Over the last few years, GuardPass has made quite an impact in the UK security sector. What started as a useful app has developed into a class-leading BS7858 – NSI Silver-rated, staff screening & vetting service, an on-demand security staff hiring system and the premier UK security industry-specific job board.

It is not by accident, however, that the business services that GuardPass provides have become so popular and are so well regarded. GuardPass listens to its clients and potential customers across the security industry. This way, it is able to stay one step ahead of evolving needs and enthusiastic, if inferior, competitors. Probably the most effective mechanism for ideas and productive feedback is participation in the Customer Advisory Board (CAB).

How GuardPass Stays Ahead Of The Curve

GuardPass could just send out surveys to the big security companies and hope they get some useful input. All a bit hit and miss, and it doesn’t really encourage the free and frank sharing of ideas, the sort of ideas that have established GuardPass in its industry-leading position.

They do things a bit differently.

How The Customer Advisory Board Works

Every few months, GuardPass invites security industry leaders and decision makers to an informal lunch. For the last few years, this has been in London; however, realising that huge amounts of talent are based some way outside the M25, moves are afoot to host these events in other major cities. Stay tuned for announcements from GuardPass HQ.

These informal events are always hugely popular and have traditionally been attended by invitation only. 

Up till now.

Opening The Doors To New Voices

Again, things are changing as a broader section of security guarding company movers and shakers, with different operational experiences and needs, are sought. Finally, what was an ultra-exclusive ‘club’ is being opened up to new people with new ideas. These things are not some sales event or any thinly veiled attempt to sell services, regardless of the quality or value those services represent. 

For a couple of hours, and over what is always a wonderful meal, at a top venue, the assembled guests can talk openly and confidentially about the security industry issues that interest or concern them the most. There is always an interesting discussion and debate on the topics of the day, and attendees universally find the events worthwhile and useful.

Who Hosts The Events

These events are normally hosted by the Rt Hon Lord (Nick) Herbert of South Downs CBE PC, a lovely chap who brings a huge amount of Policing and strategic public and national security knowledge to the table. 

GuardPass leadership, Founder and CEO Shahzad Ali and COO Nick Kelly are on hand to contribute their unique perspectives and inwardly absorb the ideas, opinions and thoughts that are exchanged. Information that gets well utilised to constantly improve and adapt the GuardPass, and indeed, Get Licensed training businesses. 

This ensures that they are always relevant and provide services and business tools that are consistently and absolutely fulfilling the demanding needs of today’s cutting-edge security businesses.

Why It’s Worth Attending

Everyone enjoys a nice lunch in convivial surroundings, obviously. It’s also, however, a great networking opportunity. For me, though, hearing the views of some of the biggest, most influential business leaders in our industry has, over the last few years, helped me and associates to crystallise plans and formulate initiatives that are of broad benefit to the UK security sector, businesses and front-line operatives alike.

Get Involved

If you’d like more information about how to get an invite to one of the future ’round table’ events, reach out to the team at GuardPass via their email or social accounts. 

And, to find out more about the class-leading security training, hiring and vetting, business services provided by GuardPass, visit: https://www.guardpass.com/employers.

I hope to see you there next year.

The post The GuardPass Customer Advisory Board: Get Involved! appeared first on GuardPass Resources.

It’s a funny old time in the security industry. The arrival of AI and some new technologies has raised questions about the future of the sector and who and what will be most affected.

Where Tech Is Providing New Solutions

The physical security industry is certainly not going to do away with human officers anytime soon. The technologies we are seeing implemented now are, in general, complementary to, or assisting the performance of, traditional security applications. Some of the key sectors seeing changes are:

Access Control

Biometric systems are making an impact at the moment and will certainly become more common as technology becomes more widely adopted. Fingerprint reading or even facial recognition are starting to make the usual access cards redundant.

Things like iris scanning or voice pattern recognition, while still viewed as a tad “Mission Impossible”, are also effective in high security specialist scenarios. These systems have the benefit of not expiring and are hard to defeat. People also tend not to leave their finger or face at home when they’re in a hurry, reducing the need for a security officer to verify identity.

Security Patrols

We have all seen the pictures of “security robots” ending up in shopping centre water features. With the UK’s level of anti-social behaviour, the financial viability of using robotic automated patrol systems in publicly accessible areas is minimal. There are, however, applications where robotic devices are excelling.

The US military is already using robotic dogs to patrol the huge perimeters of airfields and bases. Armed with cameras and public address systems, they can be dispatched to investigate CCTV or perimeter alarm activations, and record and report findings wirelessly, with minimal human intervention. They are also able to walk for miles before needing to return to their base to recharge. They don’t get bored, complacent, or need to stop for a coffee.

