Updated February 8, 2026
The Hidden Truth About Unpaid Security Guard Training
Are you paying for your own security guard training in California? You might be giving away your hard-earned money unnecessarily. California labor laws clearly define when employers must foot the bill for mandatory training—yet thousands of security guards remain unaware of these protections, potentially losing hundreds of dollars they're legally entitled to keep.
Contrary to what many security companies will tell you, the responsibility for training costs often falls on the employer, not the employee. However, the line between what constitutes employer-paid training and what you can be asked to cover yourself isn't always clear, leading many security professionals to pay expenses they shouldn't have to bear.
Throughout this article, we'll examine what California labor laws actually require regarding security guard training payments. You'll discover the true costs of getting certified, recognize common violations by security companies, and learn concrete steps you can take if you've been unfairly charged for training. Whether you're just starting your security career or have been in the industry for years, understanding these rights is essential to protecting your financial interests.
What is Security Guard Training and Why It’s Required
Security guard certification in California follows a structured process governed by the Bureau of Security and Investigative Services (BSIS). Before diving into the costs and legal issues surrounding who pays for this training, let's first understand what exactly this training entails and why California mandates it for security professionals.
Overview of BSIS Guard Card Training
The BSIS Guard Card serves as the official license required for security guards working throughout California. This credential verifies that a security professional has completed the state-mandated training and background checks necessary to work legally in the security industry.
The Guard Card program exists primarily to establish professional standards across the security industry. Through standardized training, the state ensures that security personnel understand their legal responsibilities, limitations of their authority, and proper procedures for handling various situations they might encounter on the job.
The BSIS, operating under the Department of Consumer Affairs, oversees this licensing program. They establish training requirements, process applications, and enforce compliance with California labor laws regarding security professionals.
Who Needs a Guard Card in California
Virtually everyone working in a security capacity in California must possess a valid Guard Card, including:
- Traditional security officers at retail establishments
- Event security personnel
- Loss prevention specialists
- Bodyguards and executive protection specialists
- Hospital and healthcare facility security
- Campus security officers
- Residential security (apartments, gated communities)
- Industrial and warehouse security
The requirement applies regardless of whether you work part-time or full-time. Additionally, security guard employers must themselves hold a Private Patrol Operator (PPO) license if they employ guards to provide security services to clients.
There are limited exceptions to this requirement, such as:
- Sworn peace officers
- Military personnel performing official duties
- Certain private investigators
- Personal protection dogs handlers (though they need separate licensing)
Basic Training Requirements and Hours
California's security guard training follows a multi-phase structure:
Pre-Assignment Training (8 hours) – This initial phase must be completed before a guard can begin working. It covers fundamental security concepts including:
- Powers of arrest
- Public relations
- Observation and documentation
- Communication skills
- Legal aspects and liability
On-the-Job Training (16 hours) – This must be completed within 30 days of receiving the Guard Card and beginning employment. It builds upon the foundation established in pre-assignment training.
Continuing Education (8 hours) – This final phase must be completed within the first six months of employment. It focuses on more advanced security concepts and specialized knowledge.
In total, California requires 40 hours of training for security guard certification when including mandatory weapons permits for armed guards. The initial Guard Card application requires completion of at least the 8-hour pre-assignment course, but the remaining 32 hours must be completed according to the schedule outlined above.
Understanding these requirements is crucial when discussing who should bear the financial responsibility for this training. As we'll explore in subsequent sections, California labor laws provide specific guidance on when employers must pay for this mandatory training—information every security professional should know before opening their wallet for certification costs.
The Real Cost of Getting Certified in California
Becoming a licensed security guard in California involves several financial investments beyond just the time spent in training. Understanding these costs upfront helps aspiring security professionals budget properly—and more importantly, recognize when they might be entitled to reimbursement under California labor laws.
Application and Fingerprinting Fees
The Bureau of Security and Investigative Services (BSIS) currently charges $55 for the initial guard card application fee, with this amount set to increase to $60 on October 1, 2025. This fee covers the administrative processing of your application and is paid directly to the state.
In addition to the application fee, all prospective security guards must undergo fingerprinting through the Live Scan system. This process includes:
- Department of Justice (DOJ) background check: $32
- Federal Bureau of Investigation (FBI) background check: $17
- Live Scan operator fee: Variable, typically $25-$35
The total fingerprinting costs usually amount to approximately $49 plus the variable operator fee. Some Live Scan locations may charge more depending on their location and services offered, potentially bringing the combined fingerprinting costs to $75-$80.
Training Course Costs
Training expenses represent another significant portion of the certification process. The mandatory 8-hour "Powers to Arrest" and "Appropriate Use of Force" courses (Part 1) range from $13.99 to $75 depending on whether you choose online or in-person instruction:
- Online Power to Arrest course: $13.99 (plus in-person Use of Force component)
- In-person 8-hour course (complete Part 1): $75
Following this initial training, security guards must complete an additional 32 hours of training within six months. Costs for this portion typically range between:
- Online Parts 2 & 3 (32 hours): $49.99
- In-person Parts 2 & 3 (32 hours): $150
Some training centers offer comprehensive 40-hour packages (Parts 1-3) for approximately $200, while others charge $299 or more for complete certification packages.
