| Update Applicable to: | Effective Date |
| All Covered Security Guard Employers | October 1, 2025 |
What happened?
On May 20, 2025, Maryland Governor Wes Moore signed House Bill 1347 into law, updating regulations for cannabis agents and security guard employers to streamline background check requirements and clarify employer classifications.
Overview:
The Changes in Maryland:
- Cannabis Security Guards: Cannabis agents working as security guards for licensed cannabis businesses are exempt from state and national background checks if they are already authorized to provide security services under Maryland law.
- Security Guard Employer Definition: The bill excludes the following from being classified as “security guard employers”:
- Video lottery facilities.Sports wagering facility licensees.
- Health care facilities.
- Cannabis Agent Registration:
- Valid for 2 years.
- Must be 21 or older.
- Cannot be denied based on cannabis-related offenses before July 1, 2023.
- Requires annual responsible vendor training.
- May be disqualified for crimes involving moral turpitude.
Source References
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Maryland PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
