Training and Professional Standards: The Devil’s in the Detail

The SIA sets a minimum bar for training, but let’s be clear: it’s just that, a minimum. Good employers go further, offering site-specific and ongoing training. The SIA’s Approved Contractor Scheme (ACS) is supposed to recognise the best of the best, but as anyone in the industry knows, ACS status doesn’t always guarantee quality on the ground.

Across the EU, training is a mixed bag. Some countries demand extensive courses and background checks; others are more relaxed. The European Confederation of Private Security Services (CoESS) has been banging the drum for harmonisation, but progress is glacial. Until there’s real consistency, standards will remain uneven.

Recommended Reading: Building a Strong Security Culture

Trends and Challenges: What’s Really Happening on the Ground?

UK

• Integration with Police: Increasingly, UK private security is plugging gaps left by the police, especially during crises like the pandemic. We’re not the police, but we’re often the first responders.
• Counter-Terrorism: New laws like Martyn’s Law are bringing the UK’s private security into the heart of national counter-terrorism strategies. This is a huge responsibility and a huge challenge.
• Tech Adoption: The UK is leading the way in electronic surveillance and integrated systems. But technology is only as good as the people using it.

EU

• Event-Driven Growth: Major events (think football tournaments, festivals) drive demand for security. But when the crowds go home, so do the jobs.
• Digital Transformation: The move to contactless payments and digital security is reducing the need for old-school cash-in-transit services.
• Regulatory Fragmentation: The lack of harmonised standards is a real headache for companies and professionals alike.

Conclusion: Where Do We Go from Here?

The UK’s private security industry is, in many ways, a model of centralised regulation and professionalisation. But we shouldn’t get complacent. The SIA system is far from perfect, and standards on the ground are at best “patchy”. Across the EU, diversity is both a strength and a weakness: local knowledge is invaluable, but the lack of harmonisation holds the sector back.

As the industry grows and evolves, the pressure for higher standards and greater consistency will only increase. For now, the UK leads in regulation and training, but we must keep pushing for real professionalism, because at the end of the day, security is about people, not just policies.

While the UK and EU private security industries share common drivers, rising crime, public sector outsourcing, and technological change, the UK stands out for its centralised, rigorous regulatory regime and professional standards. EU countries, by contrast, display significant diversity in licensing, training, and oversight, reflecting local legal and market conditions. 

Brexit has accentuated these differences, with the UK moving towards greater regulatory autonomy. As the sector continues to grow and evolve, calls for harmonisation and higher standards across Europe are likely to intensify, but for now, the UK remains a model of centralised regulation and professionalisation (well, if the new S12 group performs as we all hope). 

Stay Ahead with the UK’s Trusted Security Hiring Platform

While the UK and EU private security industries share common drivers—rising crime, public sector outsourcing, and rapid technological change—the UK leads with its centralised regulation and clear compliance standards. But leadership requires momentum.

If you’re serious about building a trusted, high-performance security team, GuardPass gives you the tools, talent, and technology to do it right. From building a flexible guard pool to accessing a purpose-built security recruitment platform, we help you meet today’s demands with tomorrow’s expectations.

Hire better with GuardPass.

Starting a security company today in the UK is a vastly different undertaking than it was 10, 20, or even 30 years ago. The fundamentals of protecting people, property, and reputation remain the same, but the environment we operate in has evolved — and continues to evolve — at an unprecedented pace. 

As someone who has dedicated three decades to the guarding sector, I’ve seen both the best and worst of this industry. Security company start-ups bring fresh energy and innovation, but they also face an uphill battle. From navigating SIA regulations to winning contracts and retaining staff, the barriers to success are significant.

Below, I examine what I believe are the biggest challenges faced by new entrants in today’s UK security industry — and offer some insights on how to navigate them.

Breaking Through a Crowded Market

The UK security industry is saturated. With over 4,000 SIA-approved contractors and countless unapproved operators, standing out is difficult. Many start-ups enter the industry under the impression that reliability and professionalism alone will win them business. Unfortunately, that’s just the baseline. Clients expect more, and they often default to larger, well-established players unless you can offer clear, compelling value.

Security company start-ups must answer a difficult question: What makes us different? 

Whether it’s niche market knowledge, use of cutting-edge technology, or superior customer service, start-ups must identify and communicate their USP clearly and relentlessly.

Navigating Regulations and Compliance

SIA licensing, ACS accreditation, GDPR, employment law, health and safety standards — the compliance landscape is complex and constantly shifting. Getting it wrong isn’t just expensive; it can destroy a fledgling business’s reputation before it’s even off the ground.

Too many security company start-ups underestimate the time and cost involved in staying compliant. Some cut corners, only to be caught out later. Others simply lack the experience to implement the correct processes from day one. I always advise new business owners to either invest in experienced SIA compliance personnel or outsource this function to trusted consultants until they can bring it in-house.