Specialized training courses incur additional costs. For instance, school security guard certification under SB 1626 costs around $79.95.
Renewal and Replacement Fees
Your security guard registration isn't permanent—it requires renewal every two years. Currently, the BSIS charges $40 for guard card renewals, with this fee scheduled to increase to $44 in October 2025.
Should you fail to renew on time, you'll face delinquent renewal fees totaling $65 (renewal fee plus a $25 delinquency fee), increasing to $69 after October 2025.
If your guard card is lost, stolen, or damaged, obtaining a replacement will cost you $25. This fee remains unchanged even after the October 2025 fee increases.
Altogether, first-time security guards can expect to spend between $150-$300 for their initial certification, with ongoing costs every two years to maintain their license. These expenses add up quickly—making it crucial for security professionals to understand when employers must cover these costs under California labor law, which we'll explore in the following section.
Unpaid Training: What California Labor Laws Actually Say
The question of who pays for mandatory security guard training in California hinges on specific provisions within state labor laws. Despite clear regulations in some areas, many security professionals find themselves unfairly bearing costs that should legally be their employer's responsibility.
California Labor Code on Mandatory Training
The Security Officer Training Law, which took effect July 1, 2004, dramatically expanded training requirements for security guards from just 3 hours to a comprehensive 40 hours. This law established that security officers must complete 8 hours of "power to arrest" training before registration, followed by 16 hours within the first 30 days of receiving their guard card, and the final 16 hours within six months.
California's labor codes primarily evaluate whether training time constitutes compensable work based on who benefits from the training and when it occurs in the employment process.
When Employers Must Pay for Training
Generally, employers must pay security guards for:
- Mandatory training conducted after hiring
- Training that directly benefits the employer rather than being generally applicable
- Annual 8-hour refresher courses required for existing employees
Moreover, under California overtime laws, employers must compensate security guards for all time spent working for the employer's benefit, specifically including mandatory training and meetings. Furthermore, employers cannot legally require guards to complete testing and modules off the clock without compensation.
Exceptions and Gray Areas in the Law
The California Labor Commissioner has historically distinguished between pre-employment and post-employment training requirements. Notably, the Labor Commissioner's opinion states that "time in the pre-employment training program does not require wage compensation" under certain circumstances.
Pre-employment training may be unpaid when:
- It occurs before any offer of employment
- No work is performed for the security company during training
- The training primarily benefits the individual by qualifying them for state registration
- The training is offered at no cost to participants
Nevertheless, this creates a gray area where many security companies require prospective guards to pay for their own training before hiring them—technically legal but potentially exploitative.
Recent Legal Cases and Precedents
Recent developments in California labor law suggest the landscape may be shifting. For instance, SB 476, effective January 1, 2024, now requires employers to pay for both the costs and time associated with food handler card training and testing. Although this law applies specifically to food handlers, it demonstrates California's evolving stance on mandatory occupational certification.
In another relevant case, a California court ruled that if employers require additional training beyond the state-mandated courses, they must compensate employees for that time. This precedent strengthens workers' claims for payment during mandatory supplemental training.
These developments suggest that courts are increasingly recognizing employer responsibility for mandated occupational training costs, potentially opening the door for similar protections for security professionals.
Common Violations by Employers (and How to Spot Them)
Many security companies employ deceptive tactics to shift training costs onto workers, directly contradicting California labor laws. Recognizing these violations is crucial for protecting your rights and finances as a security professional.
Requiring Unpaid Training Before Hire
One prevalent scheme involves requiring prospective guards to complete training at their own expense before extending a job offer. Companies strategically position this as "pre-employment training" to exploit a legal gray area.
Under this arrangement, guards often pay for both the training time and associated costs themselves. This practice becomes particularly problematic when the training specifically benefits the employer rather than providing generally applicable skills. Even when training leads to state certification, employers cannot legally require guards to complete testing and modules off-the-clock without compensation.
Not Reimbursing After Probation
Certain security companies promise to reimburse training costs after a probationary period, yet fail to follow through. This tactic creates a financial barrier that disproportionately affects entry-level workers who can least afford these upfront expenses.
California law is explicit: employers must reimburse security guards for business-related expenses, including required uniforms, equipment, and certain training costs. Furthermore, security guards cannot legally bear the cost of uniforms, guns, whistles, belts, and other employer-required tools if such expenses would reduce their earnings below minimum wage or cut into overtime wages.
Misclassifying Training as Voluntary
Perhaps the most insidious violation involves labeling mandatory training as "voluntary" to avoid compensation requirements. Consequently, many guards attend what companies call "optional" training sessions that are, in practice, required for employment or advancement.
