Empowering Protectors: Elevating Security Workforce in Singapore’s evolving landscape

The security manpower industry in Singapore plays a crucial role in ensuring the safety and security of the nation’s infrastructure, businesses, and residential areas. However, the sector faces numerous challenges, including manpower shortages, rising costs, and rapid technological change.

This article explores the current state of the security manpower industry in Singapore, its challenges and opportunities, and provides recommendations for both security agencies and customers, emphasising the importance of mutual understanding and cooperation.

This industry is characterised by a diverse range of players, including both small and large security agencies, which provide personnel and services to government bodies, commercial enterprises, and private individuals. Over the past decade, the sector has undergone significant transformation due to changes in regulations, technology adoption, and market dynamics.

As the industry undergoes transformation, it is essential for security buyers—such as businesses, residential estates, and public entities—to play an active role in shaping its future by embracing new practices, technologies, and performance metrics.

The security manpower industry in Singapore is regulated by the Singapore Police Force’s (SPF) Licensing and Regulatory Department, under the Private Security Industry Act. As of 2023, there are around 250 licensed security agencies and approximately 49,000 licensed security officers in Singapore. The industry is characterised by a high degree of fragmentation, with many small players competing against a few large agencies.

Growth: The Singapore manpower security services is projected to grow and reach a significant volume by 2029. Driven by infrastructure projects, commercial and residential developments, events, and national security concerns - The demand for security manpower remains strong.

Manpower Challenges: The industry faces a significant shortage of manpower due to the aging workforce, a lack of interest from younger workers, and high attrition rates. According to the Ministry of Manpower (MOM), the average age of security officers is around 50 years.

Wages and Working Conditions: The Progressive Wage Model (PWM) implemented in 2014 mandates a minimum wage and skill development for security officers, resulting in gradual wage increases in the coming years.

Challenges facing the Security Manpower Industry

Manpower Shortage: ?One of the primary challenges faced by security agencies is the shortage of qualified manpower. Security firms often find it difficult to recruit and retain skilled security officers. This shortage often leads to overworked staff, lower job satisfaction, and difficulties in meeting contractual obligations for clients.

High Turnover Rates: The security industry tends to experience high turnover rates due to the demanding nature of the job, long hours, and perceived lack of career progression. This constant cycle of hiring and training new staff leads to increased operational costs and a potential drop in service quality. Many security officers work 12-hour shifts, often without adequate rest, leading to burnout and attrition.

Rising Costs and Profit Margins: Security agencies in Singapore face escalating operational costs, which include increased wages due to labour shortages, the need for continuous training to meet regulatory standards, and investments in technology to stay competitive. These costs are often not fully passed on to clients, squeezing the profit margins of smaller agencies. Balancing these costs while maintaining profitability and competitive pricing is a significant challenge.

Technology Disruption: The industry is rapidly moving towards the integration of advanced security technologies, such as CCTV systems, artificial intelligence, and access control systems. While these technologies can enhance efficiency, they also pose a threat to traditional manpower-focused agencies that fail to adapt. many security agencies struggle to keep up with the costs of implementing and maintaining these systems, as well as training their personnel to operate them effectively.

Compliance with Regulatory Standards:? Singapore has stringent regulations governing the security industry, requiring agencies to meet specific standards, training requirements, and licensing conditions. Adhering to these regulations demands ongoing investment in training, compliance, and administrative processes, which can be resource intensive.

Outcome-Based Contracts: A shift towards outcome-based contracts (OBCs) is gaining traction. These contracts, focused on performance and service quality rather than the number of security officers deployed, create pressure for security agencies to deliver measurable results. According to the Infocomm Media Development Authority (IMDA), this model incentivizes agencies to innovate and invest in technology to achieve outcomes at lower costs.

Client Expectations and Service Standards: Clients often have high expectations regarding the level of security provided, pushing agencies to offer exceptional service at competitive rates. Balancing these expectations with resource limitations and regulatory requirements can be a complex challenge, requiring efficient operational planning and resource allocation.