Security Recruitment and Retention in a Tight Labour Market

Good security officers are hard to find and even harder to keep. This isn’t a new challenge, but it’s intensified in recent years. Post-pandemic shifts in employment patterns, rising expectations around work/life balance, and cost-of-living pressures mean security workers are more selective than ever. 

High staff turnover is common, especially in the event and mobile sectors. If you are not already using the GuardPass system to recruit security officers, I highly recommend you check it out! 

For start-ups, this creates a Catch-22. Without a solid pipeline of work, it’s hard to promise regular hours. Without regular hours, it’s hard to attract and retain good officers. Gold start-ups tackle this by building strong candidate relationships early and offering perks beyond pay, such as flexible shifts, transparent communication, and prompt payroll.

Recommended Read: 5 Tips to Attract Security Talent

Winning Contracts Without a Track Record

Procurement departments are risk-averse. Most prefer to stick with suppliers they know, or those with proven experience. This makes it extremely difficult for new firms to secure meaningful contracts,  especially in regulated environments like government buildings, transport hubs, or critical infrastructure.

Security company start-ups must be realistic: major public-sector tenders are unlikely in year one. Instead, success often begins with small, local contracts. Proving reliability and quality on a small scale creates the references and case studies needed to pursue larger opportunities. Partnerships and subcontracting can also provide a valuable stepping stone.

Cash Flow and Financial Discipline

Security is a labour-heavy business with tight margins. Most contracts are invoiced monthly, often with 30, 60 or even 90-day payment terms. Meanwhile, staff expect to be paid weekly. This creates a cash flow pinch that has sunk many start-ups.

Financial planning is not optional. Even a profitable business can collapse if it runs out of cash. Accurate forecasting, prudent budgeting, and a robust credit control process are essential from day one. I also recommend that start-ups maintain a contingency fund or access to flexible finance, particularly if pursuing rapid growth.

Insurance and Legal Exposure

Insurance is another area where corners must not be cut. Public liability, employer’s liability, vehicle cover (if doing mobile patrols), and professional indemnity policies are the bare minimum. The right cover protects not just the company’s finances but also its reputation. Many clients won’t even consider a provider without robust, documented insurance arrangements.

Equally important is understanding legal exposure. A poorly worded contract, a lack of documented training, or an unclear assignment instruction can all lead to disputes, injury claims, or regulatory breaches. Experienced legal support may seem like a luxury for a security start-up, but it can save thousands in the long run.

Technology Expectations

Today’s clients expect more than boots on the ground. They want real-time reporting, GPS tracking, and evidence of performance. Large security firms have invested heavily in technology platforms to meet these expectations. Start-ups must find ways to compete, even if on a smaller scale.

The good news is that cloud-based solutions have made guard tour systems, incident reporting apps, and scheduling software more affordable than ever. But tech alone won’t impress; how it’s used, integrated, and explained to the client is what counts.

Cybersecurity and Data Protection

It’s no longer just about physical security. Every security company now handles personal data, staff details, client information, and CCTV footage. This makes them a target for cybercriminals and subject to stringent data protection rules under GDPR.

Start-ups can’t afford to be complacent. Even a small breach can trigger fines and reputation damage. Basic cybersecurity hygiene, secure systems, regular updates, staff training, and professional hosting must be part of the business DNA from day one.

Maintaining Quality Under Pressure

The moment a security company start-up wins a few contracts, it enters a new danger zone: overextension. Taking on too much, too quickly, often leads to service failure. Missed patrols, untrained officers, communication breakdowns, these can undo hard-won client trust in an instant.

It’s essential to scale sustainably. Deliver excellence on what you already have before chasing the next contract. Quality, not quantity, is what will build long-term success and referrals.

How GuardPass Helps Security Company Start-Ups

The challenges for start-ups in the security sector are real — from compliance to cash flow, staffing to scalability. But the good news is, you don’t have to navigate these alone. Platforms like GuardPass are purpose-built to ease the burdens security companies face every day.

GuardPass gives new and growing firms access to pre-vetted and licensed professionals, compliance tools, and the technology to manage hiring fast, all in one place. If you’re serious about growing sustainably, it’s time to stop firefighting and start building.

Read our blog on how GuardPass is streamlining security hiring to learn more.

Final Thoughts

Running a successful security company in today’s climate is not impossible, but it is hugely demanding. Passion, purpose, and professionalism are essential, but not enough on their own. Start-ups must be strategic, compliant, financially disciplined, and above all, client-focused.

After 30 years in the UK security industry, I still believe in its value and its future. New blood is vital. But it must be prepared. The best advice I can give any aspiring security entrepreneur is this: do your homework, seek advice from those who’ve walked the path before you, and never lose sight of the responsibility we carry.