There has also been a huge increase over recent years in static intruder detection and alarm systems. Deployed primarily in vacant properties, farm land, building sites or any large open areas, these battery-powered, CCTV and motion detection systems provide an audio and visual warning and deterrent, normally using GSM or mobile data systems to report issues to a control centre. Many of these units are recognisable by being tall, painted with hi-vis stripes, metal (armour) plated, and with a strobe light on top.

Sadly, these do sometimes get stolen and/or destroyed, despite their immense weight and the fact that they are sometimes bolted to the floor. Whether these static remote systems are a better value than a human security officer depends on the likelihood of loss or damage to the unit.

Recommended Reading: Will Robots Replace Security Officers?

Task Management Systems

Pen and paper have largely now been replaced by smartphone apps that can be used for a variety of purposes, including patrol recording, incident reporting, welfare monitoring, and communications. These apps can utilise a variety of mobile technologies, including GPS location recording, 4G/5G wireless data, and photo and video recording. They can also replace a range of forms to securely record statements, key control, vehicle and equipment checks and fault reporting, even booking leave or HR information updates.

While these systems make admin easier, faster, and more efficient, they do not replace humans. Just save trees.

Where Tech Is Not The Solution

The “human touch” is still a vitally important aspect of most security operations. When someone needs advice or guidance, a plaster on a cut finger, or physical intervention is required to prevent violence or offences, a robot just won’t do.

It is also a universal truth that robots, CCTV cameras, alarm systems, etc., etc., are far more likely to be attacked and damaged than a human security officer is to be assaulted. Sadly, with violence against security officers increasing, this is a gap that is closing.

Security officers are, however, still vital, and in some cases, needed more than ever. A couple of examples are:

Street Wardens

Across the country, with the sad disappearance of Police from our streets, more and more businesses are getting together to provide private security officers to specific areas. Business Improvement Districts (BIDs) are being formed, and Street Wardens are being deployed to deter crime, prevent anti-social behaviour, and assist the public. Some of these security officers are receiving additional training and are CSAS licenced, allowing them to deal with low-level street crime, providing them with limited Police powers.

Recommended Reading: Security Industry Predictions for 2026

Alarm Response Services

Technology is making some procedures far more efficient, and this is driving down costs. One area where this cost saving can be passed on to the end customer directly is alarm response services. With the reduction in costs and response times this technology creates, inevitably comes an increase in the demand for these services.

These days, response services can be provided economically to small businesses and even private residential properties that would never have previously considered it. This increase in demand, also partly fuelled by a lack of effective Policing, has created an expansion of the human response officer network, making it a growing employment sector.

Parting Thought

There is no doubt that as technology evolves, becomes more robust, more versatile and more affordable, there will be an impact on traditional human security personnel. As with all technology, however, there will be new opportunities in the operation, maintenance, deployment, and even manufacturing of equipment.

Currently, technology is assisting human assets more than replacing them, and long may that remain the case.

Technology Enhances—But Doesn’t Replace—Your Workforce

AI and new technology are changing how security operations run, but they haven’t changed what matters most: well-trained, properly vetted officers who can respond when it counts. The companies gaining a competitive advantage aren’t choosing between humans and tech—they’re using technology to make their people more effective.

GuardPass helps you build a workforce ready for this hybrid future. Find SIA-licensed officers who understand modern task management systems, upskill your team with CPD training through GuardSkills, and ensure every hire meets compliance standards with BS7858 vetting through GuardCheck.

The technology is evolving. Your team should be too.

The post How AI & New Tech Affects the Security Industry appeared first on GuardPass Resources.

The post The Private Security Industry – Why It Is The Crucial Business Enabler appeared first on GuardPass Resources.

In a cutthroat economy, in an already tough industry, how can you look after your employees without breaking the bank? Today, I look at cost-effective ways to demonstrate to your staff that you are a caring employer worthy of that all-important staff loyalty.

The private security industry has never been an easy place to work. Long hours, antisocial shifts, exposure to confrontation and the constant pressure of responsibility are all part of the job. Add to that a cutthroat economic climate, rising costs, fierce competition and tight margins, and it’s no surprise that many security companies feel they are operating permanently on the back foot.

Yet amid all this, one truth remains constant: your people are your business. Uniforms, technology and contracts don’t deliver security; security officers do. Looking after them is not a “nice to have”; it is fundamental to operational effectiveness, reputation and long-term sustainability. The challenge, of course, is how to do this without spending a fortune.

From my experience in the UK security industry, the good news is that employee welfare does not have to be expensive to be effective. In fact, some of the most powerful tools for building loyalty, professionalism and retention cost very little, but require genuine intent, consistency and leadership.

