This content is for informational purposes only and does not constitute legal advice. I am not a lawyer. Consult a licensed workers’ comp attorney in your state.
Quick Answer
Security guards in South Carolina are fully covered by workers’ compensation for injuries that happen on the job. Benefits pay 66.67% of your average weekly wage, up to the state maximum (verify the current annual maximum with the South Carolina Workers’ Compensation Commission, as it is adjusted each year). Coverage applies from your first day of employment with any employer who has four or more workers. You do not need to prove your employer was at fault. You just need to prove the injury happened at work.
From Shane
I’ve talked to a lot of security guards over the years. You know what I hear most? “I didn’t want to make a big deal out of it.” Or, “My supervisor told me it probably wasn’t worth filing.” That hesitation is exactly what your employer is counting on.
Security work is physically demanding and often dangerous. You’re on your feet for 8–12 hour shifts, dealing with confrontational people, working alone at night in properties that aren’t yours, responding to emergencies with no backup. When you get hurt — and statistically, you will at some point — you deserve every dollar the law says you’re owed.
I hesitated after my first two injuries. I believed my employers when they said “we’ll take care of you.” They didn’t. Don’t make the same mistake I did. File the claim, get it on record, and if anyone pushes back, call an attorney. Most workers’ comp attorneys in South Carolina take cases on contingency. It costs you nothing to call.
Most Common Injuries for South Carolina Security Guards
1. Slip, Trip, and Fall Injuries
Security guards patrol properties — warehouses, retail centers, parking lots, construction sites — in all conditions. Wet floors, uneven pavement, poor lighting, and exterior environments during rain or ice create constant fall hazards. Falls are among the leading causes of workers’ comp claims for this occupation and frequently result in knee injuries, wrist fractures, and traumatic brain injuries.
2. Assault and Physical Altercation Injuries
Guards at nightclubs, hospitals, correctional facilities, and retail environments regularly intervene in confrontations. Injuries from physical altercations include broken bones, torn ligaments, lacerations, concussions, and in severe cases, stab or gunshot wounds. South Carolina does not bar you from collecting workers’ comp simply because your injury resulted from an assault — if it happened in the course of your duties, it’s covered.
3. Repetitive Strain and Overexertion Injuries
Standing or walking for an entire shift creates cumulative trauma to knees, hips, ankles, and the lower back. These injuries don’t announce themselves with a single incident — they develop over months or years. South Carolina workers’ comp covers occupational diseases and cumulative trauma injuries, but you must be able to establish a clear link between your duties and the condition.
4. Vehicle Accidents During Patrol
Guards who conduct mobile patrols or drive between posts are on the road as part of their job. Any motor vehicle accident that occurs during authorized work travel is a compensable workers’ comp injury. This also includes accidents in employer-owned vehicles. If a third party caused the crash, you may have both a workers’ comp claim and a personal injury claim — a scenario where an attorney is absolutely essential.
What the Law Says vs. What Actually Happens
South Carolina Code of Laws § 42-1-10 through § 42-19-50 establishes clear workers’ comp rights for covered employees. On paper, the system is straightforward. In practice, security guard employers — particularly large contract security firms — fight claims in predictable ways.
“You’re an Independent Contractor”
This is the most common tactic used by contract security companies. They classify workers as independent contractors specifically to avoid paying benefits and premiums. South Carolina courts look at the reality of the working relationship, not just what the contract says. If the company controlled your schedule, set your pay rate, provided your uniform, and directed your duties, you were likely an employee regardless of what your paperwork says. South Carolina Code § 42-1-130 defines employment broadly, and courts have repeatedly sided with misclassified workers.
“That Injury Is Pre-Existing”
If you have any prior injury to your back, knees, or shoulders, expect your employer’s insurance company to argue your current condition is pre-existing and unrelated to work. South Carolina law allows recovery even if work aggravated a pre-existing condition — the legal standard is whether employment was a contributing factor. Don’t let this tactic discourage you from filing.
Delaying Medical Authorization
Insurers sometimes delay authorizing treatment, forcing injured workers to either pay out of pocket or go untreated. Under South Carolina law, your employer’s insurer must provide prompt medical care. If authorization is delayed unreasonably, document everything and contact an attorney.
Claiming the Injury Happened Off the Clock
Security companies sometimes dispute the exact time and location of injuries. Write down exactly what happened, when, and who was nearby immediately after your injury. Report it formally in writing — not just verbally — the same day if at all possible.
Real Case Example: Marcus, Hospital Security Guard in Columbia, SC
Marcus is a full-time security guard at a large hospital in Columbia, South Carolina, earning $18.50 per hour and working 40 hours per week. His average weekly wage is $740.00.
During an overnight shift, Marcus intervenes when a patient becomes violent. He tears his ACL and meniscus in his right knee during the struggle.
Benefit Calculation:
| Component | Amount |
|---|---|
| Average Weekly Wage | $740.00 |
| Benefit Rate (66.67%) | $493.36/week |
| State Maximum Cap | Does not apply (below cap) |
| Weekly Benefit Paid | $493.36 |
Marcus requires ACL reconstruction surgery, physical therapy, and is out of work for 22 weeks.
Temporary Total Disability (TTD) Benefits:
22 weeks × $493.36 = $10,853.92
After recovery, Marcus’s treating physician assigns a 15% permanent partial disability rating to his right leg. Under South Carolina law, a leg injury is compensated based on 195 weeks of benefits (SC Code § 42-9-30).
