Around two-thirds of European operators report turning down new contracts as they cannot find enough drivers, with 65% of them ranking driver shortage as their most pressing concern. That’s four times the rate of any other issue.
IRU Secretary General Umberto de Pretto said, “Despite significant industry efforts, the shortage of drivers has deepened as a critical structural issue for the road transport industry. Driver recruitment is directly affecting transport capacity, business growth and supply chain reliability.”
The pressure is particularly severe for long-haul operators and smaller companies. Operators with fewer than 50 employees reported shortage rates 6 percentage points higher than those of large companies. Small operators with fewer than ten employees, which account for 98% of EU road freight enterprises and 79% of the workforce, often have fewer resources to invest in recruitment, training and international hiring.
Women and younger people remain heavily underrepresented. Women account for only around 4% of European truck drivers, despite evidence that they tend to enter the profession at a younger age than men. Removing barriers to training, improving facilities and modernising the image of the profession could open access to a much wider pool of potential drivers.
The retirement challenge makes this increasingly urgent. In Europe, around 660,500 drivers are expected to retire by 2030.
The report also highlights a major change in how professional drivers assess employment opportunities.
Pay remains important, but operators increasingly describe a “wage wall”. Higher wages alone are no longer enough to attract or retain drivers. Cab and trailer conditions, secure parking, time at home, predictable schedules and work-life balance are increasingly decisive. This shift is particularly visible in long-haul transport and coach tourism.
The report’s qualitative research reinforces the survey findings. IRU conducted in-depth interviews with national associations and major operators across Australia, Brazil, Canada, Europe and Türkiye.
The qualitative findings show that operators are adapting in different ways. Some are improving scheduling and working conditions. Others are investing in training, recruitment partnerships and clearer career pathways.
However, isolated company-level action is unlikely to be enough. The report points to examples from Finland, the Netherlands and Türkiye where cooperation between operators, associations and public authorities has helped create more effective recruitment pipelines.
“IRU is calling for coordinated action from governments and industry. The shortage cannot be solved by recruitment campaigns alone,” said Umberto de Pretto. “The sector must improve the quality of the job and make professional driving a career that people can enter, build and remain in.”
The report covers 18 markets across Europe, Australia, Brazil, China, Mexico and Uzbekistan, including the bus and coach sectors in Germany and Spain. It combines operator survey data with qualitative interviews, providing both a global benchmark and detailed insight into the realities behind the figures.
Tags: IRU Umberto de Pretto
