When Security Goes Wrong: Legal Lessons Every Canadian Security Guard Should Know

Updated on - Training

A security guard asks someone to leave a property. A customer is stopped on suspicion of shoplifting. An individual refuses to cooperate with security personnel.

These are situations security guards across Canada may encounter during an ordinary shift.

But what happens when a guard makes the wrong decision?

An unlawful arrest, an inappropriate search or an unnecessary use of force can turn a routine interaction into a serious legal matter.

And the consequences don't always stop with the individual guard. Security companies, property owners, and other organizations may also face lawsuits, human rights complaints, and reputational damage.

Two incidents in British Columbia demonstrate why understanding your legal responsibilities is one of the most important parts of working in security.

Two Canadian Security Incidents With Serious Consequences

Security guards are expected to protect people and property while operating within the law.

When those boundaries are crossed, the consequences can be significant.

Metrotown Mall: A $1.8 Million Lesson in Legal Authority

In 2019, security guards at Metropolis at Metrotown in Burnaby, British Columbia, confronted a young person they believed had previously been banned from the shopping centre.

The encounter escalated into an unlawful arrest, physical assault and detention.

According to the court proceedings, the guards pushed the individual down a set of stairs, detained them in a locked room and denied access to a telephone.

The defendants admitted liability for assault, false arrest and false imprisonment.

The individual suffered physical injuries and psychological harm.

In April 2026, a British Columbia court awarded approximately $1.8 million in damages, including $1 million in punitive damages against the security company, Paladin Security.

The court was particularly critical of the company's response to the incident, including failures in its investigation and corrective actions.

The case demonstrates that security personnel must understand their legal authority before intervening and that employers have important responsibilities when incidents occur.

Canadian Tire: The Consequences of Discriminatory Security Practices

A separate incident at a Canadian Tire store in Coquitlam, British Columbia, raised serious concerns about racial profiling and discriminatory treatment.

In January 2020, Richard and Dawn Wilson, a father and daughter from the Heiltsuk Nation, were shopping while waiting for vehicle service.

During checkout, a security guard employed by Blackbird Security singled out Richard Wilson for a backpack search.

When Dawn Wilson questioned the treatment, a store employee responded with racist remarks.

The Wilsons subsequently pursued a human rights complaint.

In May 2026, the matter was resolved through a settlement.

As part of the agreement, Blackbird Security acknowledged that its former employee had violated British Columbia's Human Rights Code through racial profiling and discrimination.

The store also acknowledged derogatory comments made by a former employee, while Canadian Tire Corporation acknowledged shortcomings in how the complaint was forwarded.

The settlement included confidential financial compensation, additional training, improved complaint-handling procedures and commitments to objective, race-neutral loss-prevention practices.

Although the settlement was not a tribunal ruling following a full hearing, it demonstrated the serious consequences of discriminatory security practices.

Both incidents reinforce an important lesson: security decisions must be lawful, reasonable, objective, and professionally executed.

What Can Canadian Security Guards Learn From These Cases?

Although these incidents occurred in British Columbia, the underlying lessons apply to security professionals across Canada.

Security guards work in different provinces, under different licensing frameworks, but all must understand the legal limits of their authority and their responsibilities when interacting with the public.

Here are six important lessons.

1. Understand Your Legal Authority Before Taking Action

One of the most common misconceptions about security work is that security guards have the same authority as police officers.

They don't.

Security guards are private security professionals. Their authority depends on applicable laws, the circumstances, and their specific responsibilities.

The Criminal Code of Canada establishes certain legal provisions relating to arrests, self-defence, defence of property and the use of force.

Provincial laws also govern matters such as trespassing, security licensing and professional conduct.

Before intervening, a security guard should consider:

  • What specific behaviour have I observed?
  • What law or policy applies?
  • Do I have the authority to take this action?
  • Is my response appropriate to the circumstances?
  • Can I clearly explain why I made this decision?

For example, someone refusing to leave a property doesn't automatically give a guard unlimited authority to physically remove or detain them.

The appropriate response depends on the circumstances and applicable law.