Because in the end, our business is not just about contracts and uniforms. It’s about trust. Explore GuardPass and discover how we help security companies hire better, faster, and smarter.

Imagine this: You’ve posted a security job, expecting the usual flood of applicants. Days pass. A few apply. One looks promising. But by the time you get around to reviewing their CV and making contact, they’re gone. Hired at a company that’s not a victim of slow hiring.

Sounds familiar? It’s happening every day across the industry.

In fact, 49% of candidates abandoned job applications in Q4 2024, most often because of missing salary info, vague job details, or painfully slow response times. And in security hiring, where roles are urgent and margins are tight, slow hiring isn’t just frustrating; it’s expensive.

So, what’s really costing you candidates? Let’s dig into the numbers and explore how speed (or lack of it) could be sabotaging your recruitment. 

What It Looks Like on the Ground

The impact of slow hiring isn’t always obvious at first, but over time, the cracks show in the form of missed shifts, lost revenue, and increasing pressure on your existing team. For companies managing security hiring, these delays quickly become operational risks.

Here’s what that looks like in real terms:

• Guards booked for upcoming events or shifts drop out, leaving you scrambling
• You lose out on contracts because you couldn’t staff up in time
• Subcontractors become your default (and expensive) fallback
• Your job ads go ignored because they lack the clarity candidates now demand

This all adds up to one thing: wasted time and lost money.

In 2025, hiring isn’t just about filling roles; it’s about keeping up with a market that expects speed, clarity, and action. The latest recruitment trends don’t lie. If your process is slow, your competitors will win.

What Candidates Expect in 2025

If 2024 made anything clear, it’s this: job seekers aren’t waiting around. Especially in frontline industries like security, where demand is high and competition is fierce, the expectation is for job ads to be clear, quick, and mobile-friendly, and for responses to come in hours, not days.

Here’s what’s driving candidate behaviour in 2025, backed by the latest hiring data.

49% of Candidates Abandon Applications

According to public UK hiring reports from 2024, nearly half of all candidates (49%) abandoned job applications in Q4 2024. Why?

• Missing salary details
• Vague job descriptions
• Overly long or complicated application processes

In security hiring, where roles are urgent and staffing gaps are costly, this kind of drop-off isn’t just inconvenient. It’s unsustainable. 

Check out our guide on innovative hiring tools for assessing talent.

5.1 Weeks: The Average Time to Hire

Speed is the name of the game. But the average hiring process still takes 5.1 weeks, which is far too slow for most candidates, especially those seeking shift-based or temporary work.

In industries like security, where urgent cover is often required, this delay leads directly to lost revenue, missed shifts, and increased pressure on subcontractors.

1 in 3 Workers Plan to Switch Jobs in 2025

The candidate market is shifting. One in three UK workers is planning to change jobs this year, which means opportunity is everywhere—but only for the companies that can act fast and present themselves well.

With this much movement, your job ad has one chance to capture attention. And if it’s not hitting the mark? Someone else’s will.

75% of Candidates Prefer Automated Applications

Today’s applicants don’t want to be passed through outdated processes. 75% of candidates prefer automated application systems, especially if they’re intuitive and mobile-friendly.

They want to:

• Apply in minutes, not hours
• Get confirmation or feedback quickly
• Avoid duplicate form-filling or unnecessary steps

If your hiring process still relies on manual comms or clunky forms, expect drop-offs—and fast.

Recommended Read: Security Industry Trends for 2025

Key Candidate Priorities Right Now:

In 2025, job seekers expect:

• Salary transparency: No numbers? No application.
• Mobile-first experience: Job seekers expect to apply from their phone in under five minutes.
• Communication: A fast, human response matters more than ever.
• Clarity: They want to know shift patterns, expectations, and what comes next before they hit “apply.”

In security hiring, where urgent cover and shift-based work is common, these expectations can make or break your pipeline. If your hiring process doesn’t meet these standards, you’ll lose candidates before you’ve even had a chance to speak to them.

How GuardPass Fixes the Slow Hiring Problem

In security hiring, time is rarely on your side. Whether you need urgent shift cover or fast turnaround for a new contract, traditional recruitment methods aren’t built for the pace the industry now demands. GuardPass is.

Created specifically for the security sector, GuardPass removes the barriers that lead to slow hiring and replaces them with tools designed to move fast and deliver results. This allows us to automate security hiring. 

Here’s how we help:

• Access to over 200,000 pre-vetted, SIA-licensed professionals
• Video introductions to help you assess candidates quickly, without the need for a full interview
• Instant messaging to reduce delays and improve candidate engagement
• Transparent, mobile-optimised job ads designed to convert
• Guaranteed 10+ applicants within 5 days, or we boost your job at no extra cost

Bonus: Fast, Compliant Vetting with GuardCheck

Even with the perfect candidate, delays can creep in during onboarding, especially around compliance. GuardPass includes GuardCheck, our fully digital BS7858 vetting tool, which enables screening and compliance checks to be completed in under 48 hours.

