In Greater Erfurt + 40 km radius only Sekuris permanent staff work on your site. No sub construction, no tariff circumvention, no qualification opacity.
Über 200 Unternehmen vertrauen auf Sekuris — eine Auswahl unserer Auftraggeber:
B2B pain point #1
In B2B evaluation matrices for security services, price transparency ranks first with 30% weight, ahead of operating concept (20%) and staff qualification (15%). What structurally undermines all three factors is the same answer: the subcontractor model. It obscures tariff calculation, qualification evidence and liability lines.
Sekuris therefore committed in the May 2026 strategic shift to working in Greater Erfurt + 40 km radius exclusively with permanent staff. This is not a marketing slogan but a business decision with concrete consequences for margin, staff reserve and contract structure.
6 risks
Six risk dimensions that recur in industry press, BDSW position papers and insurance audits. Each one alone has caused entire mandates to fail expensively.
On security incidents — theft, personal injury, data breach — the contractual liability sits with the client, not with the subcontractor engaged by the prime provider. The subcontractor is often a thinly-capitalised limited company; if it goes insolvent or its insurer refuses, the client is left with the loss. §823 BGB plus §831 BGB apply directly.
Subcontractor constructions are routinely used in the security industry to undercut the BDSW tariff wage. The prime provider charges a market-looking hourly rate but passes only a fraction to the subcontractor — who then pays below tariff. Result: poorly-paid staff with high churn and above-average sickness rates on your site.
Who actually works on your site? At the third or fourth subcontractor tier this is often no longer traceable. §34a competency certificates, certified industrial security qualification, fire safety watch certification — all promised, none verifiable. On audit, insurer review or claim event the client faces empty file folders.
Subcontractor staff often rotates sites every 3–6 months. Building site knowledge, trust with the client's workforce, knowledge of installations and processes — all reset with every rotation. The client pays for re-onboarding without extracting value.
Subcontractors often work with their own incompatible shift tools — Excel sheets, paper logbooks, in-house apps. A continuous incident trend across 12 months is barely producible. Where insurers or audits require incident history, this is an operational gap.
The security industry has documented cases: persons with extremist ties as stadium security, undeclared work in refugee accommodations, unqualified personnel at major events. Common denominator: opaque subcontractor chains without identity and qualification checks at the client end.
Liability comparison
Five typical claim scenarios, by contract construction. The legal position is clear — and at most points more disadvantageous for the client in the sub model than in direct permanent employment.
| Claim scenario | Sub model | Sekuris permanent |
|---|---|---|
| Theft loss on guarded premises | Sub liable — if insurer pays, otherwise client | Sekuris liable directly, BDSW standard insurance |
| Personal injury by security staff | Client liable under §831 BGB for vicarious agents | Sekuris liable as employer under §831 BGB |
| Data breach (GDPR violation) | Client remains controller under GDPR | DPA with clear responsibility allocation |
| Tariff or minimum-wage violation | Prime-contractor liability under AEntG for client | Tariff fidelity documented, AEntG risk at Sekuris |
| Security incident without staff identification | Identity often unrecoverable (3rd-tier sub) | Staff named in mandate contract, complete history |
Sekuris commitment
Six commitments we contractually guarantee and can substantiate in audit cases. More on company structure and security strategy on the Sekuris company page.
You contract with Sekuris. The staff member on your site is a Sekuris permanent employee. On claims we are liable directly — without referral to third parties, without supply-chain insolvency risk.
Sekuris pays BDSW tariff wages without exception. Pay grade is named in the mandate contract; on audit request we deliver anonymised payslips. Below-tariff payment is contractually safeguarded against the client.
Per staff member on your site we provide §34a competency certificate, specialised qualifications (industrial security, fire safety watch, crowd management) and the last 12 months of training history. Audit-ready, complete.
Sekuris permanent staff stay on the same mandate for an average of 36+ months. Trust with the workforce, knowledge of installations, drilled emergency routines — value subcontractor models cannot structurally deliver.
All Sekuris staff work with the same shift software, geo-tagged patrol documentation and incident database. Quarterly reports to management, continuous history for insurers and audit, AI-supported trend analysis.
When you switch from another provider to Sekuris, we take over trained staff under §613a German Civil Code as permanent employees — with tariff contract, qualification certificates and shift integration in 4–6 weeks. No onboarding gap.
Answers to the most common questions from B2B initial conversations — particularly from clients considering a switch from a sub provider.
On switching from a sub model to Sekuris, we take over existing staff as permanent employees — tariff contract, training history, shift integration in 4–6 weeks. Let us assess your current setup.
