The Fair Work Ombudsman publishes the Security Services Industry Award as a 60-page PDF. This is the guide you actually need — plain English, with pay rates, classification levels, penalty rates, and the violations most workers don't know are happening.
Not the Fair Work Ombudsman. This guide is produced by Fair Work Help, a legal education platform. For the official award and to lodge a complaint, visit fairwork.gov.au. The official Award PDF is freely available at the Fair Work Commission library ↗.
The most common underpayment in the security industry is not a wrong hourly rate — it's being classified at the wrong level. These are the duties that define each level.
Duties at this level include:
This is the starting classification. Most employers put all guards here regardless of actual duties.
Duties at this level include:
Guards who write reports, operate alarm systems, or do first aid are likely Level 2 or above.
Duties at this level include:
Dog handlers, CIT guards, and anyone who trains others should be at this level.
Duties at this level include:
Any guard regularly acting as shift supervisor — even informally — may qualify for Level 4.
Duties at this level include:
Senior supervisors, security managers acting in a guard role, and multi-site coordinators.
Upload your payslip and describe your actual duties. We'll analyse whether your current classification matches what you actually do — for free.
Check my classification →Award pay rates are updated annually by the Fair Work Commission. We link to the live official source rather than publish figures that may become outdated.
Penalty rates are applied on top of your base rate. This is where most security guards lose significant money — especially on weekends and nights.
If you work Sundays at a flat rate rather than 150% of your base rate, every Sunday shift is a recoverable underpayment. Over a year of weekly Sunday shifts this compounds significantly — and the 6-year limitation period means years of back-pay may be available.
Use the AI to calculate your specific gap from your actual pay rate and shift history.
These are the patterns we see most often. Many are not obvious — employers don't always know they're doing them, but the Fair Work Act doesn't require intent.
Employer places all guards on Level 1 regardless of duties — dog handling, CIT, training others, or CCTV operation all require higher levels.
Rostered Sunday shifts paid at flat rate or slightly higher rate, not the required 150%.
Night shifts (majority of hours between midnight and 6am) must attract a 30% loading. Afternoon shifts finishing after midnight: 15%. Often not paid.
CIT operations legally require Level 3 classification. Guards doing CIT on Level 1 or 2 rates are underpaid every shift.
Guard asked to stay back but overtime paid at flat rate or not at all. The award requires 150% for the first 2 hours, 200% after.
Guard rostered for 8+ hours, 30-min break deducted from pay, but guard never actually gets a break due to operational requirements.
The full legal text of the Security Services Industry Award MA000016 is maintained by the Fair Work Commission. It's the authoritative source — our guide is a plain-English companion, not a replacement.
Upload your payslip and tell us your actual duties. We'll analyse whether your classification is correct — and calculate what you may be owed. Free, no account required.
Check my payslip for free →Legal education service. Does not constitute legal advice.