No paperwork delays. No manual chasing. Just a secure, compliant, and fast process built into the same platform where you post jobs and find talent.

With GuardPass, you don’t just hire faster. You hire smarter and stay fully compliant while you do it.

Speed Up. Stand Out. Hire Better.

In 2025, the most successful security companies aren’t just hiring — they’re doing it faster, smarter, and more transparently than ever before. Candidates expect clarity and speed. Clients expect reliability. And businesses that adapt are the ones winning contracts, reducing employee turnover, and staying ahead of the curve.

If your current hiring process feels slow, outdated, or simply ineffective, it’s time to make a change.

GuardPass is already helping hundreds of security employers:

• Reduce their time to hire
• Improve the quality of applicants
• Cut their dependency on subcontractors
• Stay fully BS7858 compliant

Whether you’re filling last-minute shifts or building out a long-term team, GuardPass gives you the tools and talent to do it better.

Start hiring faster today and set your security business up for success. Post a job on GuardPass.

The UK security industry is facing significant challenges, from financial pressures to regulatory concerns. Yet, amidst these difficulties, some companies are setting new standards for service quality and innovation. 

This blog highlights five security companies that are leading the way in delivering excellence and improving industry standards.

The Current UK Security Industry Landscape

I think that it is fair to say that the UK security industry is in a bit of a state. Just when service providers thought things couldn’t get any tougher, the Labour Party came along and inflicted a huge increase on employers’ National Insurance contributions, on an industry that was already facing massive financial challenges.

Recommended Reading: Learn about security trends that might transform the industry this year.

Increases in the minimum wage, and a playing field already full of hills and valleys caused by malpractice and endemic criminality, mean that it is tougher than ever for SMEs at the cheaper end of the market to survive.

Despite the many problems the industry has to cope with, there are still companies that are innovating and working hard to stand out from the crowd. 

Top 5 Security Companies Changing the Game

Let’s take a look at some of the trailblazing work going on in the guarding sector and the companies that are doing things a bit differently.

1. FGH Security – Excellence in Training and Retention

FGH Security has a well-deserved and growing reputation for quality of service. Led by former Royal Marine and accomplished fitness guru Peter Harrison, FGH has gone out of its way to stand out in a cash-strapped industry. Some notable contributions include:

• Award-winning training programs for both frontline officers and management.
• An enviable record of both staff and client retention, which speaks volumes in such a competitive sector.

Keep your eye on FGH for better and bigger innovations likely to come in the following years!

2. Pro Sentry Limited – Ensuring Officer Competency

Pro Sentry Limited has found a way to ensure the quality and knowledge of the officers that it deploys. With questions about the validity of some SIA training certificates and associated malpractice, Pro Sentry impressed me by ensuring that:

• All new security officers undertake an extensive e-learning training syllabus.
• Officers must successfully pass every one of the dozen or so courses before completing probation.

I worked with PSL for a while last year, and their training courses took me a good 16 hours to complete, and the exams were not at all easy. Kudos to Pro Sentry for maintaining such high standards.

3. Risk Management Security – Prioritising Quality Over Price

Not so much an initiative as an outstanding and winning ideology. I was speaking to their MD a few months ago and was hugely impressed by Risk Management Security’s approach to contract acquisition. Here’s how Risk Management Security follows an outstanding ideology in contract acquisition:

• They do not engage in cut-price bidding wars or the charge rate race to the bottom.
• They offer well-rewarded security employees with strong managerial support.
• They provide potential clients with a charge rate that genuinely enables them to deliver quality service.

I absolutely love the fact that clients are made aware that awarding contracts based on cheap bids means that they will not get decent security officers, and they are not taking the safety or security of their people or premises seriously.

Brace yourselves as this may come as a shock, but if an enthusiastic security sales person promises you super professional and highly trained security officers, and expert 24/7 management support, for a charge rate of £15 per hour, THEY ARE LYING!

There are still some security service users out there that want quality and will pay appropriately for it. Risk Management Security would be happy to assist.

4. Carlisle Support Services – Driving Innovation in Security

Always looking for clever technological solutions to security operational problems, Carlisle now hosts an annual event that has grown considerably in size over the last few years. 

Their “Innovation Lab” brings smart thinking to a wide industry end-user audience. This year, it is being held at the Excel Centre in London on Thursday 27th March (2025) and it is free to attend. Just visit their website to register: Carlisle Innovation Lab

Another cause for kudos to be bestowed on Carlisle is the fact that they are early and vocal supporters of the UK Security Industry fair charge rate framework—an initiative gaining wide support. This effort was instigated and championed by John Lambert, their Northern region Managing Director, and Chair of the International Professional Security Association.