Understanding The Reality Officers Face

Before we talk about solutions, we need to be honest about the reality that many officers experience. Pay rates are often squeezed by competitive tendering. Shifts can be long, lonely and physically demanding. Officers may feel undervalued, unheard or treated as interchangeable rather than essential.

In this environment, staff turnover becomes a vicious cycle: officers leave, recruitment costs rise, experience is lost, and standards suffer, which in turn damages client confidence. Breaking that cycle starts with showing officers that they matter as people, not just as numbers on a rota.

Welfare Starts With Respect, And That Costs Nothing

One of the most cost-effective employee welfare measures any company can implement is basic respect. Clear communication, timely responses to concerns, fair treatment and visible leadership presence all send a powerful message.

Simple actions make a difference:

• Managers returning calls and messages promptly.
• Clear explanations around shift changes or contract issues.
• Saying “thank you” for a job well done… and meaning it!

Officers who feel respected are far more likely to remain loyal, even when pay elsewhere might be marginally higher. Respect builds trust, and trust underpins retention.

Training Courses: Investing Wisely, Not Excessively

Training is often viewed as a cost rather than an investment, but smart, targeted training can deliver significant returns without huge expense.

Mandatory training is a given, but beyond that, companies can look at low-cost or subsidised courses that add real value. Many awarding bodies, trade associations and professional organisations offer affordable online or blended learning options covering areas such as conflict management, customer service, report writing, counter-terrorism awareness and mental health first aid.

Even short courses can have an outsized impact. Officers who feel more confident and competent perform better, handle incidents more professionally and represent the company more effectively to clients. Importantly, training also signals that the employer is willing to invest in the individual, a key driver of loyalty.

Recommended Reading: Cost-Effective Upskilling for Security Officers

Personal Professional Development: Showing A Career Path

One of the biggest morale killers in security is the perception that there is “no future”, just endless shifts with little progression. You don’t need a complex corporate structure to change this mindset.

Personal professional development (PPD) schemes can be simple and highly cost-effective. These might include:

• Clear progression pathways from officer to supervisor or controller
• Support with professional memberships or post-nominals
• Mentoring from experienced managers
• Help accessing recognised qualifications

Even if progression opportunities are limited, being honest about what is possible builds credibility. Officers who can see a pathway, even a modest one, are far more likely to stay and develop with the company rather than leave at the first opportunity.

Recommended Reading: GuardPass Skills Passport for Personal Development

Staff Engagement: Listen First, Act Second

Engagement doesn’t require expensive consultants or glossy surveys. It starts with listening.

Regular toolbox talks, short feedback sessions or informal check-ins can surface issues early and make officers feel heard. Crucially, when staff raise concerns or suggestions, management must be seen to act, or at least explain why something can’t be implemented.

One highly effective and low-cost engagement tool is a “good ideas” scheme. Officers are often closest to operational realities and can spot inefficiencies or risks long before managers do. Rewarding good ideas, even with small gestures such as vouchers, certificates or public recognition, reinforces the message that frontline knowledge is valued.

Recognition And Rewards: Small Gestures, Big Impact

Rewarding professional standards doesn’t have to mean cash bonuses. While financial rewards are always welcome, they are not the only motivator.

Consider cost-effective recognition, such as:

• “Officer of the Month” schemes
• Certificates or letters of commendation
• Public recognition in newsletters or internal communications
• Priority access to overtime or preferred shifts
• Branded kit or equipment upgrades

These gestures reinforce positive behaviour, set clear expectations and build pride. Officers who feel recognised are more likely to go the extra mile, for clients and for the company.

Recommended Reading: Top 10 Characteristics of a Good Security Officer

Supporting Security Officer Wellbeing In Practical Ways

Wellbeing is a buzzword, but for security officers, it is very real. Stress, fatigue, and burnout are genuine risks. While full-scale wellbeing programmes may be costly, practical steps can still make a difference.

Encouraging reasonable shift patterns where possible, ensuring adequate rest periods and being flexible around genuine personal issues all contribute to security officer wellbeing. Signposting to external support services, such as mental health charities or employee assistance programmes, can be done at minimal cost but may have a life-changing impact.

Sometimes, simply asking “Are you okay?” is the most powerful employee welfare intervention available.

Building Loyalty In Tough Times

In a tough economy, officers understand that companies face pressure. What they don’t accept is feeling expendable. Loyalty is not bought; it is earned through consistent behaviour.

A caring employer is not defined by how much money it spends, but by how it treats its people when times are hard. Transparency, fairness and visible effort go a long way. Officers can forgive limitations; they rarely forgive indifference.

The Business Case For Welfare

Let’s be clear: looking after your officers isn’t just the right thing to do, it’s good business. Reduced turnover, improved performance, fewer complaints and stronger client relationships all flow from a supported workforce.