Limited Career Progression and Job Appeal: Security jobs are often perceived as low-status roles with limited career progression, which makes it difficult to attract young talent or individuals looking for long-term career opportunities. This perception contributes to the challenges of recruiting and retaining skilled officers.

Managing Multi-Site Operations: Many security agencies provide services to multiple clients across various locations. Managing these multi-site operations requires robust coordination, scheduling, and communication, which can be difficult with limited resources and technological capabilities. This can impact the agency’s ability to respond promptly to incidents or emergencies.

Opportunities for Growth and Improvement

Despite the challenges, the security manpower industry in Singapore has several opportunities for growth and improvement:

Adoption of Technology: Agencies can leverage advanced security technologies to reduce reliance on manpower. For example, integrating AI-powered surveillance systems, drones for perimeter monitoring, and IoT devices can help optimize resources and improve security outcomes. Technology adoption can also lead to higher-margin services, such as security consultancy and integrated solutions.

Outcome-Based Contracts (OBCs): Shifting from headcount-based to outcome-based contracts can help security agencies focus on the quality of service delivery rather than quantity. This shift encourages innovation, technology adoption, and a more efficient allocation of resources, leading to cost savings and improved performance.

Emphasis on Environmental, Health, and Safety (EHS) Policies: Security agencies should implement appropriate EHS policies to protect both their staff and clients. This includes regular health checks, safe working conditions, and training in emergency response. Adopting robust EHS policies not only ensures compliance with regulations but also enhances the reputation of the agency, making it more attractive to clients and potential employees.

Workforce Upskilling: The government’s emphasis on upskilling through the PWM provides an opportunity for agencies to differentiate themselves by offering well-trained, professional security personnel. Upskilling can increase job satisfaction, reduce turnover, and enable officers to handle more complex security tasks, enhancing the overall service quality.

Collaboration and Consolidation: Smaller agencies may consider merging or forming alliances to achieve economies of scale, share resources, and enhance competitiveness. Collaborative partnerships can also help smaller players access larger contracts and tenders.

Focus on Niche Markets: Security agencies can specialize in niche markets, such as cybersecurity, executive protection, or event security, where they can command higher fees and build a reputation for expertise. Focusing on specialized services allows agencies to differentiate themselves in a crowded market.

Expand into International Markets: With a strong foundation in Singapore, built on a proven track record of effective operational strategies, quality training, best practices, and the adoption of cutting-edge technologies in manpower security services, organizations are well-positioned to bring their expertise to high-potential, emerging markets in the region.

The security manpower industry can enhance its efficiency and competitiveness by leveraging technology, such as AI-driven surveillance and IoT devices, reducing reliance on manpower and creating opportunities for higher-margin services. Transitioning to outcome-based contracts encourages quality service delivery, innovation, cost efficiency and boosts agency reputation. Collaboration between smaller agencies can provide economies of scale and greater market access, while focusing on niche markets which promotes differentiation and specialized expertise.

Recommendations for Security Agencies

To navigate the current challenges and capitalize on growth opportunities, security agencies should consider the following strategies:

Invest in Technology: Embrace technological solutions to complement manpower. This includes deploying surveillance drones, automated patrol robots, and AI-driven analytics to enhance security operations. Agencies should also consider developing proprietary technologies or forming partnerships with tech companies.

Implement Outcome-Based Contracts (OBCs): Shift towards OBCs by focusing on measurable performance outcomes, such as reduced response times or improved incident reporting. This requires investing in technology and data analytics to monitor and demonstrate performance.

Enhance Training and Development: Develop a robust training and development program that goes beyond the mandatory requirements of the PWM. Focus on customer service, emergency response, and advanced security skills to create a more versatile workforce.

