

If they’re required to continue without this break, they should be paid 200% of their base hourly rate until they receive a full 8-hour break. 

Allowances

Employees may be entitled to compensation, referred to as “allowances,” for extra work costs. Examples of Security Award allowances include:

Leave entitlements

Most leave entitlements are provided for under the National Employment Standards (NES), which apply regardless of Award coverage. However, the Security Services Award provides additional rules for different leave types; for example:

• Who gets annual leave: Full-time employees are entitled to 4 weeks of paid leave per year under the NES. Part-time employees receive the same entitlement on a pro rata basis based on their ordinary hours. Casual employees do not receive paid leave, as they’re compensated through a loading.
• Annual leave loading: Under the Award, annual leave is generally paid with a 17.5% leave loading, on top of base pay.
• Annual leave in advance: Annual leave may be taken before it accrues if there is a written agreement between you and an employee.
• Cashing out annual leave: Annual leave can only be cashed out via a written agreement. The employee should retain at least 4 weeks of accrued leave and can cash out up to 2 weeks in a 12-month period.
• Excessive leave: The Award includes rules for managing large leave balances. Annual leave is generally considered excessive when it exceeds 8 weeks (or 10 weeks for shiftworkers).

Other leave

Employees covered by this Award and the NES are also entitled to:

• Personal leave and compassionate leave.
• Parental leave and related entitlements.
• Community service leave.
• Family and domestic violence leave.
• Public holidays.

How To Determine Security Award Coverage

Getting award coverage right is the first step to paying employees correctly. If the wrong award is applied, it can affect classification, pay rates, allowances, and leave. Once you confirm that this Award applies, you can match the role to the appropriate classification level and apply the correct conditions. 

Let’s look at a practical example.

Security Services Award [MA000016]: A practical, real-world example 

Phillip is employed full-time by a security contractor, commissioned by a retail centre to protect its premises, property, and persons. He works under general supervision. 

His roster includes weekday shifts (8.00 am–4.00 pm), weekend shifts, and occasional public holidays. His duties include:

• Monitoring entrances/exits and controlling the movement of people and goods.
• Performing basic crowd control during busy hours and events.
• Securing, watching, guarding, and protecting as directed.
• Acting as a first response to security incidents and responding to alarm signals.
• Assisting in the provision of on-the-job training.
• Using simple CCTV systems.
• Recording and reporting incidents with a computer-based system.

Because Phillip’s employer operates in the security services industry and his duties align with the Award classifications, the Security Services Industry Award 2020 applies.

Since Phillip is responsible for activities, like acting as a first responder to security incidents and using more advanced computer-based systems, his duties fit Security Officer Level 2.

That means different rates apply depending on when he works, as the Award provides penalty rates for work performed outside standard weekday shifts:

• Base rate: $27.91/hour (applies to hours worked on weekday daytime shifts, such as his 8.00 am–4.00 pm shifts).
• Saturday rate (150%): $41.87/hour (applies when Phillip works ordinary hours on a Saturday, as weekend work attracts a higher rate under the Award).
• Sunday rate (175%): $55.82/hour (applies to ordinary hours worked on Sunday, reflecting higher penalty rates for weekend work).
• Public holiday rate (250%): $69.78/hour (applies when Phillip works on a public holiday, which attracts the highest penalty rate).

Common scenarios and compliance tips

Get it right with these key checks to common security services industry scenarios.

1. A nightclub hires security guards through a security firm

Key checks:

• Confirm award: The Security Award and security guard award rates apply since the security firm operates in the security services industry.  
• Confirm role classification: Employees’ duties and qualifications match classifications within the Award (e.g., securing, watching, guarding, protecting as directed, using electronic equipment, and responding to security incidents).

• Confirm pay: Pay the correct minimum rate for their level. If the employee works nights/permanent nights/weekends/public holidays, apply the correct weekend penalty rates.

