Paying Your Security Professional

Whether you're hiring a door supervisor, CCTV operator, close protection officer or static security guard, it’s essential to ensure they’re paid correctly and in full compliance with UK employment law.

Payroll Obligations

All workers in the UK, including SIA-licensed security professionals, must contribute to the economy by paying Income Tax and National Insurance. If you're hiring a security officer directly (i.e., not via a third-party security company), you become their employer and are legally required to operate a PAYE (Pay As You Earn) scheme through HM Revenue & Customs (HMRC).

This means you'll be responsible for:

• Deducting Income Tax and National Insurance from their gross pay
• Submitting payroll information to HMRC via Real-Time Information (RTI) reporting
• Providing regular payslips
• Paying employer National Insurance contributions
• Administering Statutory Sick Pay, Maternity Pay, and Paternity Pay (if applicable)
• Managing Workplace Pension auto-enrolment obligations (if the worker qualifies)

Accurately calculating deductions and staying compliant can be complex especially if your security professional works irregular shifts or holds multiple jobs with different employers. Their tax code may vary, and you’ll need to take this into account when processing payroll.

Zero-Hour Contracts for Security Professionals

According to current UK law, zero-hour contracts are legal and may be used for SIA-licensed roles, provided they’re used appropriately.

[Source: SIA & gov.uk – Zero Hours Employment Guidance]

What this means:

• You may legally hire a security professional on a zero-hour contract, meaning you’re not obligated to offer a minimum number of hours, and the professional is not required to accept every shift.
• They are entitled to all relevant employment rights including:
  • National Minimum Wage or National Living Wage
  • Paid holiday (calculated pro-rata)
  • Rest breaks and safe working conditions
  • Freedom from discrimination
  • Protection under health and safety legislation
• Exclusivity clauses are not permitted in zero-hour contracts. Your security professional is free to work elsewhere.

Note: If you regularly rely on a security worker for consistent shifts, a part-time or full-time contract may be more suitable and legally robust. Regular review of working hours is recommended to ensure fair treatment and correct classification.

Payroll Support

If managing PAYE, pensions and statutory payments sounds overwhelming, we recommend using a professional payroll provider. Many providers can manage:

• Gross-to-net calculations
• Payslip generation
• RTI submissions
• Pension enrolment and management
• Statutory payment administration
• Employment contract drafting
• HMRC registration

Best Practice Reminders

• Always issue a written employment contract (required by law from day one of employment)
• Retain accurate records of hours worked, pay issued, and holiday taken
• Clearly outline shift terms, cancellation policies, and overtime arrangements in the contract
• Review and adjust employment status periodically, especially for workers on zero-hour contracts who develop regular shift patterns
• Be transparent about pay rates and breaks, especially during bank holidays, night shifts, or high-risk assignments

Stay Compliant, Protect Your Business

FindMySecurity encourages all clients who hire security professionals directly to take their legal obligations seriously. Doing so protects both your business and the professionals who work hard to keep people and assets safe.

If you need help drafting contracts or managing payroll

Reach out to a regulated provider or employment solicitor for support.