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For security leaders, the landscape of labor is always shifting. In recent years, we have seen a dramatic evolution in how talent is acquired, retained and compensated. Understanding these shifts goes beyond merely keeping up; it is essential for staying profitable and operational in a high-stakes industry.
As we look toward the remainder of 2026 and beyond, the data tells a compelling story. While the national labor market is showing signs of cooling, the security sector remains dynamic, facing unique challenges in hiring and retention. From wage pressures to turnover, knowing the numbers empowers you to make smarter decisions for your business.
Here’s a look at the critical trends defining the security labor market right now, along with data-backed insights to help you navigate the year ahead with confidence.
National Labor Trends: A Cooling Market
To understand the security industry's specific position, we first need to look at the broader U.S. economic picture. As of early 2026, the national labor market has shifted from the frantic hiring sprees of previous years to a more stabilized, albeit cooling, environment.
According to recent data from the Job Openings & Labor Turnover Survey (JOLTS), hiring and separations have leveled out. The "Great Resignation" appears to be behind us, with quit rates holding low. This signals reduced worker confidence and less market mobility. Without a healthy churn of workers moving to better opportunities, the market is losing some of the dynamism that typically drives broader economic momentum.
Despite this cooling, a labor shortage persists. As of late 2025, there were still 7.1 million open jobs in the U.S. compared to 7.8 million unemployed workers. While the gap has narrowed, finding the right people remains a challenge across all sectors.
Long-Term Outlook: Population Factors
Looking further ahead, the U.S. workforce faces structural hurdles. The labor pool is stagnating due to several compounding factors:
- An Aging Workforce: As baby boomers retire, they leave gaps that are hard to fill.
- Immigration Declines: Historically a source of labor growth, net immigration has slowed.
- Participation Rates: The labor participation rate is projected to drop from 62.4% in 2025 to 61.4% by 2035.
These macro trends suggest that labor scarcity is the new normal rather than a temporary blip. For security firms, this means competition for reliable personnel will remain fierce.
Security Industry Labor Trends
While the national market cools, the security industry marches to the beat of its own drum. The demand for security services remains robust, and the activity within our sector is significantly more chaotic than national averages suggest.
Hiring Activity Outpaces the Nation
The security industry is hiring at a much faster clip than the rest of the country. In the last year, the security sector's hire rate was 2.1 times the national average (7.6% vs. 3.6%). While this indicates strong demand for services, it also highlights the constant need to replenish staff.
The Quits vs. Hires Dynamic
Perhaps the most telling metric is the comparison between quits and hires. In the security industry, voluntary separations are 1.75 times the national average. Specifically, the industry quit rate averaged 3.5% over the last 12 months, compared to a national average of just 2.0%.
This high churn indicates that while we are successful at bringing people in, keeping them is a different battle entirely. The data shows that industry activity is more volatile than national trends, with both quit and hire rates trending downward year-over-year, yet remaining significantly higher than other sectors.
The Critical First 60 Days
When do we lose these employees? The data is clear: early employment loss is a massive drain on resources.
- By Day 30: 18% of the activated workforce is lost.
- By Day 60: That number jumps to 26.4%.
This "turnover funnel" suggests that if you can get a new hire to stay past the 45-day mark, your chances of retaining them for the long-term increase dramatically. This highlights the critical importance of onboarding. A foundational onboarding process that engages employees from day one through at least day 90 is essential for stopping the leak.
2026 Security Industry Wages
Wage pressure continues to be a defining characteristic of the 2026 landscape. To attract talent in a tight market, security firms have had to increase pay rates consistently.
Rising Pay Rates
Looking at historical paycheck data, the average pay rate for security professionals has climbed steadily:
- December 2023: $18.45/hr
- December 2024: $19.30/hr
- December 2025: $20.08/hr
This represents a 4.0% increase over the last year alone. Interestingly, both full-time and part-time wages have converged at the $20.08 mark, indicating that firms are paying a premium for flexibility as much as for tenure.
Inflation vs. Wage Growth
Are wages simply keeping up with inflation? The answer is no—they are outpacing it. Security firms are paying more than inflation alone would warrant to secure labor. This wage compression squeezes margins, making it more important than ever to manage billable hours efficiently and reduce non-billable overtime.
Geographic Variances
It is also vital to note that these averages vary wildly by location. In 2025, the highest wages were found in:
- New Hampshire: $26.16
- Maryland: $25.65
- Washington: $25.37
Conversely, the lowest wages were in Puerto Rico ($11.19), Louisiana ($14.85), and Mississippi ($15.93). Understanding your specific regional benchmarks is key to remaining competitive without overspending.
Security Industry Hiring Trends
So, how are firms finding these employees? The recruitment funnel has its own set of evolving metrics.
Sourcing Candidates
The sources of hires are shifting. While job boards remain a staple, direct traffic to company websites and employee referrals are proving to be high-quality channels. Data from 2025 shows that while the volume of applications per job fluctuates, the "time to hire" remains a critical KPI. Firms that can process applications and make offers quickly are winning the talent war.
Impact of Technology on Retention
One bright spot in the data is the impact of financial wellness tools on retention. A case study involving 3,000 employees revealed that adopting Earned Wage Access (EWA)—which allows employees to access their pay as they earn it rather than waiting for payday—had a significant impact.
- Adoption Rate: 60% of employees used the tool.
- Retention Result: The retention rate was 16% higher for employees using EWA compared to those who did not.
This suggests that benefits and technology that address the immediate financial needs of the workforce can be powerful tools in reducing turnover.
Navigating the Road Ahead
The data for 2026 paints a picture of an industry that is resilient but under pressure. Demand is high, but so is the cost of doing business. The "easy" labor market of the past is gone, replaced by a landscape that requires strategic thinking, competitive compensation, and a relentless focus on retention.
To succeed in this environment, security leaders must move beyond traditional methods. Integrating your back-office management with field operations using AI and mobile tools can provide the visibility needed to control costs. Reducing non-billable overtime, automating compliance, and using data to refine your hiring process are no longer optional—they are essential strategies for survival and growth.
By focusing on the first 60 days of the employee life cycle and leveraging technology to improve the worker experience, you can build a workforce that sticks. The trends are clear: the future belongs to those who value their people and use data to prove it.
