Isabelle TorresThe Security Services Industry Award 2020 (MA000016) is the primary federal modern award governing pay and conditions for security workers across Australia. Whether you guard commercial premises, monitor alarms, control crowds at events, or work in aviation security, this award sets the legal minimum entitlements that apply to your employment. Understanding the Security Services Industry Award is essential for both workers and employers in one of Australia's fastest-growing labour sectors.
What Is the Security Services Industry Award 2020?
The Security Services Industry Award 2020 replaced earlier state-based and federal award instruments under the modern award system established by the Fair Work Act 2009. The Fair Work Commission (FWC) maintains and reviews the award annually as part of the Annual Wage Review process. The most recent pay rates took effect from the first full pay period on or after 1 July 2025.
The award covers a wide range of roles, including security officers, crowd controllers, alarm monitoring officers, alarm technicians, aviation security screeners, security consultants, and workers in investigative services. It applies to employees of private security companies and to security workers employed directly by businesses, provided they are engaged in security-related duties as defined under the award.
The award does not cover employees in the ACT public service or Commonwealth public sector roles, which are governed by separate instruments. Where an enterprise agreement covers a worker, those agreement terms apply instead — but must meet or exceed the award as a safety net.
Pay Structure and Classification Levels
The Security Services Industry Award 2020 classifies security employees into five levels. Classification depends on qualifications, licensing, and the nature of work performed. Detailed classification definitions appear in Schedule A of the award.
Minimum pay rates effective 1 July 2025 (Annual Wage Review 2024–25):
| Classification Level | Hourly Rate (AUD) | Weekly Rate (AUD) |
|---|---|---|
| Security Officer Level 1 | $27.13 | $1,031.10 |
| Security Officer Level 2 | $27.91 | $1,060.60 |
| Security Officer Level 3 | $28.38 | $1,078.60 |
| Security Officer Level 4 | $28.86 | $1,096.60 |
| Security Officer Level 5 | $29.79 | $1,131.90 |
Source: Fair Work Commission, MA000016, rates effective from first full pay period on or after 1 July 2025.
Security Officer Level 1 is the entry-level classification for a holder of a current security licence who performs basic security duties. Level 2 typically covers employees with additional responsibilities such as first aid certification or experience in alarm monitoring. Higher levels recognise employees who supervise others, hold specialist aviation security qualifications, or perform advanced investigative or technical security functions.
All employees must hold a current and valid security licence issued under the relevant state or territory licensing authority as a condition of engagement under this award.
Working Hours, Overtime and Penalty Rates
The standard full-time working week under the Security Services Industry Award 2020 is 38 ordinary hours. These may be worked as a fixed pattern or averaged over a roster cycle of between two and eight weeks, allowing for the rotating shift patterns common in the security industry.
Minimum shift length for full-time employees is 7.6 hours per shift. Maximum ordinary-time shift length is 10 hours, extendable to 12 hours by written agreement between employer and employee.
Overtime rates apply when employees work beyond their ordinary hours. Under the award, overtime is calculated at the following percentages of the minimum hourly rate:
| When overtime is worked | Rate |
|---|---|
| Monday to Saturday — first 2 hours | 150% |
| Monday to Saturday — after 2 hours | 200% |
| Sunday (all overtime hours) | 200% |
| Public holidays (all overtime hours) | 250% |
Penalty rates apply during certain periods even within ordinary hours:
| Shift period | Rate |
|---|---|
| Standard weekday hours (6 am – 6 pm) | 100% (base rate) |
| Night shift (6 pm – midnight, midnight – 6 am) | 121.7% of base rate |
| Permanent night shift workers | 130% of base rate |
| Saturday | 150% of base rate |
| Sunday | 200% of base rate |
| Public holidays | 250% of base rate |
Casual loading: Casual employees receive a 25% loading on top of the applicable minimum hourly rate in lieu of leave entitlements and other benefits. This loading is provided for under National Employment Standards (NES) section 67B, effective 26 August 2022.