Adopt good EHS Policies: Security agencies should develop and enforce comprehensive EHS policies, ensuring a safe and healthy working environment. This includes providing proper equipment, conducting regular health screenings, and offering continuous safety training.

Improve Working Conditions: Security agencies should improve working conditions to attract and retain talent. This could involve offering flexible working hours, better benefits, and ensuring compliance with fair employment practices.

Brand Positioning and Differentiation: Build a strong brand by highlighting unique services, customer satisfaction, and innovation. Agencies should leverage digital marketing and social media to reach potential clients and showcase their expertise.

Recommendations for Customers

Customers of security services, including businesses and residential estates, should consider the following strategies to enhance security outcomes during this era of industry transformation:

Seek Mutual understanding and Established Standard Operating Procedures (SOPs): Customers should work closely with security agencies to implement mutually agreed SOPs tailored to their specific security needs. This collaboration should focus on clearly defining roles, responsibilities, and expectations to ensure that both parties are aligned in achieving security outcomes. Regular reviews and adjustments to SOPs should be made to adapt to evolving threats and requirements.

Evaluate Technological Integration: Recognise agencies that leverage technology to provide more efficient and effective security solutions. Customers should prioritize agencies that offer integrated solutions combining manpower with technology. Technologies such as automated visitor registration systems, wearable security devices, and integrated security command centres with video analytics are becoming more prevalent

Focus on Quality over Cost: While cost is a significant consideration, customers should focus on the quality and reputation of the security provider. Agencies with well-trained personnel, modern equipment, and a proven track record should be prioritized over the cheapest options. Customers should select security agencies that comply with appropriate policies and practices, ensuring a safer environment for both their premises and the security personnel.

Embrace Outcome-Based Contracts: Shift towards outcome-based contracts that emphasize service quality, measurable results, and accountability. Customers should actively engage with security agencies to define clear performance metrics, such as response times, incident resolution rates, and customer satisfaction scores. This approach encourages innovation and drives continuous improvement. Encourage security providers to adopt OBCs, which focus on achieving specific security outcomes rather than deploying a fixed number of personnel. This approach ensures better accountability, transparency, and value for money.

Build Strong Partnerships with Security Providers: Develop a collaborative relationship with security agencies by engaging in regular communication, joint planning, and performance reviews. This partnership approach fosters trust, transparency, and accountability, ultimately leading to better security outcomes.

Security Tomorrow: Empowered by People, Elevated by Progress

The security manpower industry in Singapore is at a crossroads, facing both significant challenges and promising opportunities. While manpower shortages, high turnover rates, and rising costs present hurdles, the adoption of technology, focus on workforce upskilling, and strategic collaboration offer pathways to growth. By adopting dynamic strategies and working together, security agencies and customers can navigate the evolving landscape of the security manpower industry in Singapore, ensuring safety, efficiency, and sustainability in the long term.        

For security agencies, the key lies in embracing innovation, improving working conditions, implementing outcome-based contracts, and differentiating their services fostering a collaborative approach with clients to develop tailored SOPs and achieve mutually beneficial outcomes.

Meanwhile, customers should prioritize quality, technological integration, and transparency when selecting security partners – moving beyond cost considerations and focus on building strong partnerships with their security providers, ensuring a proactive role in shaping service delivery and adopting new models like OBCs.

Data Sources and References

(1) Singapore Police Force

(2) Workforce Singapore (WSG)

(3) Security Industry Transformation Map (ITM) 2025 - Ministry of Home Affairs.

(4) Transforming the Security Industry - Ministry of Home Affairs.

(5) IMDA Security Industry Digital Plan

Gireraj Durairaj is an experienced security professional with over 20+ years of expertise in designing and implementing advanced security solutions for organizations across diverse industries in the Asia-Pacific region. A strong advocate for the seamless integration of people, processes, and technology to drive value creation, productivity, and efficiency, he regularly shares insights on best practices and emerging trends within the security sector.