Security Guard Pay Rates by State: 2025 Salary Benchmark Report

Understanding market pay rates is essential for both competitive hiring and profitable pricing. Security guard wages vary significantly by state, city, and job type—the same position might pay twice as much in San Francisco as in rural Mississippi. This guide provides context for benchmarking your compensation against market rates, understanding the factors that drive regional differences, and setting wages that balance competitiveness with profitability.

Factors That Determine Pay Rates

Geographic factors establish the baseline for security wages in any market. State minimum wage sets the floor—in states with higher minimums, security wages must exceed that floor by enough to attract workers who have other options. Cost of living directly correlates with wages; guards in expensive coastal cities need higher pay just to afford housing and basic expenses. Local competition among security companies drives wages up when multiple employers compete for the same pool of qualified guards. Industry presence matters too: areas with concentrations of tech companies, financial services, healthcare facilities, or other sectors that rely heavily on contract security see elevated demand and correspondingly higher wages.

Job type factors create wide variations within any geographic market. The distinction between armed and unarmed guards represents the largest single factor, with armed positions typically commanding 30-50% premiums over unarmed work. This premium reflects both the additional training and licensing requirements and the elevated risk that armed guards face. Specialized training requirements beyond basic guard cards add value and command higher pay—CPR certification, fire safety training, or industry-specific credentials all justify higher wages.

Shift differentials compensate guards for working less desirable hours. Overnight shifts typically add $1-3 per hour over day rates; weekend premiums vary by market and employer. Site difficulty or perceived danger affects what guards will accept for certain posts—high-crime areas, difficult clients, or physically demanding patrol routes require premium pay to attract and retain guards. The client industry matters because corporate security positions often pay more than retail or residential posts, reflecting both the work environment and the client's willingness to pay for quality.

Individual factors differentiate guards within any market segment. Experience level obviously matters—guards with years of successful work command higher rates than new entrants. Certifications held demonstrate competence and commitment to professionalism. Reliability record speaks volumes in an industry plagued by attendance problems; guards who show up consistently and perform well become valuable enough to pay retention premiums. Additional skills like bilingual capability or medical training expand the roles guards can fill and justify higher compensation.

Regional Pay Patterns Across the United States

The highest-paying states and markets cluster on the coasts and in major metropolitan areas. California leads nationally, with Bay Area positions for experienced guards reaching $25-30 per hour and Los Angeles not far behind. These rates reflect both California's high cost of living and its robust licensing requirements that create barriers to entry. Washington state, particularly the Seattle area, offers similarly elevated wages driven by the tech industry's security needs. Massachusetts and the Boston metro area pay well above national averages. New York City and its surrounding metro support high wages despite also having abundant labor supply. Connecticut and the District of Columbia round out the highest-paying markets with experienced guard wages routinely exceeding $20 per hour.

Moderate-paying states occupy the middle tier, with experienced guard wages typically falling between $14-20 per hour. Illinois anchors this tier with Chicago offering wages above the national average while downstate rates remain more modest. Colorado's Denver area has seen wages rise with population growth and cost of living increases. Arizona metros like Phoenix and Tucson offer moderate wages in a lower cost-of-living environment. Texas major metros—Houston, Dallas, Austin, San Antonio—vary considerably but generally fall in the middle tier despite the state's reputation for lower costs. Florida's Miami and Tampa markets offer moderate wages driven by tourism and healthcare security demand. Pennsylvania's Philadelphia market rounds out this tier.

Lower-paying states and markets typically offer wages from minimum wage through about $15 per hour for most positions. Southern states like Alabama, Mississippi, and Arkansas have lower costs of living but also limited commercial development that would drive security demand. Rural Midwest markets similarly offer lower wages reflecting their economic conditions. Areas with limited commercial development simply have less demand for security services and correspondingly lower wages. In these markets, armed positions and specialized roles still command premiums, but the baseline is substantially lower than coastal or major metro markets.