Key allowances under the award:
| Allowance | Amount |
|---|---|
| First aid (per shift, up to $36.46/week) | $7.33 |
| Firearm (per shift, up to $18.34/week) | $3.67 |
| Broken shift (per rostered shift) | $17.47 |
| Supervision — up to 5 employees (weekly) | $45.52 |
| Supervision — 6 or more employees (weekly) | $80.46 |
| Relieving officer (weekly) | $45.09 |
| Aviation security (per hour worked) | $2.02 |
These allowances are paid in addition to the applicable minimum hourly rate.
Annual Leave
Full-time and part-time employees under the Security Services Industry Award 2020 are entitled to four weeks of paid annual leave per year under the NES (Fair Work Act 2009, section 87). This equates to 20 working days based on a five-day working week.
Shiftworkers who are regularly required to work on Sundays and public holidays and whose roster includes shifts of varying starting and finishing times are entitled to five weeks (25 days) of annual leave per year.
Annual leave loading: When taking annual leave, employees are entitled to be paid the greater of their ordinary time earnings or their minimum rate of pay plus a 17.5% leave loading. The leave loading applies to the base rate and recognises that employees miss out on penalty rates and shift loadings while on leave.
Leave accrual: Annual leave accrues progressively at the rate of approximately 1.67 days per month (for full-time employees) or pro-rata for part-time employees based on contracted hours.
Cashing out annual leave is available under the NES, subject to the conditions that the employee retains at least four weeks of accrued leave, each cash-out agreement is in writing, and the employee is paid at least the full amount that would be payable had the leave been taken.
Casual employees do not accrue annual leave; their 25% casual loading compensates for this.
Notice Period
When employment ends, both employer and employee must provide notice. The Security Services Industry Award 2020 does not provide notice periods above the NES minimum, so the statutory scale under Fair Work Act 2009 section 117 applies.
NES minimum notice (employer dismissal):
| Continuous service | Minimum notice |
|---|---|
| Less than 1 year | 1 week |
| 1 year and up to 3 years | 2 weeks |
| 3 years and up to 5 years | 3 weeks |
| 5 years or more | 4 weeks |
Over-45 supplement: If you are over 45 years of age and have at least two years of continuous service, you are entitled to one additional week's notice on top of the above scale.
Employers may give payment in lieu of notice instead of requiring the employee to work out the notice period. The payment must equal the full amount the employee would have earned working the notice period, including applicable penalties and allowances.
Employee resignation: The same NES scale applies to notice given by an employee when resigning, unless the employment contract specifies a shorter period. Employers cannot require longer notice from employees than they themselves are required to give.
Redundancy Pay
Where an employee is genuinely made redundant, they are entitled to redundancy pay under the NES (Fair Work Act 2009, Schedule 4, section 119). The Security Services Industry Award 2020 does not provide for any enhancement above the NES genuine redundancy scale.
NES redundancy pay scale:
| Years of continuous service | Weeks of redundancy pay |
|---|---|
| At least 1 year but less than 2 | 4 weeks |
| At least 2 years but less than 3 | 6 weeks |
| At least 3 years but less than 4 | 7 weeks |
| At least 4 years but less than 5 | 8 weeks |
| At least 5 years but less than 6 | 10 weeks |
| At least 6 years but less than 7 | 11 weeks |
| At least 7 years but less than 8 | 13 weeks |
| At least 8 years but less than 9 | 14 weeks |
| At least 9 years but less than 10 | 16 weeks |
| 10 years or more | 12 weeks (capped) |
Small business exemption: Employers with fewer than 15 employees (small business employers) are not required to pay NES redundancy pay. Check with the Fair Work Ombudsman or your union if you are unsure whether your employer qualifies.
Tax treatment of redundancy: Genuine redundancy payments are tax-free up to a statutory cap. For the 2025–26 income year, the tax-free base amount is $12,524, plus $6,264 for each completed year of service. Amounts above this threshold are treated as an employment termination payment (ETP) and taxed at concessional rates. Consult a tax adviser for your individual circumstances.
Superannuation
Employers covered by the Security Services Industry Award 2020 are required to make superannuation contributions on behalf of all eligible employees under the Superannuation Guarantee (Administration) Act 1992.