(Congratulations to John and Sarah on the recent birth of their adorable baby girl Isla.)

5. Bidvest Noonan – Advanced Trauma Training for Security Officers

Bidvest Noonan has been quick to recognise the vital importance of advanced trauma training for its security officers deployed at high-profile sites and venues. Their approach includes:

• Partnering with Turret Training, a leading prehospital care provider, to deliver life-saving courses.
• Equipping teams with advanced trauma skills, ensuring that staff and visitors at locations like Battersea Power Station are as safe as possible.

The necessity of this training is underscored by:

• Police policy during terrorist incidents, which dictates that a scene remains sealed until the area is confirmed safe.
  • This means only those already present can administer first aid, as emergency responders cannot enter until the threat is neutralised.
  • Security personnel on-site play a crucial role in providing immediate care to victims.
• Limitations of the SIA’s basic first aid qualification, which does not sufficiently prepare security officers for severe injuries resulting from terrorist attacks or serious accidents.
• The impact of proper trauma training, such as Turret Training’s D13-based course, which significantly improves survival outcomes in emergency situations.

The Role of the Security Industry Authority (SIA)

Although not a security company, the Security Industry Authority deserves a nod of recognition as a regulator.

They have recently announced a huge new drive, spearheaded by Paul Fullwood, Director of Inspections & Enforcement. This will involve the SIA working in partnership with the Police, HMRC and other bodies, to fight criminality and malpractice within the industry, and will involve a blitz on tax evasion, training malpractice, fraud, modern slavery and illegal migrant workers.

All we need now is mandatory business licensing and we are well on the road to a greatly improved industry.

How GuardPass Supports Security Innovation

GuardPass is committed to raising standards in the UK security industry by providing employers with the tools they need to recruit, vet, and manage top-tier security professionals. The platform ensures:

• Comprehensive BS7858 vetting services to verify SIA-licensed security professionals via GuardCheck.
• Access to qualified jobseekers with a database of 235k+ SIA-licensed professionals on the GuardPass portal.
• A streamlined hiring process that connects security companies with the best talent in the industry.

By leveraging GuardPass, security employers can enhance their service quality, ensure compliance, and stay ahead in an evolving industry.For more information, sign up today and learn how we can help your security business thrive.

2024 was a strange year for the UK security industry. There was a great deal of agreement about the issues that the industry faced and what was holding the sector back from success. Refreshingly, there was also much consensus about what should be done to improve matters. Let’s take a look at some security industry trends we can both learn from and look forward to in the year ahead.

2024: A Tipping Point

Several social media influencers are very publicly highlighting issues, and a growing number of good people seem to be mobilizing to stem the tide of industry decay.

Possibly most encouraging was the work of the SIA and the scaled-up investigations and enforcement operations that have begun to address the criminality and malpractice that we have all seen for far too long. There is a lot the SIA has not been able to do, due to either lack of resources or Home Office resistance, but the new levels of cooperation with organizations like HMRC, the GLAA, Police, and Immigration really do seem to be bearing fruit.

In a sentence then, I would describe 2024 as: ‘A tipping point.’

Or perhaps more informatively: ‘The year that the security industry managed to find its voice and loudly shout “ENOUGH!”’

Security Industry Trends to Look Out for in 2025

Well, in no particular order (I’m an industry analyst, not Nostradamus!) here is my take on what to expect in 2025. Let’s explore some security industry trends we might see in the year ahead:

1. Martyn’s Law Implementation

With Martyn’s Law at last being finalized and written into statute, security consultants will be tripping over themselves to offer their services to ensure compliance.

• Opportunity in Enforcement: The SIA taking responsibility for enforcement will spur the creation of focus groups and stakeholder committees.
• Cost-Effective Compliance: Once worried business owners actually read about the pragmatic requirements and access the free, high-quality guidance from the Police and NPSA, compliance will likely turn out to be far cheaper and less stressful than some doom mongers (Professional Security Magazine, for one….) feared.

2. Restructuring of the SIA

The new Protection of Premises legislation brings opportunities with a likely cash injection from the central Government. 

3. Mandatory Licensing of Security Companies

With the central Government looking at the private security industry again, 2025 may finally be the year for mandatory licensing of all security companies. The Manchester Arena inquiry recommended it. The SIA has been calling for it. The ethically run companies working within the industry have been crying out for it. So, will 2025 be THE year?

Exposing Malpractice and Criminality

I mentioned malpractice and criminality within the industry. This has flourished up till now because many of the traditional stakeholders, some of the biggest security companies in the UK, have benefited financially from “turning a blind eye” to what was going on. This is one of the biggest security industry trends we need to get rid of.

2024 has seen BBC investigative journalists looking at the scale of this scandalous problem, and many whistleblowers have come forward. I know that solicitor’s letters have been flying about, trying to scare many of these whistleblowers and witnesses into silence, but I see 2025 being the year that the national press exposes some big-name companies for their complicity in abhorrent business practices, bully-boy behavior, and endemic criminality.

