Casino Surveillance Officer Employment Contract UK

Responsibilities reflected in the contract

• Monitor gaming and public areas lawfully.
• Identify suspicious conduct and procedural departures.
• Preserve video notes and incident evidence.
• Communicate discreetly with authorised teams.
• Maintain surveillance-room security and confidentiality.

A realistic working scenario

On shift the officer schedules camera coverage, assigns observation tasks to colleagues, checks CCTV recordings and shift handover notes, updates rota and incident logs, and promptly escalates suspected cheating, safeguarding disclosures, safety incidents or regulatory-reportable events to the general manager or duty manager for action and Gambling Commission escalation when the Employer's procedures require it.

Outputs to agree

• Daily surveillance plan allocating camera and observer coverage across the trading floor and high-risk tables.
• Shift handover brief summarising live incidents, unresolved observations and required follow-ups.
• Incident reports and CCTV extraction requests for suspected cheating, safeguarding disclosures or safety incidents.
• Quality-check log showing camera, audio and recording system checks and corrective actions taken.

Records and evidence

• Surveillance coverage schedule and shift allocation records.
• CCTV recording index and extracted-clip logs with retention notes.
• Incident reports for suspected cheating, safeguarding or safety disclosures.
• Shift handover notes and quality-check checklists for camera/systems.
• Work records.
• Handover notes.

Reporting relationship

Typically reports to Line Manager or Department Manager. Confirm the employer's actual reporting structure in the builder.

Authority and escalation

• The officer allocates surveillance tasks and can extract and tag CCTV for investigation. They must refer suspected criminal activity, safeguarding disclosures, serious safety incidents or regulatory-reportable events to the general manager or duty manager for approval of further disclosure and for any Gambling Commission escalation required by the Employer's procedures. They may perform routine camera/systems checks and request technical fixes but cannot authorise prosecution referrals, external media releases or changes to retention schedules without the general manager or duty manager's approval.
• Obtain approval before committing expenditure, changing contractual commitments or making regulated or staffing decisions outside the assigned role.

Tools and systems

• Email.
• Document systems.
• Phone systems.

Workplace context

• Trading premises.

Contract priorities

• Plan surveillance coverage and allocate observer tasks per shift demands and risk areas.
• Maintain accurate CCTV indexes, extracted-clip logs and handover notes after each shift.
• Perform and record regular camera, audio and recording-system quality checks.
• Escalate suspected cheating, safeguarding disclosures, safety incidents and regulatory-reportable matters to the general manager or duty manager promptly.
• Use CCTV, email, calendar and document systems only for authorised surveillance work and data protection compliance.

Information the employer should prepare

• the monitored zones systems and retention
• the observation and review authority
• the evidence export and disclosure controls
• the casino security and compliance contacts
• the shift fatigue and restricted-access arrangements