Signs of misclassification include:
- Training described as "voluntary" yet factored into performance reviews
- "Optional" sessions where attendance is tracked
- Implied consequences for non-participation
- Training directly related to job duties or company-specific procedures
Failure to Disclose Training Costs Upfront
Often employers fail to transparently communicate all associated training and certification costs during the recruitment process. Instead, they reveal these expenses incrementally throughout onboarding, making it difficult for new hires to accurately assess the true cost of accepting the position.
A lawsuit filed against a California security company highlighted these issues, claiming violations of labor codes related to unpaid wages, missed breaks, and failure to reimburse business-related expenses. Indeed, many security companies in California communities implement illegal schemes specifically designed to avoid paying guards for all hours worked.
Understanding these common violations empowers security professionals to recognize when their rights are being infringed upon—the first step toward pursuing proper compensation under California labor laws.
What You Can Do If You’ve Paid for Training Unfairly
Discovering you've unfairly paid for security guard training doesn't mean you're without recourse. California labor laws provide several avenues to recover your money and hold employers accountable.
Filing a Complaint with the Labor Commissioner
The Division of Labor Standards Enforcement (DLSE) handles wage theft and labor violations claims. Submit your complaint within three years of the violation by completing and filing a DLSE-1 form. Once filed, expect an interview with a Deputy Labor Commissioner who determines if your case proceeds to a hearing. This process, while potentially lengthy, costs nothing and doesn't require an attorney.
Seeking Reimbursement Through Small Claims Court
Small claims court offers a faster alternative for cases involving amounts up to $10,000. The filing fee ranges from $30-$75 depending on your claim amount. Prepare to present evidence clearly and concisely as hearings typically last 15-20 minutes. Most cases receive judgment within 10-15 days after the hearing.
Talking to a Labor Rights Attorney
Consider consulting an employment lawyer particularly for complex cases or when multiple employees face similar issues. Initially, many attorneys offer free consultations to evaluate your case. Some work on contingency, meaning they only collect payment if you win.
How to Document Your Case
Solid documentation significantly strengthens your claim. Preserve all communications about training requirements, save receipts for training expenses, maintain copies of employment contracts, and keep detailed records of work schedules. Furthermore, document any verbal promises regarding reimbursement and gather statements from coworkers experiencing similar issues.
Conclusion
Understanding your rights regarding training compensation stands as a critical aspect of working in the California security industry. Throughout this article, we've uncovered how many security professionals unknowingly pay for training costs that employers should legally cover. Meanwhile, security companies continue to exploit legal gray areas and employ deceptive tactics that shift financial burdens onto workers.
California labor laws clearly establish when employers must pay for mandatory training—specifically when it occurs after hiring, directly benefits the employer, or involves required refresher courses. Nevertheless, companies frequently circumvent these obligations through pre-employment requirements, unfulfilled reimbursement promises, and misleading "voluntary" designations.
For security guards who have unfairly shouldered training expenses, several remedies exist. Filing complaints with the Labor Commissioner, pursuing reimbursement through small claims court, or consulting with labor rights attorneys all represent viable paths toward justice. Undoubtedly, thorough documentation significantly strengthens any case against non-compliant employers.
The security guard profession deserves respect—both in terms of the vital public safety role it serves and the labor protections its workforce merits. Armed with knowledge about training requirements, associated costs, and legal protections, you now possess the tools needed to protect yourself from financial exploitation. After all, those who safeguard others should not have their own rights compromised in the process.
References
[1] – https://bsisguardcardtraining.com/california-guard-card-costs-and-faqs/
[2] – https://www.bsis.ca.gov/forms_pubs/notice_fee_increase.pdf
[3] – https://www.security-training-center.com/course_california_bsis_guard_card.shtml
[4] – https://www.closerangetraining.com/bsis-government-live-scan-fees/
[5] – https://www.reddit.com/r/securityguards/comments/1lom53u/costs_involved_for_guard_card_in_california/
[6] – https://www.stconlineguardcard.com/faq/california-how_much_does_a_California_Unarmed_Guard_Card_Cost.shtml
[7] – https://pdsclasses.com/security-guard-training/
[8] – https://www.sebron.org/s/sb1626-certification-school-security-guard-california/
[9] – https://www.bsis.ca.gov/licenses.shtml
[10] – https://securityguardschool.com/blogs/news/your-ultimate-guide-to-getting-a-bsis-guard-card-in-california?srsltid=AfmBOoqRwE4P3w_LD4gKspf8AtPdWhNtybyriaSMdTDsU54aYOCRHGRP
[11] – https://www.dir.ca.gov/dlse/opinions/2007-08-29.pdf
[14] – https://answers.justia.com/question/2023/11/08/i-am-a-security-guard-with-current-lic-a-987158
[15] – https://www.avvo.com/legal-answers/how-can-i-sue-the-security-company-i-am-working-fo-3997217.html
[17] – https://www.dol.gov/agencies/whd/fact-sheets/4-flsa-security-guards