Raising the Profile of the Security Commonwealth

There are a truckload of membership organizations within the UK security industry, all with their own niche sector operations and varying strategic objectives. Has anyone heard of the Security Commonwealth though?

For several years this has been the “stealth,” and seemingly completely pointless, umbrella organization for this myriad of groups, associations, and institutes. Having recently seen big changes within this organization, and knowing personally some of the excellent people that have been, and are getting involved, I can see a much higher profile for the SC in 2025.

This may hopefully be assisted by the expansion of their membership to include organizations such as the Guild of Security Industry Professionals, Working the Doors, and the trade union, the Security Industry Federation. This will allow the Security Commonwealth to leverage over 400,000 licensed UK security officers and should finally give them the volume to be heard outside of the silo of the security industry itself.

Recognition for Industry Contributions

Every time I see a New Year’s or Birthday honors list, I am aghast at how an industry that fundamentally exists for the protection of people and property (and I include 1s and 0s for my cyber friends out there…) manages to go completely unacknowledged and ignored.

Just maybe we will see someone that is doing selfless work to improve our industry recognized in 2025! OK. It may be too late for 2025, but YOU can make that happen. I’m going to nominate a couple of people for gongs this year!

I challenge you to nominate someone in the security industry that is doing great things as well. Look here for more info: Honors Nomination.

Some Names to Consider

Here are a few people that I am astounded have not been recognized already:

• Dawn Dines: Powerhouse behind the Stamp Out Spiking organisation.
• Michael O’Sullivan: Co-founder of the FREE TPSO magazine; FREE to join Guild of Security Industry Professionals; and creator of the https://www.violenceagainstsecurity.info website.
• Nicholas Reed: Tireless industry improvement campaigner and active member of numerous organisations including NAHS, Security Commonwealth, IFPO, Security Institute.
• Yolanda Hamblen: Creator and presenter of the Security Circle Podcast. Yoyo produces a weekly podcast bringing stories from professionals and experts from around the world, to a wide audience. Devoted to professional development, she is also a board member of the IFPO and champion of Equality, Inclusion and Diversity across our industry.
• Rick Mountfield: Former CEO at the Security Institute, at a time when it had purpose and direction. A great man, always happy to personally help members with advice and guidance, and a vocal advocate of professional development.
• John Lambert: Long time security industry standards campaigner. John has recently been fighting for official recognition (a la GLAA) for a fair charge rate framework in the security industry. This would allow clients and indeed, 1st tier security service contract holders to more easily recognise when they would be paying so little for services that their actions were potentially supporting organised crime, tax evasion, or modern slavery!
• Satia Rai: The unstoppable and dynamic powerhouse behind the reinvigorated IPSA. As CEO Satia is leading an organisation dedicated to supporting and representing UK front line security professionals, and nobody works harder to maintain positive publicity for the men and women working in our sector.)
• Leigh Turner: An unstoppable social media force working hard to discover and expose malpractice and criminality within our industry. Rarely a day goes by that he does not find a cowboy company prepared to pay way below minimum wage for dubious quality licensed SIA security workers. Leigh has also founded the Security Industry Compliance Association, working to raise standards and assist the authorities in bringing rogue companies to account.)
• Last but not least, Paul Fullwood: Director at the SIA responsible for huge positive movements in the investigation and enforcement sector. Paul has instigated the industry engagement and multi Government Departmental cooperation that is now seeming to bear fruit and setting the industry on a far more healthy and optimistic course. I salute you.)

Final Thoughts

I hope that, at the very least, this has provided food for thought and suggested the potential for huge positive steps that 2025 may see. Let’s seize the momentum of 2024 and make meaningful progress in the year ahead.

Try GuardPass for Easier Recruitment

The GuardPass Job Board and portal are designed to help security employers do their due diligence more efficiently. With automated workflows and AI-powered features, you can focus on the proper training, hiring, and vetting of your security team. Sign up to get started.

Compliance with the British Standard (BS7858) guidelines for security vetting involves handling sensitive personal data, including financial and criminal records. With GDPR and other data protection laws in place, organizations must tread carefully to avoid legal pitfalls. This blog outlines how to balance BS7858 requirements with stringent data protection standards.

Understanding the Intersection of BS7858 and Data Protection Laws

Conducting BS7858 security screening requires meticulous attention to both legal and ethical considerations. Organizations must manage personal data, from financial history to criminal records, while maintaining strict compliance with GDPR regulations. Failing to do so not only risks penalties but can also damage an organization’s reputation.

By understanding the BS7858 screening process, employers can align their efforts with data protection laws, ensuring both compliance and candidate trust.

