A licence number on a CV is a useful starting point, not a hiring decision. Knowing how to verify PSA licence details properly helps employers protect clients, meet their compliance duties and avoid placing an unlicensed person in a regulated role. For candidates, it also means presenting your qualifications clearly and avoiding delays when an employer checks your application.
In the Republic of Ireland, the Private Security Authority (PSA) regulates licensing for specified security activities. A valid licence confirms that the individual has met the requirements for that licence category. It does not automatically confirm that they are suitable for every site, shift or client contract. Employers should still complete their own right-to-work, identity, reference and role-specific checks.
How to Verify PSA Licence Details
The most reliable method is to use the PSA’s official public licensing register or licence-checking facility. Do not rely only on a photograph of a licence card, an old email or a statement on a CV. Records can change, licences can expire and a licence may cover a different activity from the role being offered.
Start by asking the candidate for their full name as it appears on their licence, their PSA licence number and the licence category. Check those details against the official PSA record. Where the register provides a result, review the information shown carefully rather than stopping once a matching name appears.
A proper check should establish three things: that the licence belongs to the person applying, that it is current, and that it covers the work they will actually carry out. If any part of the record is unclear, ask the candidate for clarification and contact the PSA through its official channels before confirming a start date.
Check the name and licence number together
A licence number should match the applicant’s identity documents and the name used on their application. Minor differences can have an innocent explanation, such as a change of name, but they should never be ignored. Ask for supporting documentation where appropriate and keep a clear note of what was checked.
Be cautious with screenshots. They can be out of date, cropped or altered. The official register is the source that matters for licence status. A candidate who is properly licensed should understand why an employer needs to complete this check, particularly for client-facing, lone-working or high-security assignments.
Confirm the licence is active
Check the current status and expiry information displayed on the official record. A licence that was valid last month may not be valid today. This matters when filling urgent shifts, renewing a contract team or recruiting for seasonal events, where rushed onboarding can create a compliance gap.
Employers should also build expiry dates into their workforce records. A one-off check at interview is not enough for long-term employees. Set a reminder well ahead of renewal, ask the licence holder to provide updated details, and repeat the official check before the previous licence expires.
Match the category to the job
PSA licences are issued for particular security activities. A valid licence in one category does not necessarily authorise a person to undertake another regulated activity. This is where many avoidable mistakes occur, especially when job titles are broad or when a site has mixed duties.
For example, a role advertised as a security officer may involve static guarding, access control, mobile patrols, CCTV monitoring or door supervision. Before advertising or shortlisting, define the actual duties and identify the licence category required. Then verify that the candidate holds the relevant current licence, rather than assuming that any PSA licence is sufficient.
If a position includes driving, keyholding, cash handling, control-room work or close protection responsibilities, carry out additional checks that reflect those duties. A PSA licence remains central, but it sits alongside training, insurance, driving entitlement, client requirements and site procedures.
What a PSA Licence Check Does Not Cover
Licence verification is essential, but it is only one part of a responsible recruitment process. The PSA licence confirms professional eligibility for a regulated activity. It does not replace an employer’s judgement about whether someone can perform a specific role safely and professionally.
For direct-hire security recruitment, employers should also verify identity and right to work, review relevant experience, take references where required, and check any client-mandated credentials. Depending on the assignment, that may include Safe Pass, manual handling, first aid, a clean driving licence, control-room experience or familiarity with particular access-control systems.
Vetting requirements deserve particular care. The level and type of vetting needed can depend on the employer, contract and working environment. Healthcare, education, public-sector and critical-infrastructure sites may impose requirements beyond the minimum needed for a PSA licence. Be transparent about these requirements in the vacancy so applicants know what is expected before they apply.
Candidates should take the same practical approach. If a job advert asks for a specific licence category, confirm that your current PSA licence matches it. Do not assume a previous role with a similar title is enough. Clear, accurate information on your CV and candidate profile makes it easier for employers to assess your eligibility and contact you for suitable work.
When a Licence Cannot Be Verified
If a search does not return the expected result, do not assume misconduct immediately. The issue could be a typing error, a name variation, a recently renewed licence that is still being processed, or the use of an incorrect licence category. Pause the recruitment step and ask the candidate to confirm the details supplied.
Where a licence appears expired, suspended, inactive or does not match the person or role, do not deploy that individual to regulated duties until the matter is resolved. This protects the employer, the client, the worker and the public. Pressure to cover a shift is never a good reason to overlook a licensing concern.
Document what happened. Record the date of the check, the information provided, the outcome and any follow-up action. This does not need to be complicated, but a consistent audit trail is valuable if a client asks for evidence of due diligence or if a compliance issue is reviewed later.
For candidates, an unsuccessful check is a prompt to act quickly. Check your licence details, renewal status and the information shown on your CV. If you are licence-track rather than currently licensed, say so clearly. Misrepresenting your status will damage trust, while being upfront allows employers to consider you for training pathways, future vacancies or non-licensed roles where appropriate.
PSA Licensing for Republic of Ireland Roles
PSA licensing applies in the Republic of Ireland. Security work in Northern Ireland is governed by the Security Industry Authority (SIA), so an SIA licence check follows a different process. Employers operating across the border should make this distinction in every job advert, particularly where staff may be based in one jurisdiction and asked to work in the other.
A candidate should never be screened out simply because they hold an SIA licence rather than a PSA licence, or vice versa, without first considering where the work will be performed and what the role requires. However, employers must not treat the two systems as interchangeable. Clarify the location, licensing requirement and any pathway needed before arranging induction or deployment.
Make Licence Checks Part of Every Hire
The best time to verify a PSA licence is early in the process, before interview slots, client introductions and rota planning are committed. Ask for licence information in the application stage, check it during shortlisting, then repeat the check before the first shift if there has been a delay. This reduces wasted time for both employers and applicants.
Security Jobs Ireland is built for this licence-focused recruitment journey, helping employers reach security professionals and helping candidates present their qualifications for the roles they want. Whether you are hiring a door supervisor for an event, a CCTV operator for a control room or a security officer for a corporate site, clear licence information supports faster and more relevant conversations.
A current PSA licence is a professional credential worth treating with care. Verify it through the official record, match it to the real duties of the role, and keep your checks current. That simple discipline helps build a workforce clients can trust.