Addressing the driver shortage in the logistics sector

The logistics sector is facing an ongoing shortage of qualified drivers, putting pressure on costs, service levels, and operational teams across the UK. Addressing this challenge calls for more than just filling vacancies; it requires a strategic approach to recruitment and retention that builds up the workforce and keeps them engaged. This article explores practical solutions to attract, develop, and retain skilled drivers, focusing on long-term sustainability for logistics businesses in 2025 and beyond.

Understanding the deep-rooted causes of the UK’s driver shortage

Solving the shortage starts with an honest look at why it exists in the first place. There are a few factors at play: an ageing workforce, misconceptions about the role, and working conditions that can deter people from long-term careers. Addressing these factors gives HR, procurement and operations leaders the clarity to design targeted campaigns that actually solve the problem.

The demographic issue: An ageing workforce

HGV drivers are, on the whole, older than those in many other occupations, and retirements continue to outpace entrants. As highlighted by Walden University research on the ageing driver workforce, demographics are a major reason for this gap. Beyond headcount, there’s a risk of losing key knowledge — route nuances, safety insights, and customer expectations — that keeps fleets running smoothly.

So what can you do about this?

• Anticipate retirements and succession-plan at route level, not just headcount.
• Pair new starters with experienced drivers, through structured buddy schemes, to transfer know-how.
• Capture best practice (e.g. loading, customer protocols) in short video libraries that drivers can access on the move.

Perception Vs reality: Overcoming misconceptions and demanding conditions

Old stereotypes can still deter candidates (such as long, solitary hours and limited family time), while real pain points remain: unpredictable waiting times at depots, variable facilities, and the sense that drivers’ time is undervalued. Meanwhile, the industry’s progress — safer vehicles, better tech, clearer career paths — often goes unseen.

So, to rectify this image of the role, it pays to:

• Showcase the job’s modern reality: advanced safety features, route planning tools, and tangible career progression.
• Tackle issues that cause burnout: reduce unpaid waiting time, improve break facilities, and communicate schedule changes early.
• Make respect visible: service-level agreements with sites on turnaround times and priority bays for time-critical deliveries.

Proactive recruitment strategies to attract the next generation of drivers

Bringing in new driving talent in 2025 often means acting more like a marketer than an HR professional: providing clear propositions, streamlined journeys, and outreach to groups historically overlooked by the sector. The aim is to create a wider, warmer pipeline — and a hiring process that converts interest into signed contracts.

Widen the talent pool through diversity and inclusion

Opening doors to women, younger workers, veterans, and career changers expands capacity and skills. Purposeful outreach, including the use of peer role models and tailored support, can lead to a higher number of applications.

• Partner with veteran support organisations and offer skills translation for HGV roles; highlight teamwork, discipline and safety mindsets.
• Create mentorship programmes for women and publish profiles of female drivers and trainers to normalise representation.
• Develop ‘earn while you learn’ pathways to support licence acquisition and CPC completion for younger entrants.
• Promote upskilling from warehouse and yard roles into driving, providing funded training and guaranteed routes, post-qualification.

For more on broadening outreach, see this summary on recruiting women and veterans into driving.

Modernise the application process and build a compelling employer brand

A slow, unclear process loses candidates. Make it fast, mobile, and transparent — and tell a credible story about how you look after your people.

• Offer a mobile-first application with document upload, DVLA checks and DBS steps integrated.
• Commit to response-time SLAs (e.g. ‘within 48 hours’) and keep candidates updated via SMS or in-app notifications.
• Use realistic job previews: route patterns, shift rosters and vehicle types, so expectations match reality.
• Put drivers front and centre on your careers page, with short videos, safety commitments, training pathways, and recognition schemes.

Flexibility can help you manage fluctuating demand and attract talent

Predictability and choice matter. Where possible, build schedules and contracts that respect life outside work, and complement your core team with flexible, contingent support for peaks.

