So it&rsquo;s the final blog in our stress free staffing campaign &ndash; not sure who&rsquo;s more devastated, you or us? Over the past year, we&rsquo;ve tackled the industry headaches that keep hiring managers up at night. From candidate quality to compliance conundrums, attrition to pricing and everything in between, we&rsquo;ve been there, done that, and (politely) told those stress points where to go.
This month? It&rsquo;s a big one. Possibly&nbsp;the big one: supplier relationships and communication. Because if you&rsquo;re constantly chasing info, repeating yourself, or wondering if your recruitment partner even remembers your site layout &ndash; it might be time for a rethink.
<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">When supplier relationships don&rsquo;t work, you feel it</h3>
Updates get missed, issues drag on, and the small stuff snowballs. If your agency&rsquo;s just sending drivers to fill shifts without understanding the bigger picture, that&rsquo;s not a partnership &ndash; it&rsquo;s box-ticking. And if you&rsquo;re constantly repeating instructions or picking up the slack, it quickly starts to feel more like hassle than help.
But when the relationship clicks, everything changes. Communication is seamless and things run more smoothly because your supplier actually gets it. They understand your peaks, your expectations, and how things operate day to day &ndash; and they deliver accordingly.
<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">&nbsp;Why communication counts</h3>
When communication&rsquo;s missing, it shows. You&rsquo;re often left in the dark, double-checking what&rsquo;s been actioned, and stepping in to keep things on track. It slows everything down and leaves you doing more hand-holding than you signed up for. And if it feels this disjointed on your side, chances are it&rsquo;s no better for the workers on the ground &ndash; confused candidates, unclear expectations, and radio silence after interviews don&rsquo;t exactly point to a well-oiled machine.
When it works, it makes all the difference. It&rsquo;s not just about routine reports &ndash; it&rsquo;s about staying in sync, spotting red flags early, and stepping in before problems spiral, whether it&rsquo;s peak season or just a regular Tuesday.
<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">Our values make the difference</h3>
Strong client relationships aren&rsquo;t built on guesswork. They need clear standards and consistent follow-through. We&rsquo;re driven to deliver &ndash; staying proactive, fixing problems fast, and keeping you in the loop without you needing to chase. We stay focused on solutions by asking the right questions and tailoring our approach to how your operation really works, not just how many heads you need. And we believe in respectful relationships, built on honest conversations, approachable people, and full transparency &ndash; no jargon, no drama, just solid support that protects your business.
<h3 class="MsoNormal" style="margin-bottom: 0cm;">Time for an agency partner review?</h3>
If your partner&rsquo;s making life harder than it needs to be, it might be time for a review. Ask yourself:
<ul>
<li class="MsoNormal" style="text-align: justify;">Am I getting timely and <a href="https://www.driving-force.co.uk/employers-news/the-power-of-transparent-pricing-in-recruitment/" target="_blank" rel="noopener">transparent</a> updates?</li>
<li class="MsoNormal" style="text-align: justify;">Does my provider really understand my business?</li>
<li>Are problems resolved quickly and openly?</li>
</ul>
If the answer to any of those is no, maybe it&rsquo;s time to try a different approach. Ready for stress free staffing? <a href="https://www.driving-force.co.uk/employers-get-in-touch/" target="_blank" rel="noopener">Let&rsquo;s talk</a>.

Stress free staffing, the final frontier: supplier relationships and communication

