New York City’s posted schedule has different rates for different guard classifications. Before comparing a 2027 job offer, check which category—and which rules—actually apply.
New York City security officers have a practical reason to review their job paperwork before the new year. The Department of Consumer and Worker Protection’s currently posted guidance says the minimum-wage phase of Local Law 61 begins January 1, 2027, for covered private-sector guards. Paid-time-off and supplemental-benefit phases follow in January 2028 and January 2029.
This is an implementation update, not a law passed this week. The Council’s record lists January 29, 2026, as the enactment date. An October 22 CooperatorNews interview brought renewed attention to preparations by co-op and condo buildings and their security vendors. For working officers, the immediate question is narrower: what would the posted schedule mean for this particular job?
There is no single rate for every guard
DCWP’s September 1 wage schedule covers the first half of 2027. Its hourly figures are:
| Classification | Jan. 1–Apr. 30, 2027 | May 1–June 30, 2027 |
|---|---|---|
| Armed | $33.70 | $34.65 |
| Unarmed (see qualification note) | $22.20 | $23.15 |
| Unarmed, 0–36 months or new hire category | $18.87 | $19.68 |
DCWP’s unarmed category includes employees who have completed all of the following: 12 months of employment, FDNY F-01, F-03 and F-04 certifications, Building Evacuation Supervisor training, and two hours of Customer Service/Professionalism training. The schedule measures service using time with the employer or at the facility, whichever is greater, and separately defines a new hire. Do not select a category from job title alone; ask how your service and credentials are being classified.
The agency says an updated schedule will cover July–December 2027. These figures should not be advertised as a universal current wage or a full-year guarantee.
Coverage comes before the calculation
The enacted text ties coverage to specified security functions and required state registration. Government employers are excluded, and the law contains additional exclusions and collective-bargaining provisions. A uniform, a building address or the word “security” in an advertisement is not enough to resolve an individual case.
This article reports the agency’s published rollout, not a court ruling or a determination that an employer owes a particular worker money. Check the latest DCWP guidance and ask the agency, your union or a qualified adviser about uncertain coverage.
A useful checklist before accepting or renewing a post
Ask for the details in writing. Request the offered base rate, classification, scheduled hours, overtime treatment and benefits. Separate what is confirmed from what a recruiter expects to happen later.
Keep your own career records. Organize your registration, relevant training certificates, start dates and written offers. If a contractor changes while you remain at a facility, keep the dates straight rather than assuming your history disappears—or automatically settles your classification. Our guide to security contract changes covers the broader career questions.
Compare the whole offer. A higher hourly number can still come with fewer hours, a longer commute or different benefits. Use the same assumptions for each offer, and do not count a future benefit as money already available. For broader context, read our site-by-site approach to comparing security jobs.
Sources and reporting notes
- NYC DCWP: Security Guard Protections and Minimum Wage Schedule, posted September 1, 2026; checked October 30.
- New York City Council: Local Law 61 of 2026, enacted January 29.
- CooperatorNews: A.J. Sidransky’s October 22 interview with Peter Massa; the interview was conducted by CooperatorNews, not GuardGuides.
General information, not individualized legal advice. Rates, guidance and a worker’s circumstances should be checked before making a decision.