Are you still struggling with the SIA licensing requirements that came into effect in April 2025? You’re not alone. The Security Industry Authority’s mandatory refresher training requirements have fundamentally changed how security recruitment and staff retention work, and three months after implementation, the industry is still adapting to the new reality.

The changes that took effect on April 1, 2025, have created a clear divide in the security industry. Companies that prepared strategically are now reaping the benefits of streamlined processes and enhanced credibility, whilst those that scrambled at the last minute are still dealing with operational challenges and compliance gaps.

For HR professionals, security company directors, and operations managers, the lessons from the first quarter of implementation are clear. The companies that have mastered this transition are enjoying better-trained staff, improved client confidence, and more efficient security staffing processes. Those still struggling? They’re facing ongoing operational disruption, inflated costs, and the constant risk of compliance failures.

What the April 2025 SIA Changes Have Meant for Security Hiring

The Current Training Requirements

Since April 1, 2025, every door supervisor and security guard seeking licence renewal must complete mandatory refresher training. The implementation has revealed the complexity that many companies initially underestimated: before staff can even enrol in refresher training, they need an up-to-date Emergency First Aid at Work qualification.

This two-stage compliance process has proven more challenging than many security companies anticipated:

• Stage 1: Ensure all licensed staff have valid first aid certification

• Stage 2: Complete the mandatory refresher training before licence expiry

• The reality: Companies that missed either stage have found themselves with unlicensed operatives who cannot legally work

The SIA’s 2025-2026 business plan has made their intentions crystal clear. They’re strengthening safeguards to ensure only fit-and-proper individuals hold licences, whilst simultaneously driving out training malpractice from the industry. The strategic review of licence-linked qualification content is ongoing, signalling that standards will continue to become more rigorous.

Recommended Reading: Benefits of SIA Training for Employees

Impact on Your Recruitment Process

These changes haven’t just affected existing staff—they’ve reshaped security recruitment from the ground up. When you’re hiring SIA licensed professionals now, you must consider:

• Training currency: How up-to-date is their refresher training?

• First aid status: Do they have valid Emergency First Aid at Work certification?

• Renewal timing: When does their licence expire, and are they prepared for renewal?

• Compliance track record: How well have they managed previous renewals?

For security companies used to straightforward licence verification, this has added layers of complexity to the hiring process. However, it has also created significant opportunities for companies that have adapted their recruitment strategies effectively.

Lessons Learned: Why Some Companies Struggled

The Hidden Costs of Poor Planning

The first quarter since implementation has revealed that many security companies underestimated the operational complexity these changes would create. Companies with 30 licensed operatives and different licence renewal dates spread throughout the year have found themselves in constant training coordination mode.

The challenges that emerged include:

• Scheduling chaos: Managing multiple training dates across different providers whilst maintaining service delivery

• Shift coverage nightmares: Arranging cover for staff attending training sessions without disrupting client contracts

• Administrative overload: Tracking certifications, renewal dates, and compliance status across the workforce

• Unexpected costs: Budget overruns from increased training expenses and lost productivity

• Compliance failures: Some operatives falling through the cracks and becoming unlicensed

For larger operations, these challenges have been exponentially more complex. Companies with 100+ licensed operatives have reported significant operational disruption, with some struggling to maintain full service delivery during peak training periods.

Common Implementation Mistakes

The past three months have shown predictable patterns in how companies have handled the transition:

• Last-minute panic: Companies that waited until renewal notices arrived faced training bottlenecks and premium pricing

• Inconsistent approaches: Using multiple training providers without considering quality or consistency standards

• System failures: Lack of robust tracking systems leading to missed renewals and compliance gaps

• Budget shock: Underestimating the true cost of compliance and operational disruption

• Quality compromises: Choosing the cheapest training options without considering long-term business impact

The companies that made these mistakes have found themselves at a significant disadvantage, facing higher costs, operational disruption, and difficulty demonstrating the professional standards that clients increasingly expect.

How Gold Companies Have Turned Compliance Into Competitive Advantage

Strategic Hiring Solutions

The most successful security companies have approached these changes strategically, recognising that the right hiring approach doesn’t just solve compliance challenges—it transforms them into business advantages.

Here’s what the industry leaders have done differently:

• Proactive compliance verification: Ensuring every hire meets the new licensing requirements before they start • Streamlined recruitment processes: Using platforms that verify licensing status and training currency automatically

• Quality talent pools: Building relationships with candidates who proactively maintain their certifications and training

• Comprehensive vetting: Creating thorough checks that go beyond basic licence verification

• Technology adoption: Using digital platforms that simplify compliance tracking and candidate verification

Guardhire has proven invaluable for companies taking this strategic approach. As a platform designed specifically for posting and hiring SIA-licensed guards, it ensures that every candidate you consider is properly licensed and compliant with current requirements. More importantly, it provides the verification and documentation that compliance officers need for regulatory confidence.

Streamlining Your Security Staffing Process

The companies that have thrived since April have integrated compliance verification with their broader security hiring and staffing processes. These industry leaders have discovered they can:

• Hire with complete confidence: Knowing that every candidate meets current licensing and training requirements

• Eliminate compliance risks: Removing the possibility of accidentally hiring unlicensed operatives

• Accelerate recruitment: Accessing pre-verified candidates who are ready to work immediately

• Enhance client confidence: Demonstrating robust hiring processes and compliance standards

• Reduce administrative burden: Automating licence verification and compliance checking

When you can demonstrate that your entire hiring process includes comprehensive compliance verification and that every operative you deploy is properly licensed and trained, you’re not just meeting regulatory minimums—you’re showcasing operational excellence that clients value and are willing to pay for.

Your Action Plan Moving Forward

Immediate Steps for Ongoing Success

If you’re still struggling with the post-April reality, here’s what you should do right now:

• Conduct a compliance audit: Review your current workforce to identify any gaps or upcoming renewal deadlines

• Evaluate your hiring processes: Ensure your recruitment procedures verify compliance with current requirements

• Implement robust systems: Consider solutions like Guardhire that specialise in SIA-licensed professionals

• Create forward-planning calendars: Map out renewal schedules and hiring needs to avoid future rushes

• Budget for continuous compliance: Allocate ongoing resources for enhanced vetting and training coordination

The companies that act decisively now will avoid the ongoing compliance challenges that continue to affect unprepared operators. They’ll also position themselves to capitalise on the competitive advantages that proper compliance management provides.

Long-term Strategy Benefits

Looking beyond immediate compliance management, the most successful security companies are using the post-April environment to fundamentally strengthen their operations:

• Enhanced market reputation: Building a track record of hiring only properly licensed, compliant operatives

• Operational excellence: Implementing systems that reduce compliance-related administrative burden

• Platinumpositioning: Demonstrating superior hiring standards to win higher-value contracts

• Scalable growth: Building processes that support rapid, compliant expansion

• Risk mitigation: Reducing compliance-related operational and legal risks

The April 2025 implementation has created a new competitive landscape. The companies that have adapted successfully are now enjoying significant advantages over those still struggling with compliance basics.

Build Your Competitive Advantage Today

Ready to transform your ongoing compliance challenges into sustained business success? Discover how Guardhire‘s specialised platform for SIA-licensed professionals can streamline your security hiring whilst ensuring complete compliance with current licensing requirements. Our platform connects you with pre-verified, properly licensed security professionals who meet the latest SIA standards.

Contact our team today for a consultation tailored to your company’s specific hiring needs and compliance requirements. Don’t let ongoing compliance challenges hold back your business growth—turn them into your competitive advantage through smarter hiring strategies.