Welcome to the time of year when the football seasons wrap up, bank holidays roll in, and suddenly the idea of showing up on time becomes&hellip;optional?
If you&rsquo;re in the transport and logistics industry, you&rsquo;ve probably seen the pattern: warmer weather, longer days, and a spike in no-shows and late arrivals. Add a couple of last-minute &ldquo;sick days&rdquo; into the mix, and your morning shift plan can start to look more like wishful thinking than concrete reality.
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<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">It starts with prevention, not panic</h3>
We&rsquo;ve seen enough staffing schedules unravel to know this much: the best way to handle no-shows is to stop them before they happen. That starts with proper screening and onboarding, making sure every candidate is suited to the job role, shift pattern, and working environment before they ever step foot on site. Pre-screening calls, reference checks, red flag spotting &ndash; it&rsquo;s all part of how we lay solid foundations. And with a national recruitment centre and regional teams on hand, we can mobilise drivers immediately to meet demand, to make sure our clients are fully staffed and moving.
From there, we focus on staying one step ahead. Weekly updates. Shift reconfirmations. Clear absence procedures. We stay in touch, not just when something goes wrong, but on a regular basis. Because when you check in often, you spot problems before they snowball. And if someone is unavailable last minute? A two-hour call-in window gives us time to step in. When they&rsquo;re back? We have a quick catch-up. No clipboard grilling, just a simple check to make sure they&rsquo;re okay &ndash; because sometimes the small conversations are the most telling.
And when drivers move on, we don&rsquo;t just wave them off; we ask questions. Feedback on the onboarding process, work schedules, and the day-to-day reality of the job helps us spot what&rsquo;s working (and what&rsquo;s not). It&rsquo;s how we refine our approach, keep engagement high, and boost retention over time.
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<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">Wen life throws a curveball</h3>
No matter how much you prepare, sometimes people get sick. Cars break down. Alarms don&rsquo;t go off. We get it &ndash; and we plan for it.
If someone drops out, we&rsquo;re already on it. The search functionality in our candidate management system helps us identify trained, available drivers in seconds &ndash; and once we&rsquo;ve got the list, our team moves fast, making direct calls and running targeted searches to get someone on-site without missing a beat.
And we don&rsquo;t just plug holes &ndash; we look for patterns, tightening things up before small issues become big problems. Reacting quickly is important. Learning from it? Even better.
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<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">A safety net you can count on</h3>
We&rsquo;re all about finding candidates who show up, stay on track, and keep everything running without a hitch. But we also know things can go off course. That&rsquo;s why we&rsquo;ve always got a backup plan ready, so when the unexpected happens, you&rsquo;re never left scrambling to fill the gap.
Sunshine, sick days, sudden no-shows &ndash; we can&rsquo;t control when they hit, but we can make sure you&rsquo;re never caught out. So, if your current setup isn&rsquo;t cutting it, <a href="https://www.driving-force.co.uk/employers-get-in-touch/" target="_blank" rel="noopener">let&rsquo;s talk</a>. We&rsquo;re here to <a href="https://www.driving-force.co.uk/lets-get-started/" target="_blank" rel="noopener">help you</a> smooth things out.

Sun’s out, staff’s out? Not on our watch

IT&rsquo;S HAPPENING. Spring has officially sprung, the clocks have gone forward, and if you&rsquo;ve already powered through your emergency stash of Mini Eggs &ndash; we&rsquo;re not judging. It&rsquo;s the perfect time to shake off the winter chill and gear up for the months ahead. And with Q2 already well underway, now&rsquo;s the time to shift focus and plan for what&rsquo;s next.
So, whether you're counting down to the next bank holiday weekend, or just counting how many tachographs you&rsquo;ve still got to log, we&rsquo;ve got the latest from the employment and driving sectors to keep you in the loop. Grab a brew, take five, and let&rsquo;s dive in.
<h3>Employment</h3>
Universal is bringing the magic to the UK with its first European theme park, set to open near Bedford in 2031. The project will create 28,000 jobs across construction, hospitality, and the creative industries, with 80% of roles expected to go to local workers. Alongside the rides and attractions, the site will include a 500-room hotel and retail complex. With planning set to be submitted soon and construction kicking off next year, this is set to be a game-changer for the region - and a huge lift for the UK job market. <a href="https://www.personneltoday.com/hr/universal-theme-park-jobs/" target="_blank" rel="noopener">Find out more about the theme park here.</a>
<h3>Driving</h3>
From 21 April 2025, HGV drivers heading abroad will need to follow updated AETR rules. That means carrying 56 days of driving records (up from 28), and saying goodbye to some familiar UK/EU exceptions - including flexibility around weekly rest or delays. HGV operators must retrofit a smart tachograph 2 by 18 August 2025 if their vehicle currently has the earlier version (or by July 2026 for lighter HGVs).None of this applies to UK only drivers, but international operators should start preparing now. <a href="https://motortransport.co.uk/prepare-for-changes-to-drivers-hours-rules-dvsa-warns-hgv-operators/25992.article" target="_blank" rel="noopener">Take a look further here.</a>
The RHA has welcomed the &pound;30m investment to reopen Doncaster Sheffield Airport, calling it a major opportunity for regional growth. The South Yorkshire Mayor says the project will create new jobs and unlock economic potential - and the RHA&rsquo;s keen to make sure the haulage and logistics sector is right at the heart of it. With freight and infrastructure playing a key role in the redevelopment, they&rsquo;ve also issued a reminder: the industry needs 40,000 new lorry drivers every year for the next five years to meet demand and keep big projects like this on track. <a href="https://www.ukhaulier.co.uk/news/road-transport/haulage/reopening-doncaster-sheffield-airport-will-drive-growth-says-rha/" target="_blank" rel="noopener">Learn more here.</a>
<h3>We'd love to hear from you!</h3>
DFR Roadmap is for you. We care you find it useful so if you have any suggestions around what you'd like to read, or if you have any questions for our team, please let us know.&nbsp;<a href="https://www.driving-force.co.uk/employers-get-in-touch/" target="_blank" rel="noopener">Get in touch with us today.&nbsp;</a>