Key BS7858 Data Requirements

The BS7858 employee vetting process involves gathering and verifying specific personal data, including:

• Identity Verification: Confirming identity through passports or driver’s licenses.
• Financial History: Checking for bankruptcies or county court judgments (CCJs).
• Employment History: Verifying a minimum of five years of employment records.
• Criminal Background: Conducting enhanced criminal record checks.

These steps ensure that every hire meets the industry standards for reliability and trustworthiness.

Recommended Reading: Learn about ten key questions to ask when conducting background checks for security candidates to ensure compliance.

GDPR Principles to Follow

Compliance with GDPR is integral to conducting BS7858 screening in a manner that respects candidates’ privacy while maintaining operational transparency. Organizations must adopt GDPR-compliant practices to manage sensitive personal data responsibly and ethically. The core principles include the following:

Lawfulness, Fairness, and Transparency

Organizations must provide candidates with clear and accessible information about the data being collected, its purpose, and how it will be processed. Transparency fosters trust and ensures that candidates feel informed and respected throughout the process.

Purpose Limitation

Data collected during BS7858 screening must be used exclusively for vetting purposes. Repurposing this information for unrelated activities is not only unethical but also a violation of GDPR standards.

Data Minimisation

Only collect the data that is essential for the screening process. Extraneous information not directly related to the BS7858 requirements should be avoided to reduce risks and uphold data protection standards.

Accuracy

Regularly reviewing and updating data ensures that it remains accurate and reliable. Errors in the information could lead to inappropriate decisions or non-compliance.

Storage Limitation

Retain personal data only for the duration necessary to comply with BS7858 standards. After the required retention period, organizations must ensure secure deletion or destruction of data.

Integrity and Confidentiality

Safeguarding data against breaches, unauthorized access, or loss is paramount. Implementing encryption, secure systems, and strict access controls are essential measures to protect sensitive information.

By integrating these principles into their processes, organizations can maintain compliance and demonstrate a commitment to ethical data management.

Steps to Ensure Compliance

Successfully adhering to BS7858 screening requirements can seem challenging, but a structured approach ensures compliance and efficiency. Follow these key steps to streamline the process:

Recommended Reading: Learn the five best practices for security vetting in compliance with updated industry standards and innovations.

1. Obtain Informed Consent

Begin by clearly explaining the scope of the data collection to the candidate, including what data will be gathered, how it will be used, and how long it will be retained. Use detailed consent forms to secure explicit agreement, ensuring candidates fully understand their rights and the process.

2. Secure Data Storage

Utilize encrypted systems to store sensitive data, limiting access to authorized personnel only. Regularly conduct audits to identify and address vulnerabilities, ensuring your data storage practices remain compliant with GDPR and other relevant regulations.

3. Use Reliable Third-Party Services

Partner with trusted BS7858 vetting providers like GuardCheck. These providers offer streamlined processes that align with GDPR and provide additional layers of verification to enhance compliance and operational efficiency.

4. Develop a Data Retention Policy

Establish clear guidelines for retaining and securely deleting screening records. While BS7858 standards require retaining data for seven years post-employment, ensure certified methods are used for secure disposal afterward.

5. Address Data Subject Requests

Implement robust processes to handle requests from candidates regarding their data, including access, corrections, or deletions. Swift responses demonstrate your commitment to transparency and legal compliance.

By following these steps, organizations can ensure a seamless and compliant BS7858 vetting process that respects both operational and ethical standards.

Common Pitfalls and How to Avoid Them

1. Over-Collection of Data: Limit data collection strictly to what is necessary for BS7858 compliance.
2. Data Breaches: Regularly update security protocols and conduct employee training.
3. Inadequate Documentation: Maintain clear records of data collection and consent processes.

Simplifying BS7858 Screening with GuardCheck

GuardCheck—a fully-managed BS7858 vetting service—offers a digital solution designed for efficiency and compliance. Here’s how it helps:

• Completes BS7858 vetting reports in under 48 hours for faster onboarding.
• Adheres to BS7858 and data protection standards for complete regulatory assurance.
• Safeguards candidate information with advanced protocols.
• Automates workflows to cut down manual efforts.
• Offers a user-friendly dashboard that provides real-time updates and simplified tracking.

Sign up now to integrate GuardCheck into your recruitment process.

Myself and numerous other commentators have been banging on about the widespread criminality within the UK security industry for several years. This has been the major factor in allowing dubious security companies or shady clients to undercut bona fide, professionally-run companies—by charging rates that are simply too low to allow legal and ethical employment of security officers.

Problems in the UK Security Industry

Many big security companies have gotten caught in the webs of paying their subcontractors or third party labour providers rates that ultimately lead to the widespread exploitation of frontline security employees. This state of affairs often leads to unscrupulous companies prepared to engage with this sort of business, evading taxes, paying unvetted officers cash in hand (off the books), and telling staff that they are self-employed. Many bottom-feeding companies don’t pay holiday pay, rarely provide a uniform, and are happy to turn a blind eye to any working hours restrictions faced by those in the UK—particularly those on a student visa.

