Pay & Wages
Securecorp Pay Rates 2026: Guard, Site & Shift Pay
What Securecorp workers should be paid in 2026 — the Security Services Industry Award floor by classification, casual loading, penalties, and where the Securecorp enterprise agreements sit.
Who covers Securecorp workers — award or agreement?
Securecorp is a national provider of security guarding, mobile patrols, alarm monitoring and cleaning services, with government and commercial contracts across several states. Its workforce covers frontline security officers and control-room monitoring staff, alongside cleaning staff on its integrated contracts.
The Security Services Industry Award 2020 is the floor for guarding roles, with cleaning staff on its integrated contracts covered by the Cleaning Services Award 2020. Securecorp has a registered enterprise agreement covering Victorian state government sites (listed below); it has to leave staff better off overall than the relevant award.
The federal awards relevant to Securecorp roles:
- Security Services Industry Award 2020 (MA000016)
Workforce snapshot. In its 2024-25 report to the Workplace Gender Equality Agency, Securecorp Pty Ltd declared 2,148 employees across 3 reporting entities — 30.9% casual and 18.6% women. Source: WGEA 2025 Public Data File, data.gov.au (CC-BY 3.0 AU).
Security award floor (1 July 2026)
The Security Services Industry Award 2020 (MA000016) adult minimums are:
| Classification | Permanent | Casual (incl. 25%) |
|---|---|---|
| Security Officer Level 1 (static guard, concierge) | $28.42/hr | $35.53/hr |
| Security Officer Level 2 (monitoring, crowd control, first aid) | $29.24/hr | $36.55/hr |
| Security Officer Level 3 (control room, senior officer) | $29.73/hr | $37.16/hr |
| Security Officer Level 4 (supervisor of level 1–3 officers) | $30.23/hr | $37.79/hr |
| Security Officer Level 5 (site manager) | $31.20/hr | $39.00/hr |
Night shift, weekend and overtime loadings are where a security roster's pay is made: the award's own worked examples put a Level 1 casual Saturday at 175% and Sunday at 225% of the base rate. Check a specific roster with the penalty rates calculator.
Source: Fair Work Commission modern awards pay database, current-operative rates (1 July 2026 annual wage review). Casual figures add the 25% casual loading.
The Securecorp enterprise agreements
Enterprise agreements set rates above the award, with their own classification structures and allowances. Current Securecorp agreements in our corpus (1 in total):
- Securecorp Protective Services Pty Ltd and United Workers Union Victorian State Government Agreement 2024 — approved June 2024, nominal expiry 14 June 2026.
We don't reproduce agreement dollar figures here — the agreement covering your site, state and stream is the document to read. Find your agreement, then your classification, then your pay point, and compare it with your payslip. The award tables on this page are the floor every one of these agreements must beat.
Security pay issues worth checking on any payslip
General award-compliance issues that come up across the security sector. This is a checklist for your own payslip, not a finding about Securecorp:
- Level 1 for control-room, senior or supervisory work.
- Night, weekend and overtime loadings absorbed into a flat rate that doesn't beat the award for the roster.
- Unpaid handover, briefing and travel between sites.
- Long shifts without the award's overtime and rest-break rules.
What to do if your pay looks wrong
Match your payslip to your classification in the agreement (or the award tables above), and price any gap with our back-pay calculator. Raise it in writing with payroll or your manager first — most underpayments are fixed at that step. Unresolved, the Fair Work Ombudsman (13 13 94) recovers underpayments at no cost, up to six years back, and your union can run the claim for you. Not sure which instrument covers you? Ask our AI advisor with your role and location.
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FairWork Mate is an independent Australian publisher of workplace-rights information. Our content is prepared with AI assistance and draws on primary sources — the Fair Work Act, modern awards, and Fair Work Commission and Fair Work Ombudsman material. It is general information, not legal advice.