In a competitive market, companies that genuinely care about their people stand out. Clients notice stable teams, professional conduct and engaged officers. Employee welfare, therefore, becomes a commercial advantage rather than a cost.

Final Thoughts

Employee welfare in the security industry does not require deep pockets; it requires commitment, creativity and care. By investing wisely in training, professional development, engagement and recognition, security companies can build loyal, professional teams even in the toughest economic conditions.

At its heart, security is a people business. Look after your officers, and they will look after your clients, and ultimately, your company’s future.

Build A Team That Stays

The employee welfare strategies outlined above work best when combined with the right operational foundations. GuardPass helps security companies build stable, professional teams from day one, with access to engaged candidates through our dedicated job board, cost-effective CPD training via GuardSkills, and streamlined onboarding processes that set new hires up for success.

When recruitment, training and development work together, retention follows. Book a demo to see how GuardPass supports the full employee lifecycle.

The post Employee Welfare: Looking After Your Security Officers appeared first on GuardPass Resources.

Let’s just get one thing out of the way first. If you are contacted by any pseudo-awards organisation asking you to pay a fee to qualify to win an award, do not do it. Everyone in the industry has been approached by these dodgy companies, and you will fool nobody if you display one of these worthless trophies at your company HQ. You don’t buy an award, you have to win it with a quality nomination or better still, nominations, that will be assessed by a panel of judges.

There is also a fairly widely held opinion within the industry that awards get given to companies that buy the most seats at award presentation events. I felt like this for some time until I convinced my CEO not to bother buying any seats at an event at which I had nominated a bit of security safety technology, only to be informed that it had in fact won, and where would I like the gong sent. A missed opportunity for networking and some general positive company flag waving.

In the UK’s security industry, success is often measured in quiet efficiency rather than showy headlines. Yet, there’s one arena where recognition does matter: industry awards. Nominations and accolades aren’t just a pat on the back; they’re strategic tools that drive growth, elevate reputation, boost morale, and sharpen that competitive edge.

I’ve been in this sector for over three decades now, working alongside frontline security personnel, managers and CEOs, and I’ve seen firsthand how external recognition transforms companies and careers. In an industry that prides itself on keeping others safe, we often overlook celebrating our own people and achievements. That’s a mistake. Here’s why nominating your staff and company for well-respected awards isn’t just worth the effort; it’s essential.

Recognition Reinforces Credibility

Security professionals operate in a trust-based field. Clients, partners, and investors want assurance that you live up to your promises, and accolades from credible awards bodies serve as powerful third-party validation.

A win or even a shortlisting from a respected awards platform signals that the calibre of your services, innovations, or leadership isn’t just a sales blurb in a glossy brochure, but independently acknowledged. That endorsement enhances your company’s profile far beyond the reach of standard marketing. Clients often look for awards when making procurement decisions because they reflect peer-reviewed excellence, rather than self-proclaimed success.

Recommended Reading: How to Win Security Awards

Retaining Staff & Boosting Morale

Security work can be demanding, unglamorous and underappreciated outside operations. Recognition through awards reminds high-performing staff that their hard work is recognised and matters. Thanks from a line manager is great, but it is quite another thing to be celebrated publicly, with industry applause.

Award nominations motivate teams by focusing a spotlight on excellence. They say: “Your contribution matters, and the industry recognises that.” This breeds loyalty and pride, key differentiators in a sector grappling with recruitment and retention challenges. Recognition uplifts individuals and reminds them why they chose this profession in the first place.

Recommended Reading: Supporting Staff Wellbeing In The Security Industry

Business Growth

Many businesses underestimate the commercial benefit that comes from awards. From marketing collateral to website banners, “award-winning” branding delivers greater visibility and trust. Shortlisted companies often find new business enquiries rise as, rightly or wrongly, prospects equate awards with quality and security performance.

Furthermore, award entries force you to crystallise achievements and innovations. That process alone encourages clarity in articulating your value proposition, a side benefit that improves how you pitch to clients, respond to tenders, and communicate your strengths externally.

Benchmarking and Best Practice

Award programmes aren’t just about prizes. They’re a mirror held up to your business. Submitting a nomination prompts deep self-assessment, reviewing performance, reflecting on lessons learned, and pinpointing areas for improvement.

Being nominated places you in the same conversation with other high achievers. Even organisations that don’t win often gain invaluable insights from judges’ feedback and seeing how peers position their achievements. This benchmarking stimulates continuous improvement, and frankly, can be just as valuable as the award itself.

Networking and Influence

Industry awards ceremonies, whether black-tie dinners, gala evenings, or regional celebration events, are central meeting points for UK security leadership. They bring together service providers, integrators, consultants, clients and regulators in one room. That’s a networking opportunity you simply can’t replicate through webinars or daytime conferences.