Pay Ranges by Job Type

Entry-level unarmed guards represent the most common security position and show the widest geographic variation. In low-wage markets, entry-level guards may start at $11-14 per hour, often barely above minimum wage. Mid-tier markets typically offer $14-17 per hour for new guards. High-wage markets start entry-level guards at $17-22 per hour, reflecting both cost of living and competition for workers.

Experienced unarmed guards with proven track records command premiums over entry-level rates across all markets. Low-wage markets pay experienced guards $13-16 per hour. Mid-tier markets offer $16-20 per hour for guards with several years of experience and strong performance records. High-wage markets pay experienced unarmed guards $20-28 per hour, with the highest rates going to guards with specialized experience or exceptional reputations.

Armed security guards consistently earn premiums over unarmed positions in every market. Low-wage markets pay armed guards $15-18 per hour, reflecting the additional licensing costs and liability. Mid-tier markets offer $18-25 per hour for armed positions. High-wage markets pay armed guards $25-35 or more per hour, with executive protection and high-risk positions reaching even higher rates.

Specialized positions operate on different pay scales entirely. Executive protection work ranges from $25 to $75 or more per hour depending on the principal's profile and risk level. Healthcare security typically commands a 10-20% premium over general security rates in the same market, reflecting the specialized knowledge and often more demanding work environment. Loss prevention positions are frequently salaried rather than hourly, with annual compensation ranging from $35,000 to $60,000 or more depending on responsibility level and market. Security supervisors earn 15-30% premiums over the guards they supervise, with additional premiums for larger teams or more complex operations.

Developing Your Wage Strategy

Market research should inform all wage decisions rather than guessing or assuming what competitors pay. Review job postings in your area to see what wages are being advertised—though recognize that posted rates don't always reflect what companies actually pay. Talk to your guards about what competitors offer; guards who interview elsewhere know market rates even if they don't leave. Bureau of Labor Statistics data provides aggregate market information, though it lags current conditions. Survey departing employees about their new wages to understand what it takes to lure guards away from you.

Your positioning strategy relative to market rates has predictable consequences. Paying below market produces high turnover and difficulty staffing positions as guards leave for better pay elsewhere; this approach only works if you can find enough workers who lack better options, which typically means accepting lower quality. Paying at market keeps you competitive but doesn't differentiate you from other employers; you'll lose guards to companies that offer more and attract workers who couldn't get hired elsewhere. Paying above market attracts better applicants and reduces turnover, but creates margin pressure that must be recovered through higher billing rates or more efficient operations.

Total compensation extends beyond hourly wages to include benefits that attract and retain guards. Health insurance, even basic coverage, differentiates you from competitors who offer none. Paid time off demonstrates respect for guards' personal lives. Retirement contributions show long-term commitment. Training and advancement opportunities appeal to guards seeking career growth. Schedule stability and predictability matter enormously to guards trying to manage their lives around work. Site quality affects whether guards are happy in their positions—pleasant work environments retain guards who might leave difficult posts for the same pay elsewhere.

Impact on Client Pricing

Your bill rate must cover all costs and generate acceptable profit. Base wages represent only the starting point. Payroll burden—including employer payroll taxes, workers' compensation insurance, unemployment insurance, and benefits—typically adds 25-40% on top of wages depending on your benefit offerings and claims history. Overhead allocation covers your facilities, equipment, management, administration, and other costs of running the business. Finally, profit margin provides the return that makes operating the business worthwhile.

Typical bill rate multipliers help translate wage costs into client pricing. Low-margin contracts—often government or high-volume commercial work—may operate at 1.4-1.5 times the pay rate, leaving thin margins after burden and overhead. Healthy margin contracts run at 1.6-1.8 times the pay rate, providing reasonable returns on well-run operations. Premium services including armed guards, specialized security, or demanding clients may support 1.9-2.2 times the pay rate or even higher for exceptional situations.