Excessive force is illegal for security guards: what’s allowed and what isn’t.

Outline at a glance

• Set the stage: the guard’s job sits on a line between safety and law.

• The big rule: excessive force is illegal; proportionality and reasonableness matter.

• What’s allowed: detaining for trespass can be lawful; reporting and notes are standard.

• Ontario-specific context: PSISA, the Criminal Code, and civil/criminal liability.

• Practical tips: de-escalation, documentation, body cameras, teamwork.

• Quick myths and real-world takeaways.

• A friendly closer with next steps for readiness.

Ontario security guards walk a careful path. Your job is to prevent harm, protect people, and keep order—without crossing the line into unlawful actions. Let me explain why one action stands out as illegal and how that shapes everyday work on the ground.

A quick truth about the line you don’t want to cross

In the real world, not every tough moment requires a tougher response. When people think about security work, the knee-jerk instinct might be to act decisively. But here’s the thing: using excessive force is not just frowned upon; it’s illegal. Proportionality and reasonableness are the compass points. If the force used far exceeds what a situation demands, you’re flirting with legal trouble.

Why excessive force is a legal no-go

Think of it like driving: speed limits, signals, and careful thresholds keep everyone safe. Security work follows a similar logic. The Criminal Code sets standards for self-defense and defense of others, and Ontario regulations add layers about how guards operate in public and private spaces. Excessive force breaks that balance. It can lead to civil liability for harmed individuals and, in serious cases, criminal charges for the guard or the employer.

That doesn’t mean guards can’t act decisively. The key is to choose the least invasive method that stops harm and preserves safety. When a situation demands action, you escalate only as needed: calm communication first, then restrained steps, and only the necessary level of physical intervention if there’s a genuine risk.

What’s allowed: what you can do—and what you shouldn’t miss

Detaining someone for trespassing is within a guard’s authority, but it’s not a free pass to treat everyone roughly. It’s a lawful option when the person is trespassing or posing a threat, and the detention must be reasonable and necessary to prevent harm or the continuation of an offense. The timing matters: delaying police intervention can make a situation worse, but premature or forceful detentions can land you in hot water.

Reporting incidents to management is standard operating procedure. A clear, timely report helps the organization respond appropriately, keeps lines open with local authorities, and makes sure there’s accountability if things go sideways. Taking notes during patrols is another practical duty—detailed records of observations, locations, times, and actions taken provide a factual trail that can prove invaluable if questions arise later.

In Ontario, there’s also the concept of citizen’s arrest, which applies under specific conditions outlined in the Criminal Code. A guard may detain someone to prevent the continuation of an offense or to secure the person for police, but the detention must be lawful, reasonable, and limited in duration. When in doubt, involve law enforcement rather than taking on roles you’re not equipped to handle.

The practical toolkit for daily work

• De-escalation first: calm talk, clear language, and a steady presence can defuse many tense moments without force. This isn’t soft; it’s smart, effective risk management.

• Documentation matters: quick notes after incidents, time-stamped observations, and a concise recounting of actions taken build a solid paper trail.

• Use of force as a last resort: if you must intervene physically, apply the minimum amount of force needed to protect yourself and others. Stop as soon as the threat is removed.

• Teamwork and communication: keep your supervisor informed, coordinate with on-site management, and call police when the situation is beyond control.

• Tools that help: body-worn cameras or dash-mounted recorders (where permitted), incident-reporting apps, and patrol-management software can create clearer records and reduce ambiguity about what happened.

• Training matters: ongoing education in de-escalation, legal standards, and scenario-based practice helps guard against slips in the heat of the moment.

Ontario’s legal and regulatory backdrop

In Ontario, security professionals operate under the Private Security and Investigative Services Act and related regulations, with oversight aimed at ensuring safety without enabling overreach. The use of force is bounded by general principles found in the Criminal Code, and guards must be mindful of civil liability—harm caused by improper actions can lead to lawsuits, in addition to potential criminal exposure for the more serious missteps.

A few practical reminders:

• Trespass defense is about guarding property and people, not asserting power for its own sake. If allowed, detention should be brief and tied to handing over the person to the proper authorities.

• If someone is behaving aggressively, talk to them, maintain space, and call for help if you feel unsafe. Your goal is to prevent harm, not to engage in a battle.

• Write things down—facts only, no speculation. A precise report helps everyone, including you, later on.

A few myths people often bring up (and the realities)

• Myth: Guards can do anything in the name of securing property.

Reality: Boundaries exist. What you can do hinges on law, training, and the specifics of the situation. Force is a tool, not a default setting.

• Myth: Detaining equals arresting.

Reality: A detention is not the same as an arrest. In many cases, you’re holding for a short window until police arrive. Laws require you to establish reasonable grounds and to avoid excessive force.

• Myth: If it’s a tough call, escalate to force.

Reality: The right move is usually to de-escalate first, then involve authorities if needed. Clear communication buys time and safety.

A few real-world truths to carry with you

• The fastest path to trouble is to act out of anger or frustration. Stay calm, slow things down, and rely on procedural steps.

• Documentation isn’t glamorous, but it’s your ally. A well-written incident log can protect you and your employer and helps investigators understand what happened.

• Team support matters. You’re not alone in handling hard moments. Reach out to supervisors, use the chain of command, and don’t hesitate to seek guidance when a situation feels off.

Rhetorical pauses that help you remember

Here’s the thing: most incidents aren’t about overpowering someone. They’re about preventing harm, preserving safety, and staying on the right side of the law. When you keep that in mind, your actions tend to stay measured, predictable, and safe for everyone involved.

A few short takeaways to close the loop

• Excessive force is illegal. Proportionality and reasonableness should guide every decision.

• Detaining for trespass can be lawful if done properly and briefly, with a clear hand-off to authorities.

• Reporting and note-taking aren’t extras—they’re essential scenes in the daily security routine.

• Ontario law emphasizes de-escalation, documented actions, and teamwork. Training in these areas pays dividends when stakes are high.

• Use tools like body cameras and reliable reporting software to strengthen accuracy and accountability.

If you’re practicing the craft in Ontario, keep this balance in mind: safety first, legality second, and always document what you do. The right approach protects you, your employer, and the people you’re sworn to protect. And yes, it can feel like a lot to juggle at times, but with steady training, clear procedures, and a calm demeanor, you’re much more likely to steer through tough moments safely.

Final thought

The job isn’t about proving you’ve got the edge; it’s about keeping spaces safe with restraint and care. When in doubt, choose de-escalation, seek support, and document every step. That’s how you stay effective, respected, and squarely within the law in Ontario. If you’d like, I can help tailor a practical checklist or a quick-reference guide that fits a specific workplace or shift pattern you have in mind.