Security Technician Salary: Award Rates and National Minimum Wage in Australia

Understanding the Security Technician Salary in Australia

When searching for a security technician salary in Australia, it is important to distinguish between the legal minimum pay floor and what an employer may offer above it. The term 'security technician' is not a standard classification in the Security Services Industry Award 2020, but many roles involving security monitoring, alarm response, or access control are covered by that award. This guide explains the relevant pay rates, how they compare with the national minimum wage, and what you need to know about superannuation.

The National Minimum Wage as a Backstop

From the first full pay period on or after 1 July 2026, the adult national minimum wage is $26.44 per hour or $1,004.90 per week for a 38‑hour week. This rate applies to award‑free and agreement‑free employees. It is the absolute minimum an employer can pay, but most security technicians will be covered by a modern award that sets higher minimum rates. The Fair Work Commission sets the national minimum wage each year; the Fair Work Ombudsman provides guidance and enforces compliance.

If you are award‑free and under 21, junior percentages apply. For example, a 20‑year‑old award‑free employee receives 97.7% of the adult rate, or $25.84 per hour. Apprentices and trainees have separate rates under the Miscellaneous Award.

The Security Services Industry Award

The Security Services Industry Award 2020 (MA000016) covers employers in the security services industry and their employees classified in Schedule A. The award lists five levels of Security Officer, each with a minimum weekly and hourly rate. As of 1 July 2026, the rates are:

• Level 1: $1,080.10 per week / $28.42 per hour
• Level 2: $1,111.00 per week / $29.24 per hour
• Level 3: $1,129.80 per week / $29.73 per hour
• Level 4: $1,148.70 per week / $30.23 per hour
• Level 5: $1,185.70 per week / $31.20 per hour

These rates are the minimum for full‑time and part‑time employees. Casual employees receive a 25% loading on top of the hourly rate. For Level 1, the casual rate is $35.53 per hour. The award also includes penalty rates for night work, weekends, and public holidays, as well as overtime.

A 'security technician' whose duties align with a Security Officer classification must be paid at least the corresponding rate. If the role involves installation or maintenance of security systems, it may fall under a different award, such as the Electrical, Electronic and Communications Contracting Award. Always check the classification definitions in the relevant award.

What If the Role Is Not Covered by the Award?

If your employer is not in the security services industry or your duties do not match the award classifications, you may be award‑free. In that case, the national minimum wage applies. However, many employers choose to pay above the minimum. The Australian Bureau of Statistics reports that full‑time adult average ordinary‑time earnings were $2,083.70 per week in May 2026, but this is a survey average, not a legal minimum. A negotiated salary can be higher than both the award and the national minimum.

How Superannuation Fits In

Superannuation guarantee contributions are an employer payment on top of your salary or wage. From 1 July 2026, the rate is 12% of ordinary time earnings. For a Security Officer Level 1 earning $28.42 per hour, the employer must also contribute $3.41 per hour to a super fund. This is not deducted from your pay; it is an additional cost to the employer. The award specifies that contributions must be made to a fund such as AustralianSuper unless the employee chooses another complying fund.

Comparing Award Rates to Other Pay Floors

The national minimum wage ($26.44/h) is lower than the lowest award rate for a Security Officer ($28.42/h). This means that if you are covered by the award, you cannot be paid the national minimum; the award rate is your floor. If you are award‑free, the national minimum applies. Always check which instrument covers your employment. Enterprise agreements can also set higher rates, but they cannot go below the award.

For more details on which pay floor applies to you, see Which minimum wage applies. For a full list of award rates, visit Rate tables.

Final Notes

This guide provides orientation only. It is not a pay determination or legal advice. If you are unsure about your classification or pay, contact the Fair Work Ombudsman or your union. Remember that the award can require a higher rate than the national minimum, and super is always paid on top of your base rate.

For the published floors, see the rate tables and how the figures work.