An ongoing challenge for the trucking industry is truck driver recruiting and retention. Figures published by Logistics UK showed an increase of almost 55,000 truck drivers employed over the last year – a 21% rise. However, the overall shortage remains substantial, with current analysis indicating the UK still faces a shortfall of over 100,000 qualified LGV truck drivers.
Driver recruiting is difficult because of the long driving hours and the amount of time spent away from family. Alongside the problem of driver recruitment, there is also the problem of truck driver retention: keeping hold of the qualified drivers you already have.
Industry trends
A Rapid Evidence Assessment (REA) commissioned by the Department for Transport (DfT) identified several key challenges related to the truck driver shortage in the UK. In recent years, poor pay, long working hours, inadequate facilities and unsupportive management are cited as primary barriers to recruitment and retention. Adding to this, almost half (48.7%) of HGV drivers currently employed in the UK are aged 50 or older, posing real risks of future shortages as retirements increase. Whilst there is still significant work to be done on the future workforce for truck drivers, a recent Labour Force Survey stated the UK has seen an uptrend in truck driver employment to 13% year-on-year in Q4 2024. This positive trend highlights hope in the transport industry against the uncertain economic backdrop.
Why is truck driver recruiting and retention so hard?
1. Ageing
Many truck drivers in the current work pool are set to retire in the not-too-distant future, and there are not enough younger, qualified drivers who want to replace them. Around 30% of truck drivers worldwide are over 50.
2. Pay, costs and progression
Unfortunately, many young job seekers do not see it as a well-paying job. Further, they perceive it as a job that offers little possibility of career advancement.
3. Perceptions about the role
Some female job seekers may be turned off from truck driving due to the perception that it is primarily an occupation for men. For example, in the UK, 99% of truckers are male. [2]
Truck driver recruiting and retention strategies
1. Improve the package
This doesn’t mean operators should spend more money to solve the problem. But you could take a look at the terms of employment you offer to new truck driver recruits as well as existing staff. Ask yourself:
- Can you offer a better pension contribution?
- Can you offer flexible working times?
- Can you offer programs that enable drivers to develop new skills?
- Can you offer a higher salary?
2. Build engagement
If truck drivers have a greater sense that they are an important part of your company, they are likely to stay with you longer.
The following are all good ways to create more of a sense of value around your drivers’ roles:
- Regular one-to-one meetings with management to give feedback, advice, and structure.
- A mentoring system that pairs younger and more senior drivers together.
- An official feedback loop so drivers can say how they would like the company to improve.
3. Training and development
One common complaint amongst truck drivers is the lack of career development they see in the role. So, to keep the team engaged, you can try:
- Introducing a program for regular driver training and performance evaluation.
- Offering drivers the possibility to train for other roles. Skills that could be useful for things like sales, logistics planning, fleet management, or warehouse operations give them a more diverse skill set and improve their long-term employability.
4. Focus on work-life balance
Recent data from the Office for National Statistics (ONS) shows the UK still faces over 100,000 qualified LGV truck driver shortfall, with numbers declining to 266,000 – about 20,000 fewer than pre-pandemic levels. Why? Research suggests that unpredictable schedules are one of the key reasons, making balancing work with family life exceptionally difficult. Given the need to both recruit and retain qualified people, helping drivers stay fit, happy and focused is clearly in the interest of trucking companies.
Commercial driving is inherently stressful, and unpredictable delivery routes force drivers to rush deliveries, potentially jeopardising their adherence to hours regulations. Webfleet’s Professional Navigation helps truck drivers avoid traffic jams in real-time while ensuring your routes accommodate truck-specific challenges like height restrictions and working hours regulations. Professional navigation can create more predictable schedules that significantly enhance driver retention by reducing daily stress.
Route optimisation doesn’t just enhance reliability and customer satisfaction—it helps truck drivers get home. Improved route planning aids Fleet Managers in strategically assigning jobs to overcome unpredictable schedules. Combine this with the working hours regulations and software solutions like Webfleet can also ensure your truck drivers are well-rested and compliant. Ultimately, this will improve the well-being, safety, and compliance of your fleet operations.
5. Enhance company culture
Recognising your drivers’ contributions is essential for retention. Effective driver appreciation goes beyond occasional rewards to create lasting engagement.
Performance metrics, identified in the Webfleet dashboard and reports, can be utilised to reward safe and efficient driving, as well as fuel-saving behaviours. Transform individual achievements into team-building opportunities by creating friendly competition among drivers. Implement an annual awards ceremony that brings your entire truck driving team together. This creates a perfect setting to celebrate exceptional performers, share success stories and strengthen the connections between management and drivers.
Webfleet’s PRO driver terminals transform management-driver relationships by enabling clear, consistent two-way communication. Fleet managers can send personalised recognition messages directly to drivers’ terminals and deliver crucial updates without disruptive phone calls. This direct channel helps drivers feel valued and informed while maintaining their focus on the road.
How can technology help with truck driver recruiting and retention?
Vehicle telematics and fleet management solutions can help to offer more focused and effective training and improvement programs.
Digital solutions can help transport companies automate many of the tasks related to driving, making the driver’s job easier. Further, investment in this technology could make the sector more attractive to younger truck driver recruits.
Want to get the full guide on supporting your drivers and encouraging truck driver recruitment and retention? Check out the free eBook on productive, happy and healthy truck drivers.
- Effective driver management – An industry code of practice. Fleet Operator Recognition Scheme. 2017.