The relationships forged at these events often lead to collaborations, referrals, partnerships and cross-sector innovation. Even being a finalist pays dividends in terms of visibility and influence across the sector.

But What Are the Most Highly Rated UK Security Awards?

The UK security industry has several major awards that are widely respected, offering numerous opportunities for recognising excellence across guarding, technology, management and innovation.

Some of the most significant include:

The Outstanding Security Performance Awards (OSPAs)

The OSPAs are arguably the most comprehensive and respected UK security awards. They recognise companies, teams and individuals that have made significant contributions across a wide range of categories, from Outstanding Contract Security Company to Outstanding Security Training Initiative and Outstanding Young Security Professional. These accolades are open to security buyers, suppliers and innovators alike, and entries are assessed through a transparent, criteria-based process. Winners are celebrated at a black-tie ceremony, often attended by hundreds of security professionals. 

Note: Categories cover contract and in-house security, customer service initiatives, sustainability, EDI (Equality, Diversity & Inclusion), and product innovation, meaning there are substantial opportunities for teams and individuals across your business to be recognised. 

British Security Awards

Sponsored by the BSIA and run annually, these awards are open to both personnel and businesses. The British Security Awards span a broad spectrum of categories. These range from Security Manager of the Year and Best Team, to SME Business of the Year and Technology Project of the Year. Levels include regional shortlists and national finals, with closing dates for entries often in the early part of the calendar year. 

Being shortlisted or winning here signals peer recognition in client service excellence, leadership, innovation and operational delivery, all areas that matter to C-suite clients evaluating suppliers.

Security & Fire Excellence Awards

The Security & Fire Excellence Awards celebrate achievement across the broader fire and security sectors. These are high-profile events with categories such as Security Manager of the Year, Security Installer of the Year and Security Guarding Company of the Year. The jury panels typically include senior figures from industry associations and media outlets, adding weight to recognition. 

These awards also attract networking opportunities with peers and clients, and they serve as an excellent platform for showcasing innovations in integrated security and fire offerings.

Imbert Prize

While narrower in scope, the Imbert Prize deserves mention for its focus on advancing risk and security management ideas. Awarded by the Association of Security Consultants, it recognises academic excellence, notable contributions and significant industry insights. For senior leaders and thought leaders, this prize provides intellectual leadership recognition that can elevate market positioning. 

Build An Award-Worthy Operation

Of course, awards recognise excellence—and excellence starts with the fundamentals: recruiting the right people, vetting them properly, and investing in their training. Whether you’re preparing an Outstanding Training Initiative nomination or building the team that will win Security Company of the Year, GuardPass gives you the tools to hire, screen, and develop the workforce that judges—and clients—will notice.

Book a free demo and start building your award-winning team.

Remember: you’re not just chasing trophies. You’re reinforcing the value of the work you and your teams deliver every day, the work that keeps people safe, assets protected, and critical infrastructure secure. In our field, that’s absolutely something worth celebrating.

Final Thoughts

In an industry built on service, trust and effectiveness, awards aren’t superficial trophies; they’re strategic assets. Well, the “right” awards anyway.

They offer external validation, elevate business prospects, boost team pride, and place your organisation firmly on the industry map. Whether you’re an SME guarding provider, a technology integrator, a contract manager, or a specialist consultant, there’s a category for you, and every nomination is an opportunity to amplify and gain recognition for your excellence.

If you haven’t entered awards before, start now. The sooner you put your case forward, the sooner your staff feel seen, your brand resonates with clients, and your business stands out in a crowded market.

The post Win An Award! Security Industry Award Events Worth Entering appeared first on GuardPass Resources.

There is a lot going on in the UK security industry at the moment, but what is coming in the next twelve months?

I have dusted off my crystal ball and attuned to the security cosmos to bring you my top ten predictions for 2026.

1. Mandatory Business Licensing Gets The Green Light

An uncharacteristically engaged Security Minister, Dan Jarvis, will finally green-light long-awaited mandatory business licensing. Although I expect an announcement on this, implementation will be some way down the line as the SIA is still finalising the new Business Approval Scheme, and with Martyn’s Law enforcement expected to be in place by Q#2 2027, they have their hands full at the moment. I’d anticipate an announcement on this in Q#3 this year, with a full rollout by Q#2 2029. Let’s see.

2. Private Security Takes On More Policing Roles

Changes to Policing in the UK will necessitate increased private security involvement in traditional law enforcement roles. With less police asked to do more, CSAS will be standardised and centralised (although Chief Constables will always have final approval of implementation), and there will be more street patrols by private security officers, both with front-line police officers and without.