Recommended Reading: Learn how to properly conduct background checks on any security professionals you’re interested in hiring.

The Rise of Criminality 

However, it can get worse than that. Wherever there are a few quid to be made, criminals inevitably find a way to get involved. The UK security industry is no different. Organised crime gangs are bringing foreign nationals into the UK from several communities. Student visas are being arranged, and mandatory SIA licence training certificates are being “purchased” from unscrupulous companies. Migrants are being packed into houses of multiple occupancy. Once they obtain their SIA licences, they are sent to work for well below minimum wage. This often happens with the shady security companies mentioned earlier.

Why Security Workers are Stuck

All of these exploitative methods combine to uphold a system that functions, essentially, as modern slavery. It may take years for victims of this kind of exploitation to pay back the gangs that brought them to the UK to work. Of course, these people have had their passports or travel documents taken off them, and there is an ever-present threat of violence or deportation for anyone that dares to report them to the authorities. 

When you find a security officer that can not speak basic English (as is a minimum requirement of all SIA licence testing), and you find out that they are being paid £8.50 per hour, now you know why.

The Role Security Companies Play

It is concerning that some of the largest companies in the UK security industry may have inadvertently or purposefully contributed to this issue. By overlooking certain practices, they have benefited from low-cost labour, which helps maintain shareholder satisfaction and healthy balance sheets.

The lack of a proactive approach on the part of some security companies helps uphold the status quo, overshadowing concerns about crime and the challenges within the industry. However, this situation may not last forever. Efforts to silence whistleblowers and witnesses, such as solicitor’s letters, are unlikely to prevent the truth from emerging. A quick look at social media reveals numerous posts from individuals highlighting illegal pay rates advertised in WhatsApp groups and discussing enforcement initiatives aimed at addressing these issues. 

Addressing Security Industry Concerns

Luckily, not all hope is lost. The main organisation making an effort to address all these problems is the industry regulator, the Security Industry Authority (SIA). The hard work they’re doing now is important to stamp out the criminality and needs to be highlighted.

A while ago I spoke to the SIA’s Director of Inspections and Enforcement, Paul Fullwood, about the state of the industry and what could be done to drive out the criminal element from training and the labour supply chain.

Paul and his team work incredibly hard to investigate the reports that they receive. However, he clarified that the general public actively need to report the issues they find or uncover. If the SIA does not know about a problem, they are not going to be able to investigate it. Point very well taken!

The SIA also has very limited resources—a brief look at the published annual budget for the regulator highlights the constraints it has to operate within. This leads me to some excellent new thinking that may well lead to the successful enforcement outcomes that we have been looking for.

Potential Solutions for the SIA

The budget of the SIA may be limited, but better results may be achieved by working in cooperation with other agencies with more resources.

Underpaying Concerns

One of the big signposts of criminality is pay below the legal minimum wage. The SIA can identify this relatively easily, but when working with HMRC, they can do more to track down rogue security companies and hold them accountable.

Foreign Worker Exploitation

Dealing with Visa abuse and modern day slavery investigations would require the SIA to be tied up in detailed and complex investigations. Working with Immigration, Border Force, and the GLAA, far more work can be done to turn the spotlight on these shady areas.

Accountability Issues

Ofqual has faced challenges in effectively overseeing standards within the mandatory security training sector. Their limited understanding of and engagement within the security industry leaves much to be desired. In response, the SIA has taken a more proactive role, addressing reported malpractice and fraud. As a result, we are beginning to see companies being held accountable and actions being taken to improve the sector.

It seems that the path to industry reform starts with effective collaboration, willingness to do the job, and being in a position to get things done.

How to Play Your Part

As mentioned before, every member of the general public can do their bit. Report any security officer you suspect or know has not received the mandatory SIA licence training to the SIA via its website: https://www.services.sia.homeoffice.gov.uk/Pages/Report-Illegal-Activity.aspx 

Please also report any examples of illegal pay rates, staff being paid cash in hand, or anybody that attended on the final day of an SIA training course and did the test (with assistance) without attending the rest of the course! Keep reporting these things and don’t get disheartened if you don’t hear about any progress of a report. The SIA won’t comment when an investigation is active or a court case is pending. They are not being awkward. It is the law and they don’t want to jeopardise the outcome of any case.

Working together, we can start to improve the security industry.

Maybe, one day soon, the Home Office will run out of excuses not to protect the public, and will let the SIA take the gloves off. It is what I’m hoping for when I pull a cracker this Christmas. “Dear Home Office, enough now. Do your job. Protect the public and introduce mandatory security company licensing! …and Santa, I’d like a PS5 Pro. Thanks.”