What to Check Before Signing a Security Contract

Choosing a security guard company is an important operational decision. The right provider should give you dependable cover, clear reporting and confidence that your premises, people and assets are being properly supported.

A contract should do more than state an hourly rate. It should explain what the service includes, who will deliver it, how performance will be managed and what happens if your requirements change.

Before signing a contract for manned guarding services, use the checklist below to examine the practical details.

1. Confirm exactly what the service includes

Start by checking that the scope of work reflects how your site operates. Avoid relying on broad descriptions such as “site security” or “general guarding”. The contract should set out the agreed duties in plain English.

Depending on your requirements, this may include:

• Access control and visitor management
• Checking staff, contractors and deliveries
• Reception or front-of-house support
• Internal and external patrols
• Locking and unlocking procedures
• Key holding responsibilities
• Monitoring specified areas
• Incident recording and escalation
• Support during particular operating hours

You should also check what is excluded. For example, the contract may not include CCTV monitoring, mobile patrols, additional officers, event cover, key holding or emergency attendance unless these services are specifically agreed.

If your premises are in Blackwood, South Wales or elsewhere in the UK, the duties should be written around your site rather than copied from a standard package. A clear scope helps your team and the officers understand what is expected from the first shift.

2. Ask for a site-specific risk assessment

A responsible security guard company should understand your premises before providing a final service recommendation or price.

Ask whether the provider will complete a site-specific risk assessment and what it will consider. This should include your layout, entry points, operating hours, neighbouring premises, staffing arrangements, valuable assets and any known security concerns.

The assessment should help determine:

• The number of officers required
• The best coverage pattern
• Shift times and handover arrangements
• Patrol routes and frequency
• Lone-working considerations
• Access and visitor procedures
• Reporting requirements
• The level of supervision needed

A quote based only on the number of hours may not reflect the actual demands of your site. Good planning at the start reduces the risk of under-resourcing the assignment or paying for cover that does not match your requirements.

3. Check the coverage pattern and hours

The contract should state exactly when officers will be on site. Check whether the proposed cover is for:

• Day shifts
• Night shifts
• Weekdays only
• Seven-day coverage
• Weekends and bank holidays
• Specific seasonal or operational periods
• Continuous cover or selected patrol periods

Make sure the shift pattern matches the times when your risks are greatest. For some businesses, that may be during deliveries and staff arrivals. For others, the main requirement may be overnight protection when the premises are closed.

You should also check how shift handovers work and what happens if an officer is absent. Ask how relief cover is arranged, who checks that the post remains covered and how you will be informed if the agreed staffing level changes.

For national requirements, look for a provider with local teams and national coverage across the UK. All calls should be answered immediately, while attendance times depend on location. This distinction should be clear in any service information and escalation arrangements.

4. Confirm who will actually be on site

Ask who will deliver the service and what checks are completed before an officer is assigned to your premises.

For contracted manned guarding, the officers carrying out licensable security work should have the appropriate SIA licence for their duties. The Security Industry Authority explains the different licensing requirements in its guidance on whether an SIA licence is needed.

You should ask the provider:

• Will all front-line officers hold the correct SIA licence?
• How are licence details and expiry dates monitored?
• What screening and vetting process is completed?
• Is site-specific induction included?
• What additional training is relevant to your premises?
• How are officers selected for a customer-facing or higher-risk assignment?
• What happens if you have concerns about an individual officer?

SIA licensing applies to individuals. You should therefore also check the company’s own credentials. The SIA Approved Contractor Scheme is a voluntary quality assurance scheme for private security companies. Approval applies to specific activities, so ask what the provider is approved for.

Weston Group is an SIA Approved Contractor for security guarding, with approved contractor number WESESOSC01.

5. Review insurance and liability clauses

Insurance arrangements should be confirmed before work begins. Ask for current evidence of the provider’s relevant insurance and check that the cover remains in place throughout the contract.

You should understand:

• The level of public liability cover
• Employers’ liability arrangements
• Whether professional indemnity cover is relevant
• How property damage or loss is treated
• What happens if an officer causes damage through negligence or misconduct
• Whether your organisation has any notification or cooperation obligations

Pay close attention to exclusions and liability limits. The presence of a security officer does not automatically mean every loss or incident is covered by the provider. The contract should explain the responsibilities of both parties and the circumstances in which liability may apply.

For higher-risk premises, it is sensible to ask your legal adviser, insurance broker or internal risk manager to review these clauses.

6. Agree supervision, reporting and escalation

A security service needs management after the contract is signed. Ask how the provider supervises the assignment and how you can raise an issue.

The contract should identify:

• The named operational contact
• The escalation contact for urgent matters
• The frequency of supervisor visits
• How officer performance is checked
• How incidents are recorded
• When your team will be notified
• How recommendations and follow-up actions are tracked

Reporting requirements should be specific. For example, the agreement may require immediate notification of serious incidents, police involvement, injury, significant damage or a major access breach. Routine shift reports may follow a different timetable.

You should also know how calls are handled outside normal office hours. All calls are answered immediately, but attendance times depend on location. The contract should explain the process without promising a fixed attendance time that may not suit every site.

7. Set measurable service levels and KPIs

Service levels help you review whether the contract is working as intended. They should be realistic, measurable and linked to your priorities.

Useful measures may include:

• Agreed staffing levels
• Completion of scheduled patrols
• Timely submission of reports
• Completion of site inductions
• SIA licence compliance
• Supervisor visit frequency
• Attendance at scheduled shifts
• Response to reported issues
• Completion of corrective actions

Ask how performance will be reviewed and how often you will meet with the provider. The contract should explain what happens if a KPI is missed, including an agreed improvement plan and the process for dealing with repeated underperformance.

8. Check the full pricing structure

Do not compare providers on the headline hourly rate alone. Check how the price changes depending on when and how the service is delivered.

Ask whether the quote identifies:

• Standard hourly rates
• Night-time or out-of-hours uplifts
• Weekend and bank holiday rates
• Minimum shift lengths
• Overtime and additional cover
• Uniforms and equipment
• Radios or other agreed equipment
• Supervisor visits
• Training or induction charges
• Call-outs and emergency attendance
• Annual price reviews
• Changes caused by statutory wage or employment cost increases

An itemised quote makes it easier to compare proposals fairly. It also reduces the likelihood of unexpected extras appearing on future invoices.

9. Read the term, notice and exit provisions

Finally, check how easy it is to change or end the arrangement. The contract should state the initial term, renewal process and notice period in clear language.

Look for provisions covering:

• The contract start date
• The initial contract length
• Automatic renewal
• Termination without cause
• Termination for serious breach
• Repeated KPI failure
• Loss of insurance or required approval
• Use of unlicensed personnel
• Handover responsibilities
• Return of keys, passes and equipment
• Transfer of records and incident reports

If you are changing provider, ask whether TUPE may apply and how responsibilities will be managed. A professional handover should protect continuity and ensure that access information, site instructions, logs and open actions are passed on securely.

A clear contract supports a better service

Your security contract should give you more than a price. It should provide a shared understanding of the risks, duties, staffing, reporting and responsibilities involved.

At Weston Group, we build manned guarding services around your site, operating pattern and requirements. From our base in Blackwood, South Wales, we support local clients and provide national coverage across the UK.

If you are reviewing a current provider or planning new security cover, you are welcome to contact us through the quote form. We can discuss your requirements and help you establish a clear, tailored plan before you commit.