A career rollercoaster? How Universal’s UK theme park is set to create 28,000 jobs

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Welcome to your March edition of The Roadmap - your favourite driving recruitment newsletter! As March winds down, we&rsquo;re bidding farewell to Ramadan - Eid Mubarak for the coming weekend, to all who celebrate! Easter is still a few weeks away, so if you&rsquo;re sticking to your Lent sacrifices, stay strong. We&rsquo;re here to see you through the final stretch of the month with the latest from the employment and driving sectors. So grab a brew and whatever Lent-friendly snack is getting you through, and let us regale you with the latest tales from the industry.
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<h3>Employment.</h3>
Big changes are coming to disability and sickness benefits, with the government aiming to get more people back into work. From cuts to the health top-up on Universal Credit for new claimants to a &pound;1bn investment in work programmes, the focus is shifting towards employment. By 2028, the work capability assessment will be scrapped, and jobseekers who&rsquo;ve paid in could get higher unemployment support. There&rsquo;s also a push for more face-to-face assessments and a &ldquo;right to try&rdquo; scheme, letting disabled people test working without risking their benefits. While ministers insist this will reduce long-term unemployment, charities warn it could push more people into poverty. <a href="https://www.theguardian.com/politics/2025/mar/18/key-changes-uk-benefits-cuts-disability-pip-labour" target="_blank" rel="noopener">Read more here.&nbsp;</a>
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<h3 data-pm-slice="1 1 []">Latest Employment Data.</h3>
Estimates for payrolled employees increased by 9,000 (0.0%) between December 2024 and January 2025 and rose by 44,000 (0.1%) between January 2024 and January 2025. The early estimate of payrolled employees for February 2025 increased by 21,000 (0.1%) on the month and increased by 66,000 (0.2%) on the year to 30.4 million.
The UK employment rate for people aged 16 to 64 years was estimated at 75% in November 2024 to January 2025. This is above estimates of a year ago, and up in the latest quarter. The unemployment rate for those aged 16 years and over stood at 4.4% during the same period, an increase from a year earlier and the previous quarter. The UK Claimant Count for February 2025increased on the month and is up on the year, at 1.775 million.
Economic inactivity among people aged 16 to 64 years was estimated at 21.5% in November 2024 to January 2025. Job vacancies in the UK in December 2024 to February 2025 was 816,000. Vacancies are broadly unchanged on the quarter (with early estimates suggesting a small increase of just 1,000) and are still above pre-coronavirus (COVID-19) pandemic levels.
Annual growth in employees' average regular earnings (excluding bonuses) was 5.9%, while total earnings (including bonuses) grew by 5.8% from November 2024 to January 2025. RTI pay data showed a similar growth rate compared to Average Weekly Earnings (AWE) including arrears. When adjusted for inflation using the Consumer Prices Index including owner occupiers' housing costs (CPIH), real-term growth was 2.2% for regular pay and 2.1% for total pay during the same period. In January , 50,000 working days were lost to labour disputes.&nbsp;For more details,&nbsp;<a tabindex="-1" href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/latest" target="_blank" rel="noopener">read the full ONS labour market report.</a>
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<h3 data-pm-slice="1 1 []">Driving.&nbsp;</h3>
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Big changes are coming to driving licences this summer, with the government rolling out digital versions as part of its new&nbsp;<a href="http://gov.uk/" target="_blank" rel="noopener">GOV.UK</a> Wallet app. Designed to make identity checks easier and cut admin costs, the move has divided opinion. Supporters highlight the security of smartphone features like facial recognition, while others worry about accessibility - especially for older drivers. The good news? It&rsquo;s optional, and physical licences aren&rsquo;t going anywhere, so those who prefer a traditional card can stick with what they know &ndash; at least for now!<a href="https://www.express.co.uk/life-style/cars/2025766/new-driving-licence-rule-dvla" target="_blank" rel="noopener"> Read more here.&nbsp;</a>
 
