How the UK Security Industry is facing today’s top challenges
The year is 2025. Economic pressures, workforce shortages and evolving regulatory requirements feel like they’re all hitting at once, forcing security providers to change how they operate. These challenges are particularly acute when it comes to staffing.
The security industry faces difficulties within a broader labour market where nearly one third of businesses are experiencing labour shortages. Within the manned guarding and physical security industries, analysis suggests the problem may continue to compound, especially as fewer young individuals enter the field. Even so, there are opportunities amidst these challenges for businesses to adapt how they operate.
Addressing the workforce challenge
The current personnel shortage stems from multiple factors, but the operational impact reveals itself in the day-to-day reality of security management. Brexit significantly altered the labour landscape, with many EU staff who departed during the pandemic choosing not to return. Knowing how hard the labour market is makes it even more critical for security companies to improve the management of their existing workforce and reduce churn.
The traditional approach to security staffing – reactive scheduling, manual timesheet processing and fragmented communication – exacerbates retention problems. Security personnel often face last-minute shift changes, unclear communication about assignments and administrative frustrations. Here is where technology is making strides to engage the existing workforce.
For example, advanced scheduling systems can balance employee preferences with operational requirements, reducing the last-minute changes that drive experienced officers to seek employment elsewhere.
Real-time communication platforms ensure that security personnel receive clear, timely information about their assignments, reducing confusion and improving job satisfaction. Even providing access to flexible pay can mean the difference in retaining an employee or watching them leave.
Advanced analytics are also making strides in the industry to help provide security companies with the information they need to better manage their disbursed workforce. For example, data visibility could help surface patterns like which sites have higher turnover, which shift patterns are creating scheduling gaps and which officers are approaching overtime thresholds. All of these are factors that may lead to turnover, so by proactively addressing them, you can help strengthen your workforce.
Economic pressures demand strategic response
Current economic conditions present multiple challenges for security providers. Persistent inflation affects both operational costs and client budgets. The government’s National Insurance contribution increases for employers from April this year have added significant pressure on payroll expenses, whilst scheduled minimum wage increases further impact operational costs.
These financial pressures arrive precisely when demand for security services is growing, creating a challenging environment where providers must demonstrate clear value whilst managing increased expenses. The traditional approach of simply deploying additional personnel to address security concerns is becoming economically unsustainable.
Leading providers are adopting data-driven approaches to operational efficiency.
Rather than relying on assumptions, they are extracting actionable insights from their operational data. Advanced analytical tools can identify patterns in incident reporting, reveal optimal staffing requirements for different locations and timeframes, and highlight areas where resources might be more effectively allocated.
This analytical approach extends beyond cost reduction. By developing a deeper understanding of client requirements and demonstrating measurable security outcomes, providers can substantiate their value proposition whilst operating more efficiently.
Harnessing Artificial Intelligence effectively
Internally, AI-powered systems show considerable potential for complex administrative tasks. Scheduling represents a particularly promising area, where AI could potentially process multiple variables – personnel availability, site-specific requirements, client preferences and regulatory compliance obligations –whilst reducing administrative burden on management teams. Similarly, AI capabilities could analyse extensive operational datasets to identify trends and opportunities that would require considerable time for human analysts to detect.
Adapting to regulatory changes
Martyn’s Law received Royal Assent in April 2025, fundamentally changing how security providers approach client relationships. The legislation transforms security from an optional service enhancement into a legal compliance requirement for many venues.
Where security companies previously competed primarily on cost and basic service delivery, they now must demonstrate competence in regulatory compliance, staff training standards and documentation systems. The legislation creates a clear divide between providers who can support client compliance and those who cannot.
For security companies, adaptation is not optional. Those who can demonstrate regulatory competence will strengthen their market position, whilst those who cannot risk losing clients to competitors who understand compliance requirements. The legislation effectively raises the professional bar for the entire industry.
Strategic adaptation for long-term success
The UK security industry has consistently demonstrated its ability to adapt to changing requirements. The current period, whilst challenging, presents opportunities to develop a more professional, efficient and strategically valuable sector.
Sidney Shepherd
Enterprise Account Executive,
TEAM Software by WorkWave