Understanding these distinctions helps guards avoid actions that could expose them to legal consequences.

2. Never Assume Suspicion Justifies an Arrest

Retail security is one area where guards may encounter difficult decisions.

Imagine you're working at a shopping centre and notice someone behaving suspiciously near a merchandise display.

You believe they may be shoplifting.

Does that mean you can immediately detain them?

Not necessarily.

A lawful arrest requires specific legal grounds. Suspicion alone does not automatically provide authority to arrest or detain someone.

Security guards working in loss prevention must understand the relevant Criminal Code provisions and their employer's procedures.

Common loss-prevention practices may involve:

  • Observing an individual select merchandise.
  • Maintaining continuity of observation.
  • Establishing evidence of an offence.
  • Following established reporting and intervention procedures.

These practices can help support sound decisions, but they aren't a universal legal checklist.

The authority to make an arrest depends on the specific circumstances and applicable legislation.

The lesson: Never make an arrest simply because you believe someone has done something wrong. Understand the legal grounds before taking action.

3. Treat Everyone Fairly and Without Discrimination

Security guards interact with people from a wide range of backgrounds.

Professional security work requires treating individuals fairly, respectfully and consistently.

Decisions should be based on objective facts and legitimate security concerns, not assumptions about someone's identity.

The Canadian Tire case demonstrates why this matters.

Racial profiling and discriminatory treatment can cause serious harm and expose individuals and organizations to human rights complaints.

Security guards should never single someone out simply because of their:

  • Race or ethnicity
  • Religion
  • Gender
  • Disability
  • Other characteristics protected by applicable human rights legislation

Instead, interventions should be based on observable behaviour, lawful authority and established procedures.

For example, a person carrying a backpack is not, by itself, evidence of wrongdoing.

Security guards should understand the policies governing searches and recognize that private security personnel do not have general police search powers.

Fair and consistent treatment is both a legal responsibility and an important part of maintaining public trust.

4. Communication Can Prevent a Situation From Escalating

Not every challenging security interaction needs to become a confrontation.

How a guard communicates can significantly influence the outcome.

Consider a situation where an individual refuses to leave a commercial property.

A confrontational response might be:

“You're leaving right now, whether you like it or not.”

A more professional approach could be:

“I understand you're frustrated, but you're not permitted to remain on the property. Let's work out the safest way to resolve this.”

Both statements communicate a boundary.

However, the second approach avoids unnecessary hostility and creates an opportunity for cooperation.

Effective communication involves:

  • Speaking calmly and respectfully.
  • Providing clear explanations.
  • Listening to concerns.
  • Avoiding threats or insults.
  • Maintaining appropriate personal space.
  • Requesting assistance when needed.

De-escalation doesn't guarantee that every situation will end peacefully.

However, it can help reduce unnecessary conflict and support safer decision-making.

5. Understand When Force May Be Legally Justified

Physical intervention is one of the most serious decisions a security guard may face.

Canadian law recognizes limited circumstances in which force may be legally justified, including certain situations involving self-defence, defence of property and lawful arrests.

However, security guards do not have unrestricted authority to use force simply because someone refuses to cooperate.

Any use of force must be assessed against the legal requirements and circumstances involved.

Guards should understand:

  • When force may be legally justified.
  • The limits of their authority.
  • The importance of necessity and proportionality.
  • When de-escalation or disengagement may be safer.
  • Their responsibilities for reporting an incident.

The Metrotown case demonstrates how an unlawful arrest and excessive force can lead to serious physical harm and substantial legal consequences.

For security professionals, knowing when not to intervene physically can be just as important as knowing when intervention may be justified.

6. Document Incidents Accurately and Professionally

Security guards are often responsible for preparing incident reports.

These reports may later become important in internal investigations, complaints or legal proceedings.

Accurate documentation should focus on observable facts rather than assumptions.

For example, instead of writing:

“The individual was obviously trying to steal.”

A more objective description might be:

“I observed the individual place two items inside their jacket before moving toward the store exit.”

The second statement describes what the guard actually observed.

