Security guard service owners in the Midwest face a competitive but highly varied market in 2025. 

From urban centers like Chicago and Detroit to rural communities in Indiana and Kansas, wages, benefits, and compliance requirements differ significantly. Understanding these variations is crucial for setting competitive pay rates, managing costs, and staying compliant with state and city labor laws.

Wage Overview

Median officer wages in the Midwest range from $14.00 in Indiana and Kansas to $22.00 in Colorado. Although Colorado is often grouped with the Southwest, its higher wages influence the broader regional market, especially for multi-state contractors.

Minimum Wage Trends

The Midwest shows a wide spread in minimum wages…

• Illinois and Missouri have rates at or above $15 in some cities.
• Chicago enforces its own higher minimum wage.
• Colorado sets $14.81 statewide, with Denver at $18.81.
• Indiana and Kansas follow the federal $7.25 minimum, creating a stark contrast with neighboring states.

Overtime Rules

Overtime is generally 1.5x after 40 hours per week.

• Illinois has a "One-Day-Rest-in-Seven" requirement which also applies to certain security officers.
• Colorado enforces overtime for work exceeding 12 consecutive hours in a day.
  These rules mean careful scheduling is essential for avoiding compliance issues.
  
  

Predictive Scheduling

Few statewide mandates exist for predictive scheduling in the Midwest. However, Chicago’s Fair Workweek Ordinance impacts building-services security and requires advance posting of schedules… plus penalties for last-minute changes. Owners with accounts in Chicago must stay alert to these local rules.

Paid Sick Leave

Paid sick leave mandates are on the rise:

• Illinois, Michigan, and Missouri now require accrual of paid sick time.
• Caps vary, but carryover is often allowed.
• Other states still leave sick leave policies to the discretion of employers.
  
  

Key Benefits Trends

Security guard service owners in the Midwest typically offer:

• Employer-shared health coverage.
• Paid vacation or PTO.
• 401(k) with employer match in larger firms.
• Uniform or gear stipends.
• Training reimbursement programs.
• Transit subsidies in high-density cities like Chicago and Milwaukee.
  
  

Compliance Takeaways for 2025

The Midwest demands a flexible approach to wages and benefits. In lower-wage states, service owners can compete on career development, scheduling stability, and gear stipends. In high-wage urban centers, the focus shifts to retention strategies that justify premium pay… such as advanced training, career pathways, and robust benefit plans.

Download Belfry’s guide, State-by-State: Officer Pay & Labor Compliance, to see not only what’s happening in your state and region, but across the entire country.

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