New Law: California Security Guards Must Be Paid for Training (SB 1203)

Governor Newsom signed SB 1203, the “Stand for Security” Act, on September 30, 2026; starting January 1, 2029, it raises California’s security guard training from 32 to 42 hours and requires employers to pay guards for the time they spend in required training. One piece, a higher cap on state fines against security companies, takes effect sooner, on January 1, 2027.

California’s private security officers work at hospitals, apartment buildings, stores, offices and events, and they are increasingly expected to calm tense situations. Some guards have paid for required training or completed it on their own time. SB 1203 changes that for guards who work for licensed security companies and for in-house security teams, and it adds in-person de-escalation training and a short course on workers’ rights.

This post explains what SB 1203 does, when each part takes effect, how it fits with the pay rules that already protect guards, and what to do if you are not being paid correctly.

What happened

SB 1203, authored by Senator Lola Smallwood-Cuevas, was approved by the Governor on September 30, 2026 and chaptered as Chapter 1016, Statutes of 2026. The act calls itself the Stand for Security: Security Industry Standards and Public Safety Act. CalMatters reported that the bill was sponsored by the Service Employees International Union. It amends the Private Security Services Act, which covers security guards employed by licensed private patrol operators, and the Proprietary Security Services Act, which covers in-house security officers who work directly for a business.

According to the chaptered bill text, most of the changes become operative on January 1, 2029. That gives the Bureau of Security and Investigative Services (BSIS), training providers and employers time to prepare. The current 32-hour rules stay in place until then.

Rule	Current law	Under SB 1203	Starts
Initial security skills training	32 hours within 6 months; 16 in the first 30 days	42 hours within 6 months; 18 in the first 30 days; in-person classroom instruction	Jan. 1, 2029
De-escalation	No dedicated hours in the statute	8 hours of in-person, role-play based de-escalation training within the 42 hours	Jan. 1, 2029
Workers’ rights	No set requirement	2 hours on the workplace rights notice under the Labor Code	Jan. 1, 2029
Annual refresher	8 hours per year	12 hours per year, 4 of them de-escalation, paid by the employer	Jan. 1, 2029
Pay for training time	Not addressed in the licensing law	Training time paid and training cost covered by the employer for employees and guards with a pending job offer	Jan. 1, 2029
Maximum citation fine	$2,500 per violation	$10,000 per violation	Jan. 1, 2027

By the numbers42 hours

What this means for California security guards

Starting in 2029, if you work for a licensed security company, or have a pending job offer from one, the company must pay you for the hours you spend in the required security skills training, including the de-escalation course, and must cover the cost of the training. The training cannot be done while you are on duty at your post. The annual 12-hour refresher must also be paid by the employer you work for. Similar paid-training rules apply to in-house security officers.

The training itself changes. The 42 hours must be taught through traditional classroom instruction, and the 8 hours of de-escalation must be taught live and in person by an instructor in the room, using role-play and trauma-informed methods. Two of your first 18 hours will cover the workplace rights in the annual notice employers must give under the Workplace Know Your Rights Act, explained in our guide to workplace rights in California. On request, a union that represents a company’s guards and is approved by BSIS can teach that two-hour session.

SB 1203 also expands incident reporting. Starting in 2029, reports about a firearm discharge or a physical altercation with a member of the public must include whether the officer had completed all required training, and altercation reports must note whether the officer needed first aid or medical attention. BSIS will publish annual summaries.

💡 Example: In 2029, Marcus is hired by a security company at $20 an hour. He completes the 42 hours of required security skills training. Under SB 1203, the company must pay him for that time: 42 × $20 = $840, plus any overtime if the training pushes him over 8 hours in a day or 40 in a week. His 12-hour annual refresher the next year is also paid: 12 × $20 = $240.

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Your pay rights as a security guard

You do not have to wait until 2029 for every protection. Under California wage law, time you spend in training your employer requires after you are hired is generally hours worked and must be paid at least the minimum wage ($16.90 an hour statewide in 2026, higher in many cities), with overtime when it applies. If you are told to attend required training “on your own time,” that may be off-the-clock work you can recover.

Guards also have specific rules on on-call time, sleep time at 24-hour posts, on-duty meal periods and rest breaks. Our guide to security guard labor laws in California covers each one, along with uniform and equipment costs. Unpaid wage claims generally can be brought within three years, and four years in some cases.

When the new training-pay rules take effect, BSIS can cite security companies that fail to provide or pay for required training. Workers can also pursue unpaid wages through a Labor Commissioner claim or a lawsuit; our comparison of a Labor Commissioner wage claim versus hiring a lawyer explains the options. SB 1203 is part of our roundup of new California employment laws for 2027.

What to do now

1. Keep your training records. Save your guard card, certificates of completion and the dates and hours of every course.
2. Track unpaid training time. If your employer requires training after you are hired and does not pay for it, write down the dates, hours and who told you to attend.
3. Check your pay stubs. Make sure training hours appear and that overtime is paid when training adds to a full shift.
4. Watch for deductions. Your employer generally cannot pass the cost of required post-hire training or equipment on to you.
5. Mark January 1, 2029. That is when the 42-hour standard, the paid 12-hour refresher and the explicit training-pay rules begin.
6. Get advice if you are owed money. A free consultation can tell you what you may recover for past unpaid training and other wage violations.

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Frequently asked questions

When does SB 1203 take effect?

Most of it starts January 1, 2029. The higher maximum citation fine of $10,000 per violation starts January 1, 2027.

Do I have to pay for my own guard card training?

Starting in 2029, if you are employed by or have a pending offer from a security company, the company must pay for your required security skills training and pay you for the time. Training you take before you have a job or offer is treated differently.

Does SB 1203 apply to in-house security officers?

Yes. It also updates training rules for proprietary private security officers who work directly for a business, including paid annual training with de-escalation hours.

Am I paid for required training right now?

Generally yes, if your employer requires the training after you are hired. California treats required training time as hours worked in most situations.

By the numbers12 hours

Sources

• California Legislative Information: SB 1203 (Chapter 1016, Statutes of 2026), chaptered bill text
• Culver City Crossroads: Newsom signs Smallwood-Cuevas legislation
• CalMatters: Democrats’ plan to raise pay for security guards would pressure employers into labor deals (April 2026)

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