• Offer options such as four-day weeks, fixed regional routes, or split shifts for those with caring responsibilities.
• Ringfence short-haul and local drops for drivers who prioritise regular home time.
• Use a flexible workforce to scale safely during seasonal spikes or big projects, without overextending permanent headcount.

Building a loyal workforce: Long-term driver retention strategies

A people-first approach — including career development, a focus on wellbeing, and regular recognition—reduces churn, safeguards customer service, and lowers total labour spend.

Invest in comprehensive training and clear career development

• Onboard with structure: induction checklists, safety refreshers, vehicle walkarounds, and route shadowing.
• Fund CPC modules and advanced courses (eco-driving, incident prevention) with paid time for learning.
• Upskill to new technologies (EVs, telematics, alternative fuels) and build internal trainers from experienced drivers.
• Map transparent career ladders (driver trainer, lead driver, planner, transport supervisor) and share criteria for progression.

Prioritise driver wellbeing and a healthy work-life balance

Fatigue and stress lead to errors and resignations. Practical changes to rosters, rest, and support services signal genuine respect for people’s lives.

• Design predictable rosters with adequate rest; publish schedules earlier and reduce last-minute changes.
• Pay for waiting time and layovers; set site agreements that minimise delays.
• Improve access to decent facilities and clean break areas; reimburse essentials where facilities are limited.
• Offer confidential mental health support, sleep health education and signposting to financial guidance.

See this overview on work-life balance guidance for retention for further practical ideas.

Create a culture of recognition and open communication

• Hold regular driver forums or councils; publishing actions taken on any feedback.
• Recognise safe driving miles, customer compliments and helpful peer coaching with meaningful rewards.
• Equip frontline managers to run effective 1:1s and use data to spot early signs of disengagement.
• Share performance dashboards transparently — safety, on-time delivery, fuel efficiency — and celebrate improvements.

How technology can streamline driver recruitment and workforce management

Digital tools help both drivers and managers. The right tech cuts admin, improves visibility, and supports better decisions about hiring, scheduling, and spend.

Use data and analytics for smarter workforce planning

From shift fill rates to cost-to-hire, data gives a clear view of what’s working, and what isn’t. A vendor management system and workforce analytics help procurement and HR align budgets with service needs.

So what else can the right tech do?

• Build dashboards to track time-to-hire, onboarding, agency performance and schedule adherence.
• Forecast demand using seasonality, promotional calendars and customer SLAs to plan headcount early.
• Create a skills matrix (licences, vehicle types, site inductions) to assign work safely and efficiently.
• Benchmark sites and routes to spot hotspots for delays, incidents, or overtime spend.

Utilise mobile-first platforms for greater engagement 

Like most of us, drivers live on their phones. Give them tools that work anywhere —applications, document uploads, shift bookings, and instant communications — to make life that much easier, and reduce no-shows.

• Allow drivers to view and accept shifts, swap where permitted, and receive route updates in-app messaging.
• Automate compliance checks (licence, CPC, right to work), with expiry reminders, to maintain audit readiness.
• Centralise job posting, vetting, and scheduling, to cut manual effort and improve fill speed.

Technology-driven staffing solutions like Indeed Flex streamline job posting, candidate verification and shift management in one place.
For deeper reading on contingent staffing, see our industry report on combating the talent shortage.

Driving sustainable solutions for logistics in 2025

Addressing the UK’s driver shortage requires a strong focus on both recruitment and retention, with clear steps in place to help tackle demographic challenges, modernise perceptions, and change working conditions for the better. By considering more diversity in hiring, streamlining the whole application process, and introducing a degree of flexibility, businesses can attract a much broader talent pool.
In the longer term, investing in training, wellbeing, and staff recognition will help to retain skilled drivers.

Boost your workforce strategy today

Indeed Flex gives businesses on-demand access to a pre-verified, high-quality workforce, enabling them to scaling during peak periods and better manage fluctuating demand. Discover how our cutting-edge platform can transform your approach to staffing — request a demo today.