Security Professional Contracts: The Essentials

A Guide for Employers Using FindMySecurity

Before engaging a security professional for a role whether ad hoc, part-time, or full-time, it is essential to have a written employment contract in place. This should detail the scope of the role, terms of employment, and conditions both parties agree to.

Under UK employment law, employers must provide a written statement of employment particulars on or before the first day of work (Employment Rights Act 1996, as amended April 2020). A comprehensive contract is strongly advised to protect both parties.

Key Clauses to Include

Below is a checklist of recommended terms to include in your security employment contract.

  • Employer’s name, business address and contact details

    Specify where the work will be carried out, including whether the location may vary (e.g., events, client sites, static posts).

  • Employee’s name and role title

    Clearly state the name of the security professional and define their job title, e.g., Door Supervisor, Mobile Patrol Officer, Close Protection Officer, etc.

  • Start date and work pattern

    List the official employment start date and the contracted days/hours, including whether this is fixed or on a flexible or zero-hours basis.

  • Probationary period

    Include any probation period (typically 3 or 6 months) before the role becomes permanent.

  • Pay terms

    State the agreed hourly or salaried rate, frequency of payment (e.g., weekly or monthly), and any enhanced rate for overtime, night shifts, weekends or public holidays.

  • Annual leave entitlement

    Include full details of holiday entitlement in line with UK minimum standards (28 days per annum for full-time staff including bank holidays).

  • Statutory sick pay (SSP)

    Confirm eligibility and employer obligations regarding SSP and how to report absences.

  • PAYE arrangements

    Confirm that you will operate PAYE, deduct tax and National Insurance, and provide regular itemised payslips.

  • Job description and duties

    Provide a clear breakdown of responsibilities such as patrolling, access control, CCTV monitoring, reporting incidents, etc.

  • Confidentiality

    Include terms protecting any sensitive information or data encountered during assignments.

  • Notice periods

    Specify the notice to be given by both employer and employee in the event of contract termination.

  • Use of company vehicle (if applicable)

    If the employee will be provided with a vehicle or is expected to use their own, clarify:

    • Business use vs personal use
    • Mileage rates
    • Insurance obligations

  • Conduct and disciplinary procedures

    Outline expectations during working hours, professional behaviour standards, and steps taken if terms are breached.

  • Pension enrolment

    If eligible, the employee must be automatically enrolled in a workplace pension scheme. State the pension provider and contribution details.

  • Health and safety

    Refer to compliance with the Health and Safety at Work Act 1974, particularly relevant to security environments.

Signing the Agreement

The contract must be signed and dated by both parties, with a copy retained by each. Verbal agreements are not sufficient and do not protect either party if a dispute arises.

Flexible or Zero-Hour Arrangements

Yes—zero-hour contracts are permitted for SIA-licensed security professionals. They are legal and can be appropriate for:

  • On-call or ad-hoc assignments
  • Event-based work
  • Cover shifts or temporary engagements

However, employees on zero-hour contracts are still entitled to the National Minimum Wage, paid annual leave, and protection from unfair dismissal. Exclusivity clauses (i.e., preventing them from working elsewhere) are not allowed.

Always review shift patterns periodically to ensure a zero-hour contract remains appropriate and does not mask what is essentially regular work.

Payroll Support

Managing deductions, HMRC submissions, and pension enrolment can be complex. Many employers choose to use payroll providers who also offer compliant contract templates tailored to private security employment.

Summary

A clear, fair, and legally compliant employment contract benefits everyone involved. It builds trust, defines expectations, and ensures your security professional is protected and properly compensated.

If you need help creating a compliant security employment contract

Speak to a payroll provider or employment law adviser or contact the FindMySecurity support team for guidance.