Understanding and overcoming the HGV driver shortage
Causes, effects and solutions
The roads are ready, the goods are waiting—but where are the drivers?
The HGV driver shortage is impacting the logistics and transport industry globally — a critical bottleneck in the face of the current boom in cross-border commerce. And it’s a problem at both ends of the scale. Younger generations aren’t entering the workforce, and seasoned drivers are turning in their keys for good.
Whether you're managing a small fleet or overseeing enterprise-level operations, the effects of this shortage are being felt across the board. So what is causing this lorry driver shortage? Are there any initiatives in place to counteract it? This guide explores the challenges facing the transportation sector and sheds light on some tech-driven solutions.
The HGV driver shortage: what are the roadblocks?
According to IRU’s report for 2024, the HGV driver shortage can be quantified as 3.6 million unfilled positions. There is no denying that the demand is far outpacing the supply- but what’s causing this gap? Three key factors stand out. Firstly, the majority of the existing workforce is approaching retirement. Secondly, we’re living in a click-and-receive culture, and thirdly, hiring regulations have changed. Let’s see why these are causing friction in fleet management.
The main causes of truck driver shortage in the transportation industry
- Aging workforce: there isn’t a large enough wave of young recruits to replace the drivers leaving for retirement.
- The (already low) number of young drivers within the active workforce fell by 5.8% from the previous year, pushing the average driver's age up to 44.5 years old.
- On-demand culture: in the current Now Economy, customer expectations are accelerating towards immediacy. As orders multiply and speed becomes the standard, the pressure on an already limited supply of drivers intensifies.
- In fact, the HGV driver shortage is predicted to escalate further, with 3.4 million drivers retiring in the next 5 years.
- Stricter regulations: recent compliance requirements have made recruitment processes more complicated and expensive for fleets, deterring companies from hiring new drivers. Many prefer to hold on tight to their current employees, but there is a high risk of driver churn.
- The average driver turnover rate in the US in the last few decades comes in at 92.7% (for long-distance carriers earning $30 million or more).
Recruiting during an HGV driver shortage: challenges facing fleet managers
Fleet managers find themselves in a tough spot. Within the limited supply of drivers that are available, many have grown weary of working conditions. Those who are willing to look past these conditions often aren’t suitable profiles for the job.
What is causing the existing drivers’ dissatisfaction? Why don’t certain interested candidates fit the bill? Find the main reasons below.
Subpar working conditions for truck drivers
- Extra load: shortages can mean that existing drivers must cover more weekly tasks than recommended—leading to lower job satisfaction, increased fatigue and greater safety risks. Keeping drivers happy and productive is vital for retention.
- Higher risk of accidents: in desperate need of drivers, fleet managers can feel obliged to lower hiring standards and take on less qualified drivers as a last resort, increasing the chances of accidents.
Recruitment requirements that exclude potential drivers
- Qualifications: individuals who might otherwise be interested may not have easy access to driving license exams or fail to meet the necessary health standards.
- Lack of experience: fleet managers are reluctant to hire unexperienced drivers since they represent higher risks and additional costs—but in a shortage, these candidates may make up most of their options.
- Driving record: amongst a limited pool of drivers, fleets may have to be less selective than usual with who they recruit, considering drivers with a history of accidents or infractions.
- Background checks: candidates willing to do the job may have to be discarded due to failing screenings such as criminal history.
Location, trip type and market challenges
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Location: both urban and rural areas have their disadvantages for fleet managers to navigate. Cities have higher demand and greater competition for drivers, with the added burden of traffic.
While rural areas may offer more enjoyable driving experiences, potential employees are even scarcer in remote areas and the idea of long trips home can be a deal-breaker.
- Types of trip: routes and jobs vary greatly, and fleet drivers tend to have a preference. Some avoid long-haul journeys due to the extended periods away from home, others decline local deliveries as urban driving can be stressful. So, despite the level of urgency, drivers may reject certain jobs—leaving fleet managers with critical gaps to fill.
- Market competition: the HGV driver shortage means that multiple fleet businesses are competing for the same few individuals available. If you want to win over drivers, you need to make them a good offer—which can be costly for the company.
Negative perception of the profession
The pool of drivers fleet managers have to choose from is shrinking. This is in part due to the negative perception of the profession amongst some groups of people, with concerns around long working hours, inadequate facilities and low pay deterring potential employees. Although this is not always the case, debunking the job’s unsteady reputation requires considerable initiative from fleet leaders.
Pay disparity:
While some truck drivers succeed in accessing higher wages, it’s not the typical case. The average salary is relatively low and varies depending on factors like hours worked or miles driven.
