Pay benchmarks across fire and security — from maintenance engineers and alarm installers through to service managers, project managers, and directors. UK data updated Q2 2026.
This survey covers salary ranges across fire and security roles in the UK for 2026 — from field engineers through to operations directors. The data reflects active placement activity, candidate conversations, and direct market intelligence gathered by Finch Talent Solutions in H1 2026.
Fire and security is a sector under genuine pressure. Engineer shortages have been building for several years, and employers who haven't reviewed their pay bands since 2023 are losing candidates to businesses that have. The gap between what companies want to pay and what the market is commanding has widened noticeably in the last 12 months.
Certifications matter here in a way they don't in every sector. An engineer with FIA qualifications, current NSI or SSAIB knowledge, and multi-discipline capability across fire and intruder systems will command the upper end of any range — often above it. These nuances aren't captured in national job board data but are reflected here.
For a specific benchmark on a role you're hiring for, or to discuss what the market looks like for a particular candidate profile, reach out to Jack at jack@finchtalent.com.
All figures are annual gross base salary in GBP. Figures exclude overtime, call-out pay, vehicle allowance, and benefits.
| Role | Lower Quartile | Median | Upper Quartile | Trend |
|---|---|---|---|---|
| Fire Alarm Engineer (Maintenance) | £28,000 | £33,000 | £40,000 | +8% |
| Fire Alarm Engineer (Installation) | £30,000 | £37,000 | £44,000 | +9% |
| Intruder Alarm Engineer | £26,000 | £33,000 | £40,000 | +7% |
| CCTV / Access Control Engineer | £26,000 | £32,000 | £40,000 | +7% |
| Multi-Discipline F&S Engineer | £34,000 | £42,000 | £52,000 | +10% |
| Senior / Lead Engineer | £40,000 | £48,000 | £58,000 | +9% |
Multi-discipline engineers — competent across fire, intruder, CCTV, and access control — command a significant premium. An engineer with FIA qualifications and proven NSI Gold scheme experience sits at or above the upper quartile regardless of years served.
| Role | Lower Quartile | Median | Upper Quartile | Trend |
|---|---|---|---|---|
| F&S Supervisor / Team Leader | £36,000 | £44,000 | £52,000 | +7% |
| Project Manager (Fire & Security) | £42,000 | £52,000 | £64,000 | +8% |
| Service Manager | £46,000 | £57,000 | £70,000 | +9% |
| Contracts Manager | £50,000 | £62,000 | £76,000 | +8% |
| Operations Manager | £58,000 | £70,000 | £85,000 | +9% |
Service and contracts managers with demonstrable P&L ownership and NSI/SSAIB compliance knowledge are among the hardest roles to fill in the sector. Expect to pay at or above median — below-median offers for these positions are routinely declined at offer stage.
| Role | Lower Quartile | Median | Upper Quartile | Trend |
|---|---|---|---|---|
| Business Development Manager | £40,000 | £50,000 | £62,000 | +4% |
| Account Manager (F&S) | £40,000 | £50,000 | £62,000 | +6% |
| Regional Manager | £60,000 | £74,000 | £90,000 | +8% |
| Head of Operations / Technical Director | £72,000 | £88,000 | £108,000 | +9% |
| Managing Director / Director (F&S) | £85,000 | £105,000 | £135,000+ | +10% |
BDM and account manager figures are base only. OTE with commission typically adds 25–40%. Director packages at established F&S businesses usually include car allowance (£6k–£10k), LTIP, and profit share.
Fire and security has some of the sharpest regional differentials of any technical sector in the UK.
The highest premium in the UK — steeper than most sectors due to the concentration of commercial, critical infrastructure, and high-security sites. M25 corridor engineers are routinely offered London-equivalent rates to reduce travel.
Strong demand across Kent, Surrey, and Hertfordshire driven by large residential developments, commercial parks, and proximity to critical national infrastructure. Engineers here are rarely without options.
Bristol carries a modest premium. Defence and government facility work in Wiltshire and Somerset sustains demand for engineers with security clearance — those individuals command an additional uplift above standard benchmarks.
Broadly reflects the national median. Birmingham has seen increased activity in integrated systems and smart building work, pushing demand for multi-discipline engineers above the regional average.
Manchester and Leeds align closer to Midlands rates. Elsewhere, salaries track slightly below the national median — though this gap is narrowing as national contractors push more work into these regions.
Edinburgh and Glasgow are broadly on national median. Aberdeen carries an energy sector premium for engineers with industrial fire and gas suppression experience — a niche but well-paid specialism.
Four factors are moving the market right now — and all of them are pushing salaries up.
The sector has not produced enough engineers at trainee and junior level for years. Experienced engineers aged 28–42 are in shorter supply than at any point in the last decade. Businesses that relied on lateral hiring from each other have hit a ceiling. Salaries for this group have moved sharply upward, and the pressure is not easing.
Engineers who can work across both traditional systems and the IP-networked, cloud-managed platforms replacing them command a significant premium. Those working purely on legacy analogue systems are finding their market value static. If your team is transitioning to cloud-managed or integrated platforms, budget for this — the gap is real and widening.
Many fire and security engineers value on-call and overtime earnings as part of their overall package. Businesses that reduced call-out work as a cost-saving measure have seen unexpected attrition. When benchmarking against this survey, factor in whether your role includes genuine overtime opportunity — for some candidates, a lower base with strong OTE beats a higher base with none.
For any field-based role, a van or company vehicle is not a benefit — it's a base expectation. Candidates withdrawing because no vehicle was offered is a documented pattern in this sector. If you're moving to a pool vehicle model or asking engineers to use their own transport, expect this to reduce your applicant pool and require a higher base salary to compensate.
No. All figures are base salary only. For field engineers, overtime and call-out pay can add £3,000–£10,000 to annual earnings depending on the employer's rota. An engineer on £34k base with regular overtime often earns more than one on £38k with none. Always compare total take-home, not just base.
At entry and mid-level, fire alarm engineers typically command a small premium (£2k–£5k) over intruder and CCTV engineers — driven by qualification requirements and the life-safety nature of the work. This gap narrows for multi-discipline engineers and closes entirely at supervisor level and above.
Typically £2,000–£6,000 above otherwise comparable engineers at field level — more for those also familiar with NSI/SSAIB compliance. The premium is highest in London and the South East. At senior engineer and supervisor level, FIA training is often a prerequisite rather than a differentiator, so the premium bakes into the base range rather than sitting above it.
Four patterns come up repeatedly in fire and security: the base salary was below current earnings; no vehicle or a pool vehicle was offered; a competitor moved faster during the process; or the overtime opportunity was significantly less than the candidate's current role. Addressing all four before going to market gives you the best chance of a clean acceptance.
Find your role in the tables above and compare against the median column. If you're below median with more than two years in the role and hold FIA qualifications, you should be closer to the upper quartile. If you want a direct, honest view of what the market would offer you right now, register with Finch and we can give you a current read.
Yes — fire and security is one of our three core sectors. We recruit engineers, supervisors, project managers, service managers, and commercial roles across the UK. Contingent and retained searches available depending on the role and urgency. Start with a conversation: jack@finchtalent.com or 07877 991726.
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