The HGV driver shortage in Ireland is a long-term issue driven by an ageing workforce, high training costs, poor work-life balance, increasing regulatory requirements, and competition from other sectors. Solving it will require a combination of industry and government initiatives, writes John Loughran.

Here are some of the most practical solutions:

1. Reduce the Cost of Driver Training

One of the biggest barriers is the €3,000–€5,000 cost of obtaining an HGV licence and the required Driver CPC qualification.

Possible solutions include:

• Government-funded training grants.
• Employer-sponsored licence schemes.
• Tax relief on training costs.
• Expansion of apprenticeship-style programmes.

2. Improve Pay and Benefits

Although wages have improved, many drivers still believe they do not adequately reflect the responsibilities of the job.

Employers could offer:

• Competitive salaries.
• Performance and safety bonuses.
• Pension contributions.
• Health insurance.
• Attendance and loyalty bonuses.

3. Improve Working Conditions

Long hours and nights away from home discourage new entrants.

Measures include:

• More predictable schedules.
• Better route planning.
• Greater use of relay driving.
• Increased availability of secure truck parking.
• Investment in modern, comfortable vehicles.

4. Attract Younger Drivers

The average age of HGV drivers in Ireland continues to rise.

The industry should:

• Promote logistics careers in schools and colleges.
• Create graduate and apprenticeship pathways.
• Highlight opportunities beyond driving, including transport management and fleet operations.
• Use social media to improve the industry’s image.

5. Encourage More Women into the Industry

Women remain significantly underrepresented in road transport.

Initiatives could include:

• Female-focused recruitment campaigns.
• Improved depot and roadside facilities.
• Flexible working arrangements.
• Mentoring programmes.

6. Recruit International Drivers

Ireland can help address immediate shortages by recruiting qualified drivers from overseas.

This requires:

• Faster recognition of overseas licences where appropriate.
• Streamlined employment permit processes.
• Relocation support.
• Language and integration assistance.

7. Invest in Technology

Technology cannot replace drivers, but it can make their jobs easier and more attractive.

Examples include:

• AI-powered route optimisation.
• Electronic proof of delivery.
• Telematics.
• Driver assistance systems.
• Digital paperwork.

Reducing administrative burdens allows drivers to spend more time driving productively.

8. Improve Driver Retention

Retaining experienced drivers is often more cost-effective than recruiting new ones.

Successful employers focus on:

• Career progression.
• Recognition programmes.
• Continuous professional development.
• Open communication with drivers.
• Wellbeing and mental health support.

9. Address Infrastructure Challenges

Government investment can make the profession more attractive by improving:

• Secure overnight parking.
• Rest facilities.
• Road infrastructure.
• Charging and refuelling infrastructure for low-emission HGVs.

10. Raise the Industry’s Profile

The haulage industry is essential to Ireland’s economy but often receives little public recognition.

Industry organisations and employers should promote:

• The vital role drivers play in keeping supply chains moving.
• Career opportunities.
• New technologies and sustainability initiatives.
• Success stories from younger drivers.

Long-Term Outlook

The shortage is unlikely to be solved by a single measure. The most effective strategy combines:

• Lower training costs.
• Better pay and working conditions.
• Improved work-life balance.
• Investment in technology.
• Recruitment of younger and more diverse drivers.
• Stronger government support.

With freight demand expected to remain strong and an ageing driver workforce approaching retirement, proactive action is essential if Ireland is to maintain a resilient and efficient road transport sector.