According to the US Bureau of Labor Statistics, the average income for heavy and tractor-trailer truck drivers is around $57,440 per year. Oftentimes stressful and time-intensive, many truck drivers believe the job compensation is insufficient.
Driver dissatisfaction can also stem from differences in payment between trips —local or long-haul—or between competitors. Turnover stays high, as qualified candidates jump between tasks or companies in search of more favourable conditions.
Another financial obstacle to consider is the cost of obtaining a Commercial Driver’s License (CDL) in the first place. According to one source, getting your CDL in Europe is around 3.7 times the average monthly minimum wage. With a significant upfront cost before earning begins, young people may be thinking twice before pursuing this career route.
Job appeal:
Whilst driving is a true pleasure for many, making it a career can come with some inconveniences.
- Long trips and unpredictable clock-out times can complicate establishing a consistent work-life balance.
- Spending hours on the road can make it difficult to find comfortable, adequately equipped rest facilities or to stick to a healthy diet. It can also feel solitary at times—double-manning a truck is one solution to this.
- Staying seated for prolonged periods of time can cause certain health issues.
The perception that access to training or opportunities for progression is limited can also be a barrier, indicating a lack of investment in talent growth.
Knock-on effects of the truck driver shortage
The global lack of available drivers is a serious bump in the road for the logistics ecosystem.
Disrupted supply chain: fewer goods can be transported at a given time, causing backlogs at warehouses, delivery delays and scarcity of products in shops.
Uneven impact: the shortage is most serious for industries like healthcare or manufacturing who depend on just-in-time logistics. Companies in these sectors could find themselves faced with higher costs—having to pay extra for urgent delivery services—or diminished customer trust due to delayed shipments.
Increased costs: companies competing for a limited supply of drivers are forced to raise salaries to become the most attractive employer. These expenses may be compensated for by increasing the prices of goods and services for customers.
Effect on economy: the combination of the above factors has the capacity to stilt economic growth by slowing business, increasing operational costs and reducing availability of goods.
How fleets can combat the HGV driver shortage
There are various ways to attract and retain truck drivers, including increasing wages, improving benefits and offering training programmes for younger candidates. Read more about:
Adopting technological solutions to improve working conditions is another one of the winning strategies. Digitising aspects of drivers’ day-to-day saves time, reduces admin and boosts productivity. Gaining better visibility over employees thanks to fleet management solutions allows for operation optimisation and recognition of good work.
Fleet technology solutions to attract and retain drivers
Workflow management
Workflow management
Cut your team’s admin with automated processes. Make trips more efficient with route optimisation software to save drivers’ time.
OptiDrive 360
OptiDrive 360
Train and recognise employees with our driver scoring and coaching programme. Use behaviour data to teach and praise safe practices.
Predictive maintenance
Predictive maintenance
Keep drivers safe with a digital solution that schedules regular vehicle check-ups. Catch issues before they cause accidents.
Vehicle inspection app
Vehicle inspection app
Minimise paperwork and facilitate compliance for your drivers whilst ensuring their safety with an exhaustive roadworthiness checklist.
Professional navigation
Professional navigation
Rely on a best-in-class navigation system to save your drivers’ time by keeping them out of traffic, away from hazards and on the quickest routes.
How have governments responded to the HGV driver shortage?
Conscious of potential economic repercussions, governments across the globe have taken action to counteract the shortage. The initiatives in common include:
- Facilitating access and/or increasing investment into training programmes
- By making apprenticeships more available, countries aim to incentivise younger generations who are yet to choose a career.
- Improving working conditions and roadside facilities
- With fair pay and cleaner, safer rest areas, governments strive to make the profession more attractive.
As for compliance, some EU countries like Germany and Ireland even decided to relax driving hours regulations to temporarily increase driver availability.
Predictions for the future HGV driver supply
Given the restricted state of play, we can soon expect to see efforts from fleet businesses to loosen up the industry.
Short-term implications
- Greater investment into workforce development to increase pool of applicants.
- Expansion of technological solutions to automate admin and lighten driver workload.
- Funding of initiatives to raise awareness about careers in the sector and improve the image of the profession.
Long-term implications
Looking further ahead, fleet businesses may experience more disruptive changes.
- Introduction of more flexible employment models to accommodate drivers’ demands for a healthier work-life balance.
- Adaptation of supply chains to reduce dependence on long-haul trips.
- Adjustment of customer expectations to accept slower but more sustainable shipping methods—favouring both workers and the environment.
To put a final stop to the current shortage, it seems operational models must be reworked to prioritise driver wellbeing.
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