Addressing the HGV Driver Shortage in the UK: 2024/2025 Solutions and Strategies

In 2021, the shortage reached alarming levels, with the industry reporting a gap of over 100,000 drivers, up from 59,000 in 2019. Factors like Brexit, COVID-19, and new tax regulations (IR35) pushed many experienced drivers out of the industry, leaving a significant shortfall of talent. However, as we look ahead to 2024 and 2025, the efforts of the government and industry stakeholders are beginning to pay off, with key interventions improving the situation.

The road ahead, however, requires a more targeted approach to attracting, training, and retaining a new generation of drivers—particularly Gen Z talent and early career candidates. In this blog, we'll explore the depth of the crisis, how it's being addressed, and how data-driven recruitment platforms like Vision & Reach can help logistics companies meet their talent needs and build a reliable talent pipeline.

What Led to the UK HGV Driver Shortage?

The HGV driver shortage has been a multifaceted challenge, driven by several overlapping factors. The COVID-19 pandemic caused a significant disruption in training and licensing for new drivers, leaving a backlog of unqualified candidates. Brexit also resulted in the loss of EU drivers, who previously made up a large portion of the UK's truck-driving workforce. Moreover, the IR35 tax changes impacted HGV drivers working as contractors, making it less appealing for many to remain in the industry.

A major UK logistics company lost a significant number of drivers when the new tax rules came into effect. They struggled to replace them because training was delayed due to pandemic restrictions, leaving them understaffed for months.

Our Reach platform can help address this issue by optimising job ad placements and targeting qualified drivers where they are most active. With programmatic advertising, Reach ensures that your job ads reach not just active job seekers, but also passive candidates who may be considering re-entering the industry, allowing you to fill roles more efficiently.

What Are the Government and Industry Doing to Solve the Crisis?

In response to the growing driver shortage, the UK government and industry stakeholders have implemented several key initiatives. The Department for Transport has accelerated the HGV licensing process, increased funding to attract new drivers, and invested in improving working conditions for existing drivers. By 2023, the percentage of driver vacancies dropped from 43% to 23%, signalling a positive trend in tackling the issue.

Additionally, the government has earmarked £8 million to enhance HGV rest areas, addressing one of the long-standing concerns around poor working conditions, which have contributed to driver attrition.

Several UK truck parks, with the help of government funding, have upgraded their facilities, making them more driver-friendly. This has led to a reduction in complaints about poor rest conditions and helped with driver retention.

Recruitment is only part of the equation. Reach allows you to craft campaigns that highlight these improvements in working conditions, targeting Gen Z talent who are more likely to be drawn to companies that invest in employee well-being. By showcasing these changes, logistics firms can position themselves as more attractive employers.

How Can Logistics Firms Attract Younger Talent to the Industry?

One of the biggest challenges in the HGV sector is its ageing workforce. The average age of an HGV driver is 48 years old, and the industry has struggled to attract younger candidates. Gen Z, who are typically looking for more flexibility, better working conditions, and meaningful career progression, often overlook the sector due to the perception of difficult hours and stagnant career prospects.

To change this, the government has proposed lowering the minimum age requirement for HGV drivers, aiming to make the industry more accessible to younger candidates. Additionally, by improving driver facilities and promoting the role as a stable and rewarding career, the sector can begin to shift its image

Reach can run targeted campaigns that showcase internships, apprenticeships, and training programmes designed for early career talent. Vision allows you to track candidate engagement and adjust your approach to ensure you’re attracting the next generation of HGV drivers.

Can Streamlining Regulatory Hurdles Help Address the Shortage?

Another barrier to solving the HGV driver shortage is the complicated process of obtaining the necessary licenses and certifications. It can take months to complete the training and testing, which deters many potential candidates from pursuing a career in truck driving.

Industry stakeholders have been advocating for more flexible and streamlined testing procedures, similar to those used in the bus-driving sector. By simplifying the process and making it less time-consuming and costly, logistics firms can encourage more candidates to enter the market.

Using Reach and Vision combined, logistics companies can create data-driven job campaigns that emphasise the simplified application process, showcasing how easy it is for candidates to obtain the necessary certifications and licenses. By targeting both active and passive candidates, Reach ensures that these opportunities are visible to the right people at the right time.

How Can We Retain Existing Drivers in the Industry?

Retaining drivers is just as important as recruiting new ones. High turnover has been a persistent issue in the HGV industry, often caused by poor working conditions, long hours, and inadequate support. To retain drivers, logistics companies must focus on improving working conditions, offering competitive pay, and investing in long-term career development.

A major haulage company introduced a driver wellness programme, including access to fitness facilities, better rest areas, and regular health check-ups. As a result, driver satisfaction increased, and turnover dropped by 15% in just one year.

Jamyr, our video engagement platform, allows companies to showcase these improvements directly to candidates and employees. By creating engaging videos that highlight new facilities, wellness programmes, and opportunities for career progression, logistics firms can boost their retention efforts and keep their workforce engaged.

Can Data-Driven Recruitment Help Solve the HGV Driver Shortage?

While the HGV driver shortage in the UK remains a complex issue, solutions are beginning to emerge. The government’s interventions, industry efforts, and a renewed focus on improving working conditions are paving the way for a brighter future. However, to fully overcome this challenge, logistics companies need to embrace data-driven recruitment strategies to attract and retain Gen Z talent and early career drivers.

Platforms like Reach and Vision can help logistics firms stay ahead by targeting the right candidates, streamlining the hiring process, and optimising engagement. By leveraging these tools, companies can ensure they are well-positioned to meet the growing demands of the transportation sector in 2024 and 2025.

Ready to tackle the HGV driver shortage with a data-driven recruitment strategy? Book a demo today to learn how Reach, Vision, and Jamyr can help you attract top talent and improve retention