Recommended Reading: The Future of UK Private Security

3. Body Worn Video Use Will Surge

Use of BWV (bodycams) will increase as violence against security operatives continues to spiral. Reductions in arrest rates, effective sentences, culture-derived aggression, and a lack of general repercussions for the actions of individuals mean that violence in society continues to climb, affecting all public-facing security workers.

4. Knife Arches And AI Weapon Detection Go Mainstream

Knife arches and AI-supported weapon detection systems will become more commonplace in major office buildings, schools, hospitals and event venues.

5. CCTV And Facial Recognition Will Expand Dramatically

With a left-wing government already looking at ways to control the populus, CCTV and AI-powered facial recognition will hugely increase in the public realm. Initially, this will be touted as a way to more effectively monitor offenders who have not been incarcerated, but it will morph into a much wider and more insidious monitoring system. Who knows where it will end and what it will eventually be used for. George Orwell, possibly, but I digress.

6. Tech Security Solutions Will Boom In Town Centres

With street crime and public order issues a growing problem in town centres, there will be a massive increase in the adoption of tech security solutions. From window film to offender marking spray, smoke cloaks, and attack alarms, businesses unable to afford guarding services will be investing in alternative security products.

7. The S12 Leadership Group Comes Of Age

The S12 Security Guarding Leadership Group will have a successful first full year. Due in no small part to their involvement in the aforementioned mandatory security business licensing, and finally having non-ACS representation on their leadership committee, finally making it the inclusive and representative body that the Home Office hoped to see.

8. UKSICA Sees Rapid Expansion

Organisations like the United Kingdom, Security Industry Compliance Association (UK SICA) will see rapid expansion due to the professional support and guidance offered, providing a more cost-effective solution for non-ACS security companies.

9. Alarm Response And Mobile Services Surge

Security alarm response and mobile services will see a significant increase in demand as cash-strapped companies, unable to fund 24/7 guarding, look at cheaper alternatives. The arrival of services like RSPNDR and Aura will also see growth this year as small businesses and even residential customers decide to seek cost-effective alarm monitoring solutions, in the face of growing levels of crime.

10. Demand For Security Officers Stagnates

In the current economic climate, and with employment costs now so problematic, I forecast a stagnation in the demand for security officer services for the first time in decades, as genuine and legally compliant charge rates move beyond the reach of many clients. Hopefully, enforcement work by the SIA, HMRC and GLAA will stop the rapid return of criminal gangs offering security officers at charge rates that can only be sustained by operating illegally.

Recommended Reading: Impact of Labour Reforms on Security Industry

The Outlook

A mixed bag, really, for the industry this year. Much of the positive progress we have been anticipating will be somewhat diluted by the problems caused by economic and societal decay.

What do you see happening this year?

Navigating 2026 With The Right Platform

Whatever this year brings, security companies that invest in quality recruitment, proper vetting, and ongoing training will be best placed to weather the challenges ahead. Whether it’s preparing for Martyn’s Law compliance, sourcing multi-skilled officers for expanded CSAS roles, or ensuring your workforce is properly vetted to BS7858 standards, GuardPass gives you the tools to hire, train, and screen your team from a single platform.

Book a free demo and see how GuardPass can support your business in 2026.

The post 2026: This Year In Security appeared first on GuardPass Resources.

Recently, I wrote at some length about some of the business services provided by GuardPass. I didn’t, however, mention a great and cost-effective way to enhance the knowledge and value of your security officers. Get them involved in CPD (continuing professional development).

CPD, however, takes many forms, and not all CPD is of value to your frontline staff. So, where can you find relevant, well-developed, bite-sized knowledge on a range of security-related subjects?

GuardSkills | CPD-Accredited Training For Security Companies

Yes, GuardSkills from GuardPass is the one stop shop for the various skill enhancing needs of a variety of frontline roles. Many of the UK’s top security companies are already upskilling their staff with GuardSkills, providing a great USP for their clients, and helping to keep security officers engaged and motivated. 

The catalogue of over 50 courses is eye-watering. From Transport Security to Cultural Sensitivity. Festival Security to Corporate Security. Homelessness and Mental Health Issues to Effective Radio Communications, there is a growing library of useful courses, all expertly designed for frontline security professionals.

Course Categories

Courses generally fall into four main categories:

1. Sector Specific Security

Modules include training for specific environments such as construction sites, warehouses, maritime locations, events, festivals, nightclubs, corporate settings, retail, and bars.

2. Conflict And Communication

Courses in this category focus on skills like de-escalation techniques, communication in high-stress situations, people descriptions, and using the NATO phonetic alphabet.