Good incident reports should document relevant information such as:

  • Date, time, and location
  • Individuals involved
  • Observable behaviour
  • Statements made
  • Actions taken
  • Assistance requested
  • Relevant evidence and witnesses

Security guards should follow employer procedures and applicable privacy requirements when preparing and handling reports.

Clear documentation supports accountability and can help others understand why a particular decision was made.

Legal Responsibility Doesn't End With the Security Guard

One of the most important lessons from the Metrotown and Canadian Tire incidents is that legal consequences can extend beyond front-line employees.

Security companies and client organizations may also face liability, depending on their actions and legal responsibilities.

Security Companies

Employers are responsible for establishing appropriate policies, providing training and supervising employees.

They must also take complaints and reports of misconduct seriously.

Potential concerns include:

  • Inadequate training
  • Poor supervision
  • Unclear policies
  • Failure to investigate incidents
  • Inappropriate responses to employee misconduct

The Metrotown decision is a particularly significant example of the financial consequences that can arise from failures in organizational accountability.

Client Organizations

Shopping centres, retail stores, office buildings and other businesses frequently hire outside security companies.

However, outsourcing security does not automatically eliminate every potential source of legal responsibility.

Clients should support lawful security practices, establish appropriate expectations and respond to complaints involving security personnel.

The Canadian Tire settlement highlights how several organizations may become involved when discriminatory treatment occurs, and complaints are not handled appropriately.

Why These Lessons Matter Across Canada

Security guard licensing and training requirements vary by province.

For example, Ontario, Alberta, Manitoba, and British Columbia each have their own regulatory frameworks for private security professionals.

Guards must understand the rules that apply in the province where they work.

However, certain professional principles remain important regardless of location.

Security guards should:

  • Understand their legal responsibilities.
  • Recognize the limits of their authority.
  • Treat people fairly and respectfully.
  • Communicate professionally.
  • Avoid unnecessary escalation.
  • Document incidents accurately.
  • Follow appropriate employer procedures.

These principles apply across a wide range of security assignments.

A retail security guard may need to make decisions involving suspected theft.

An event security guard may encounter an aggressive attendee.

A residential security guard may respond to a trespassing concern.

A hospital security guard may interact with someone experiencing distress.

The circumstances differ, but the need for lawful and professional decision-making remains the same.

Why Proper Security Guard Training Matters

Security work involves much more than wearing a uniform and monitoring a property.

Guards are expected to observe, communicate, assess risks, and make decisions that can affect the safety and rights of others.

Proper training provides an important foundation for understanding these responsibilities.

Depending on the province and training program, aspiring security guards may study subjects such as:

  • Legal authority and responsibilities
  • Communication and professional conduct
  • Emergency response
  • Report writing
  • Conflict management
  • Provincial legislation
  • Personal safety

These subjects are relevant to situations guards may encounter throughout their careers.

For example, understanding arrest authority may help prevent an unlawful detention.

Learning effective communication techniques may help avoid unnecessary confrontation.

Understanding human rights responsibilities may help prevent discriminatory treatment.

And knowing how to document incidents accurately can support accountability when concerns arise.

Training cannot eliminate every risk, but it helps guards develop the knowledge needed to make informed decisions.

Building a Professional Security Career in Canada

The Metrotown Mall and Canadian Tire incidents demonstrate that the consequences of poor security decisions can be serious.

An interaction lasting only a few minutes can lead to years of legal proceedings, significant financial consequences, and lasting harm to the people involved.

For anyone considering a career in security, these cases offer an important reminder.

Professional security work is about knowing your responsibilities, understanding your authority, and making decisions you can justify.

At Security Guard Training Canada, we help Canadians prepare for careers in security through accessible online training.

Whether you're just beginning your career or looking to strengthen your professional knowledge, understanding legal responsibilities and professional conduct is an essential part of becoming a capable security guard.

The goal isn't simply to meet licensing requirements.

It's to develop the knowledge and judgement needed to work safely, legally and professionally.

Know your authority. Respect people's rights. Make decisions that stand up to scrutiny.

Explore your security guard training options at SecurityGuardTrainingCanada.ca.

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