Superannuation Guarantee rate: 12.0% of ordinary time earnings from 1 July 2025. Ordinary time earnings generally include your base rate of pay, shift loadings, and allowances payable for ordinary hours — but not overtime payments.
Default fund: The award specifies AustralianSuper and Australian Retirement Trust as default superannuation funds. If your employer does not have a default fund, contributions must go to one of these funds unless you provide a valid choice of fund.
Choice of fund: Under Fair Work Act 2009 section 149A, employees have the right to choose their own super fund. Your employer must pay contributions into your nominated complying fund. If you have not made a choice, your employer will use their nominated default fund.
Concessional contributions cap: Total concessional contributions (employer SG plus any salary sacrifice) are capped at $30,000 per financial year for 2025–26. Contributions above this cap are taxed at marginal rates.
State and Territory Variations
Although the Security Services Industry Award 2020 is a federal instrument that sets uniform minimum rates across all Australian states and territories, several important entitlements are governed by state and territory law and differ by jurisdiction.
Long Service Leave
Long service leave is not covered by the Fair Work Act — it is set by state and territory legislation and varies significantly:
| State/Territory | Qualifying period | Entitlement |
|---|---|---|
| NSW | 10 years | 8.667 weeks |
| VIC | 7 years | 6.067 weeks |
| QLD | 10 years | 8.667 weeks |
| SA | 10 years | 13 weeks |
| WA | 10 years | 8.667 weeks |
| TAS | 10 years | 8.667 weeks |
| ACT | 7 years | 6.067 weeks |
| NT | 10 years | 13 weeks |
Use the Long Service Leave tab in the calculator above to estimate your entitlement based on your state or territory.
In Victoria and the ACT, employees may access a pro-rata entitlement after reaching the qualifying period (7 years). In some jurisdictions, pro-rata LSL is payable upon termination after a minimum period of service, even before the full qualifying period is met.
Public Holidays
Federal public holidays apply nationwide: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (second Monday in June in most states), Christmas Day, and Boxing Day. State and territory governments also declare additional public holidays:
- VIC: Melbourne Cup Day (first Tuesday in November)
- QLD: The Royal Queensland Show (EKKA) in Brisbane
- SA: Adelaide Cup Day (third Monday in May)
- WA: Foundation Day (first Monday in June) and Royal Show Day
- TAS: Eight Hours Day (second Monday in March)
Security workers are entitled to the 250% penalty rate (under the award) for working on any gazetted public holiday in their state or territory.
Workers Compensation
Workers compensation is administered by state-based schemes and premiums and entitlements differ:
- NSW: icare NSW
- VIC: WorkSafe Victoria
- QLD: WorkCover Queensland
- SA: ReturnToWorkSA
- WA: WorkCover WA
- TAS: WorkSafe Tasmania
- ACT: WorkSafe ACT
- NT: NT WorkSafe
Contact your state's scheme if you are injured at work.
Your Rights at Work
Unfair dismissal: If you are dismissed and believe the dismissal was harsh, unjust, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009 section 382. The qualifying period is 6 months of continuous employment (or 12 months for employees of small businesses). Applications must be lodged within 21 days of dismissal.
General protections: Part 3-1 of the Fair Work Act protects employees from adverse action (demotion, dismissal, pay reduction) taken because they exercise a workplace right — such as making a complaint, inquiring about pay, or taking protected industrial action.
Right of entry: Unions holding an entry permit under the Fair Work Act 2009 may enter workplaces to investigate suspected breaches of awards, hold discussions with members, or inspect records. Your employer must not obstruct a valid right-of-entry visit.
Work health and safety: Security work carries specific physical risks including shift-work fatigue, lone worker situations, and exposure to aggressive behaviour. The Work Health and Safety Act 2011 (and state WHS equivalents) requires employers to identify and manage these risks. If your workplace is unsafe, you have the right to raise concerns with your employer, your health and safety representative, or your state's WHS regulator without being punished for doing so.
Union coverage: The Security Industry Association (SIA) and the United Workers Union (UWU) are the main industry stakeholders. Membership gives access to legal representation, bargaining support, and advice on rights under the award.
This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.