3. Safety And Threat Response

This section covers essential safety topics, including counter-terrorism awareness, responding to active threats, first aid, fire safety, handling suspicious packages, and drug awareness.

4. Operational Skills And Law

Training is provided on practical operational skills and legal knowledge, such as patrol strategies, incident report writing, UK security law, search procedures, CCTV monitoring, crime prevention, problem-solving, and customer service.

Recommended Reading: 8 Essential Skills Every Security Professional Should Have

Why Employers Are Investing In CPD

As an employer, you can purchase blocks of courses at greatly discounted rates, and your HR department can have a record of who did what and when, for training and compliance purposes.

For some time, the SIA has been looking at possible ways to introduce CPD into frontline security officer licensing. This desire became the top-up and refresher courses, which are now mandatory upon individual licence renewal. Mandatory training, however, can never be as in-depth or specialised as your clients may desire. CPD courses from GuardSkills, however, tick all the boxes and give your people the professional edge.

Recommended Reading: 7 Effective Strategies To Attract Qualified Security Professionals 

Book A Demo

Why not book a demo of GuardSkills and see how it can help fill many skills gaps? Get started today!

The post Upskill Your Security Officers With Cost-Effective CPD appeared first on GuardPass Resources.

With the third-party labour provision sector of the security industry shrinking drastically, the market finds itself swamped as 11,000 security companies fight for survival. So what is it that successful companies are doing to win those oh so vital organic contracts?

Underbidding Is Dead

Firstly, underbidding is dead. Unless you are operating illegally to some degree, in which case I hope HMRC feels your collar soon. The biggest companies can cut margins to the bone, as they have distributed operating costs across a big organisation. So, trying to cut 5p or 10p off of a charge rate is futile. Eyebrows will be raised if you are quoting charge rates of less than £17.50 per hour for minimum wage security staff. You have been warned.

So if everyone is quoting the lowest possible charge rates, how can you stand out from the crowd?

Offer Value-Added Services

Firstly, can you offer “value-added” services without breaking the bank? What am I talking about?

Multi-Skilled Officers

Officers who can perform many traditional FM tasks to assist building management. I don’t like this at all, as it tends to devalue the importance of the dedicated security role, but officers who can help sort post, bring in deliveries or assist with setting up for functions or events are greatly appreciated.

Trained Cover officers

This is expensive, but most of the big security companies now have bench teams, trained at several sites, that can step in to cover at short notice. When they are not required to fill gaps on site, they can assist operations management with site visits, uniform deliveries, etc.

Martyn’s Law Readiness 

Have Martyn’s Law in mind. Do you offer officers with advanced first aid trauma training, D13 or FREC 3? Have you got officers with counter terrorism training beyond the ACT online requirement? Do you have former Police or Military Officers available to deploy at high-value sites? Do you have contract managers who can advise on Terrorism Act compliance?

Develop Your Unique Selling Points

Secondly, have you got any USPs (unique selling points) that make your company stand out from the rest?

• Do your officers take part in an in-house training course before deployment?
• Do you motivate your people with incentives for good ideas?
• Has your company got a hugely successful record in security industry award events?
• Have your officers made the news in a positive way?
• Do you provide CDPs (career development plans) for employees who show promise and enthusiasm?
• Are you able to provide an entire month FREE if a client signs on for a five-year contract?

Recommended Reading: Top 5 UK Security Companies Driving Innovation

Carve Your Own Quality-Related Path

So, if the USP idea is off the table, and value-added services don’t float your boat, there is always one idea that is hugely effective for some top-notch companies….. Promise the best service available, and target the potential clients with the highest worth and most impressive corporate image to maintain. 

How do you do that if providing minimum wage security officers? You don’t. Be brave. Be realistic. Minimum wage security officers will lack the motivation, ability and dedication to do a top-notch job.

So thirdly, can you carve your own quality-related path?

1. Tell the client you only provide the best officers available

Experienced, smart professionals with a superb work ethic, attitude and ability.

2. Recruit the best people 

Encourage ex police and military candidates and the best of the best in the private security industry.

How?

Tell the client your charge rate is £5-£10ph above the awful minimum wage standard. Take it or leave it. No negotiation. They want the best service? Tell them what it will cost.

Pay officers £3-£6ph above the norm. You’ll attract everyone, but in there somewhere will be some of the best possible recruits. Professionals who are happy to work at a rate that enables them to have a life, support their families and can genuinely be called “professionals”.

Dismiss this at your peril. It works for several companies. You just need to deliver on promises and provide that outstanding service.

The Bottom Line

I hope that there is some food for thought here, but in a nutshell, to compete, you have to offer more, offer something different OR be so good that a client is prepared to pay big money for the best service.

Good luck to you.