Permanent Partial Disability Settlement:
195 weeks × 15% = 29.25 weeks of compensation
29.25 × $493.36 = $14,430.78 permanent partial disability award
Total Estimated Compensation (excluding medical):
$10,853.92 + $14,430.78 = $25,284.70 — plus all medical expenses covered.
This is what you’re entitled to. If Marcus had never filed, he would have received nothing.
South Carolina-Specific Rules Security Guards Need to Know
Four-Employee Threshold: South Carolina requires workers’ comp coverage only when an employer has four or more employees. Most security firms easily meet this threshold. If your employer has fewer than four workers, you are not covered under the state system, but you may still have common-law negligence claims.
Contract Security Firms and Staffing Agencies: If you’re placed by a staffing agency, both the agency and the client company may share liability. South Carolina courts have addressed joint employer questions in these situations. Make sure you know exactly who your legal employer of record is.
Union Workers: South Carolina is a right-to-work state. Union membership does not affect your workers’ comp rights one way or another — you file through the state system regardless of union status.
Statute of Limitations: You have two years from the date of injury (or from the date you knew or should have known the injury was work-related) to file a workers’ comp claim in South Carolina. Missing this deadline can permanently bar your claim.
Post-Injury Drug Testing: South Carolina allows employers to drug test after a workplace injury. A positive test can reduce or bar your benefits. Know your employer’s policy.
Frequently Asked Questions
Q: Can I be fired for filing a workers’ comp claim in South Carolina?
South Carolina Code § 41-1-80 prohibits employers from discharging an employee solely because the employee filed a workers’ compensation claim. If you are terminated after filing — especially within a short timeframe — you may have a retaliatory discharge claim on top of your workers’ comp case. The burden of proving retaliation is on you, which means documentation matters enormously. Save all texts, emails, and performance reviews. If your employer gave you positive reviews before your claim and suddenly finds performance issues after you file, that pattern can support a retaliation case. Consult an employment attorney alongside your workers’ comp attorney in this scenario, because retaliatory discharge claims are handled separately from the workers’ comp commission.
Q: What if I was injured while working alone with no witnesses?
The absence of witnesses does not invalidate your claim. Workers’ comp is a no-fault system, not a criminal trial. Your testimony under oath, medical records consistent with your described mechanism of injury, and incident reports you filed all serve as evidence. What hurts unwitnessed claims is delay — the longer you wait to report and seek treatment, the more ammunition the insurer has to argue your injury didn’t happen at work. Report immediately, seek medical care the same day, and write down a detailed account of what happened while it’s fresh. If there are surveillance cameras on the property, request footage preservation in writing right away.
Q: My employer says I’m an independent contractor. Am I still covered?
Possibly yes. South Carolina courts look past the label and examine the substance of the employment relationship. Key factors include: Did the company control when, where, and how you worked? Did they provide equipment or uniforms? Did they set your pay rate? Could they terminate you at will? Were you working exclusively for one company? The more control the company exercised, the more likely a court or the Workers’ Compensation Commission will find you were a de facto employee. Contract security companies frequently misclassify workers. An attorney can evaluate your specific situation. Don’t accept the contractor label at face value.
Q: How long can I receive temporary total disability benefits?
South Carolina does not set a hard weekly cap on TTD benefits in the way some states do, but the system is structured around your treating physician’s assessment. You receive TTD benefits while you are unable to return to work and until you reach Maximum Medical Improvement (MMI). At MMI, your physician assigns a permanent impairment rating and TTD payments stop. The total combined permanent and temporary disability benefits are capped at 500 weeks under South Carolina law for most injuries (§ 42-9-10), with exceptions for certain catastrophic injuries that qualify for lifetime benefits.
Q: What if my employer doesn’t have workers’ comp insurance?
Employers with four or more employees are required by law to carry coverage. If yours doesn’t, you can still file a claim with the South Carolina Uninsured Employers’ Fund. The Workers’ Compensation Commission can also levy fines and penalties against uninsured employers. Working for an uninsured employer does not strip you of your rights — it just changes who you file against. An attorney is especially important in this scenario.
Q: Can I choose my own doctor?
Initially, no. South Carolina law gives your employer and their insurer the right to select your treating physician. You must treat with their designated provider unless you get Commission approval to change. However, you have the right to a second medical opinion at your own expense, and if the authorized physician’s opinion seems clearly biased, an attorney can help you petition for a change of physician through the Commission. Never refuse authorized treatment — doing so can jeopardize your benefits.
Q: What counts as “average weekly wage” if my hours vary?
South Carolina calculates average weekly wage using your earnings over the 52 weeks immediately before your injury, divided by the number of weeks actually worked. If you worked fewer than 52 weeks, the calculation uses your actual period of employment. Overtime is included. If you work multiple jobs, South Carolina allows wages from concurrent employment to be considered in certain circumstances. This is a calculation where precision matters — a difference of $50 per week in AWW translates to thousands of dollars over a long claim. Have an attorney verify the insurer’s AWW calculation before agreeing to any settlement.
Sources: South Carolina Code of Laws Title 42 (Workers’ Compensation Law); SC Workers’ Compensation Commission official publications; SC Code § 41-1-80 (Retaliatory Discharge); SC Code § 42-9-10, § 42-9-30 (Scheduled and Unscheduled Loss Benefits).
Disclaimer: This content is for informational purposes only and does not constitute legal advice. I am not a lawyer. If you’ve been injured on the job as a security guard in South Carolina, consult a licensed workers’ compensation attorney in your state before making any decisions about your claim.
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