2. A company operates a 24/7 alarm monitoring centre with full-time, part-time, and casual staff

Key checks:

• Confirm employment types and minimum engagement: Work hours determine employment type (full-time, part-time, casual). Check the rules for each type’s minimum engagement (e.g., casuals must be rostered to work a minimum of 4 hours per shift).
• Confirm role classifications: Determine levels based on actual duties performed.
• Confirm pay: Apply the correct night, permanent night, Saturday, and Sunday (or public holiday) penalty rates for full-time, part-time, and casual employees (inclusive of 25% loading).
• Check overtime: If full-time employees work above their agreed hours, overtime applies. (Check whether overtime applies to part-time and casual employees, depending on the number of hours worked per shift or per week.)

3. A security company provides security at a large licensed venue hosting a weekend festival, appointing site supervisors for shifts

Key checks:

• Confirm allowances: Provide the relevant supervision allowance depending on the number of employees a security supervisor oversees (e.g., 1-5, 6-10, 11-20, 20+). Provide a first aid allowance if a worker holds a Senior First Aid Certificate and is nominated to serve as a first aid provider.
• Apply the correct rate: Start with the usual base rate, then separately apply any night/weekend/public holiday or overtime rules, if triggered, and finally add any allowances.

Common employer mistakes to avoid

Even well-intentioned organisations can make errors. The most frequent include:

• Misclassifying employees (e.g., paying a Security Officer at level 1, when their duties align with level 2).
• Applying incorrect penalty rates for full-time, part-time, and casual employees.
• Not providing adequate breaks between overtime and resuming work (minimum 8 hours).
• Not applying the correct penalty rates for employees working night shifts vs. permanent night work.
• Paying casual night, permanent night, weekend, or public holiday shifts as “base rate + 25% loading + penalties” instead of using the all-in casual night, permanent night, weekend, and public holiday rates in the Security Services Industry Award 2020 pay guide.
• Missing allowances and failing to keep accurate records.

Glossary

Allowances 

Payments or contributions made by employers to employees in addition to regular wages, to cover specific work-related expenses or special skills/qualifications.

Call-backs

A situation where an employee is recalled to work after leaving the workplace or completing their shift. 

Casual night work

Work performed by casual employees during night hours (6 pm–6 am, Monday to Friday), which attracts night shift penalty rates (146.7%), inclusive of loading. 

Loading

A percentage paid on top of an employee’s base rate (e.g., 25% casual loading instead of paid leave).

Ordinary hours

The standard hours an employee is rostered to work at their base rate (before overtime applies).

Overtime

Work performed by employees in excess of hours or outside the spread of hours/rostered hours.

Penalty rates

Higher rates that apply when employees work certain hours outside typical business hours, e.g., nights, permanent nights, Saturdays, Sundays, public holidays.

Permanent night work

When employees are regularly rostered to work night shifts as part of their hours.

Resources and Links

For additional information and official resources, see:

• Security Services Industry Award 2020 [MA000016]
• Security Services Industry Award [MA000016]
• Fair Work Information Statement
• Fair Work Record-Keeping Requirements
• Annual Leave Cash-Out Agreement
• Annual Leave in Advance Agreement

FAQs

The Security Services Industry Award 2020 sets minimum pay rates, classifications, employment types, and working conditions for employees in the Australian security services industry. It establishes a framework for wages and entitlements, helping employers apply consistent conditions and reduce the risk of underpayment or non-compliance.

The Security Services Industry Award applies to businesses operating in the security services sector, as well as employees whose duties align with the classifications outlined in the Award. It also extends to labour-hire businesses and their employees placed with organisations in the security services sector. 

Under the Security Services Industry Award [MA000016], the minimum number of ordinary hours an employee may be rostered to work on a shift is 7.6 for a full-time employee, 20% of agreed weekly ordinary hours or 4, whichever is greater, for part-time employees, and 4 for casuals. The maximum number of ordinary hours that an employee may be rostered to work on a shift is 10.

Disclaimer

The information provided here is a summary only and does not constitute legal advice. While we have made every effort to ensure the information provided is up to date and reliable, we cannot guarantee its completeness, accuracy, or applicability to your specific situation. Laws change frequently, and outcomes may vary depending on your business circumstances. We recommend consulting a qualified employment lawyer before making decisions related to workforce management. Please note that we cannot be held liable for any actions taken or not taken based on the information presented on this website.