Finding The Best Starts With The Right Platform

Whether you’re building a premium team or simply need reliable officers fast, GuardPass connects you with over 200,000 SIA-licensed professionals. Hire smarter, vet faster, and stand out in a crowded market.

Explore GuardPass for employers.

The post What Makes A Successful UK Security Company In 2026? appeared first on GuardPass Resources.

I see so many companies that jump up and down when they sign off a brand new contract, only to lose it 3 years later or worse, have it terminated mid-contract term, for a failure of service.

Why does this happen, and what can be done to avoid it? 

We are all well aware that there is a disconnect between Sales, who promise the Earth to win a contract, and Operations, who have to try and deliver on those promises. Regardless of how unrealistic. There are, however, standards of service that every operations director and their team needs to focus on, to ensure that a successful client relationship is built and maintained.

Early Days

Show how much you value their custom. Have the MD/CEO take part in the first couple of progress meetings.

Train Your Staff

Make sure you site train enough officers to cover unexpected blowouts. Yes, it dents the bottom line, but utilise your bench team if you have them. It looks bad if an officer who does not know the site unexpectedly arrives to cover a shift.

Schedule Regular Visits

Get your contract/operations manager to have regular site visits and regular, at least weekly, video meetings with the client to make sure you are not dropping the ball somewhere.

Make sure that your supervisory staff/night mobile team pay regular visits out of hours, as well if applicable, and ensure that these are recorded in the site OB.

Befriend Your Client

There is little wrong with your operations management taking the client out for lunch after month 1 and 3, etc., etc. Building a close relationship with the client is priceless. Make the client a friend. 

When problems arise, and they will, a friend is more likely to work with you to sort things out. If a close relationship is not there, the client is more likely to send unpleasant emails to you and the contract relationship will be damaged.

Get Your Assignment Instructions Right

Go through the assignment instructions carefully with every member of your security team and make sure they are aware and happy about their responsibilities. Make sure you know them better than your officers, and ensure that they are not generic, cut-and-paste documents.

 A rule of thumb: Assignment instructions should have enough detail and content to ensure that an officer who has never been to the site before will know all that they need to do in any shift, from reading and referring to the AIs. 

Ongoing

Prioritise Staff Welfare 

Look after your site security officers, and take care of their welfare. If you upset one of your security officers, you can 100% guarantee that they will moan to the client, hoping that this will get them what they want. It always looks bad, regardless of the validity of the gripe or the history of the security officer.

Maintain Regular Communications

If you can’t get to the site every week, make sure that a manager arranges a call or video meeting weekly. No matter how much you tell a client that they can call you anytime for anything, issues will fester until they speak to you, so nip things in the bud and keep those comms regular.

Recognise Your Team

Big up your security team. Talk to your client about you potentially nominating them for industry awards or even company recognition. A little praise goes a long way, and demonstrating that you value the work of your officers like this goes a long, long way for a client.

Become the Expert

Be your client’s security SME. Be free to advise them on changes of legislation that may affect their business, Martyn’s Law, etc etc. Offer to provide advice and guidance on all matters physical security, and do so freely.

Be Honest and Open

When things go wrong, let your client know FAST. DO NOT wait to hear it from them! If it was the fault of security, put your hands up and take responsibility. Investigate thoroughly, and advise on what you are going to do to mitigate the chance of recurrence. If it wasn’t the fault of security, do not remain silent. Support your officers and carefully explain the circumstances. 

Easy Wins

If one of your security officers deals with a tough situation well or does something praiseworthy, let the client know pronto and reward a job well done.

Showcase the contract. Feature your client and site/s in your company newsletter. Get quotes from them and pictures. It is all great PR for you and makes them feel “loved”.

Let clients know if you are going to do some on-site training with your team (toolbox talks), and talk to them about the benefits of the training provided. (Value added.)

Big on-site event coming up? Offer your company’s services to provide additional assistance.

Big local event taking place? Make the client aware, and let them know that you can provide additional assistance. Advise and provide relevant intel if possible.

Recommended Reading: How To Cover Security Shifts Within Hours

The Bottom Line

None of this is rocket science, but it is easy to let standards slip if you have ops management that is stretched or not suitably engaged. To avoid this, ensure that your management is working to their own KPIs, or better still, using OKR methodology to set and measure their success. Build that effective client relationship fast, or lose the contract to someone who will.

Delivering On Your Promises Starts With The Right Team

Winning a contract is one thing—keeping it is another. And you can’t deliver exceptional service without exceptional people. GuardPass helps security companies hire, vet, and train the right officers from day one, so your operations team can focus on client relationships instead of firefighting staffing gaps.

Discover GuardPass for hiring, vetting, and training.

The post How To Build a Winning Relationship With Your Clients appeared first on GuardPass Resources.