More HGV drivers on the road? A win is a win, but let&rsquo;s not get carried away just yet. Almost half of them are over 50, fewer people are taking tests, and vacancies are up. Logistics UK is waving the warning flag, but there&rsquo;s hope: the Generation Logistics campaign has made logistics 37% more appealing (which, let&rsquo;s be honest, is no small feat). The challenge now is turning that awareness into new drivers. Want to know more, <a href="https://motortransport.co.uk/industry-news/hgv-driver-shortage-eases-but-much-more-needs-to-be-done-warns-logistics-uk/25792.article#:~:text=The%20number%20of%20HGV%20drivers,skills%20shortage%20is%20not%20over." target="_blank" rel="noopener">read the full article here.</a>&nbsp;
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Work push or setback? The Government’s big benefits overhaul

If you&rsquo;re an employer, HR professional, or just someone who likes to keep ahead of the latest workplace changes, 2025 is shaping to be a big year for employment law. From new leave entitlements to rising payroll costs, there&rsquo;s a lot to take in. And with some updates hitting as early as April, now&rsquo;s the time to make sure you and your business are prepared.
&nbsp;
The good news? You don&rsquo;t have to navigate these changes alone. Here&rsquo;s the lowdown of what&rsquo;s coming and what it means for businesses.
&nbsp;
<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">April 2025: higher wages and rising employer costs</h3>
&nbsp;
April brings the usual national living and minimum wage (NLW/NMW) and statutory pay increases, but this year&rsquo;s changes are particularly significant:
<ul style="text-align: left;">
<li style="text-align: justify; color: #000000;">From 1st April 2025, businesses must prepare for the largest recorded increase in both the National Living Wage (NLW) and National Minimum Wage (NMW). The NLW will rise by 6.7%, increasing from &pound;11.44 to &pound;12.21 per hour. However, younger workers will see the most significant wage hikes, with 18&ndash;20 year olds receiving a 16.3% increase and under-18s seeing an almost 18% rise, as the government aims to align wage growth with the ongoing cost of living crisis.</li>
<li style="text-align: justify; color: #000000;">Employers must also account for increases in statutory payments. Statutory Sick Pay (SSP) will rise to &pound;118.75 per week, while maternity, paternity, adoption, shared parental, and bereavement pay will all increase to &pound;187.18 per week from April 2025.</li>
</ul>
Alongside these changes, employer national insurance contributions (NICs) will increase from 6th April.
The earnings threshold at which employers start paying NICs will drop from &pound;9,100 to &pound;5,000, meaning more of an employee&rsquo;s earnings will be subject to NICs.
The employer NICs rate will increase from 13.8% to 15%, significantly raising payroll costs for businesses.
The same date also marks the introduction of the Neonatal Care (Leave and Pay) Act 2023, granting parents up to 12 weeks of paid leave if their baby requires neonatal care. This long-overdue change will provide vital support to families dealing with an unexpected hospital stay.
&nbsp;
<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">Employment Rights Bill: more worker protections on the way</h3>
The Employment Rights Bill (ERB) sets out a range of reforms aimed at strengthening worker protections, with many expected to take effect from 2026. A key focus is expanding day-one rights, including protection from unfair dismissal as well as entitlement to paternity, parental, and bereavement leave.
&nbsp;
Statutory sick pay eligibility is also set to change, with plans to remove the lower earnings limit and scrap the waiting period - ensuring SSP is available from the first day of illness. Whilst these changes promise greater security and peace of mind for millions of workers who currently miss out under existing rules, it does also mean increased costs for businesses that previously relied on the exemptions. Labour also plans to do away with minimum age bands, likely affecting the 18-20 bracket, meaning all adults would be entitled to the same rate. Currently, there&rsquo;s no confirmed start date, but the changes could have a major impact on sectors like retail, leisure, and hospitality, where younger workers make up a large share of the workforce, although further clarity is needed on how they will affect agency workers &ndash; including what constitutes "day one" entitlement and how regular earnings are calculated. In the meantime, the Recruitment and Employment Confederation (REC) will continue to work with the Government to ensure that the final legislation is fair and takes into account the unique nature of agency work.
&nbsp;
Other proposed reforms include new restrictions on zero-hours contracts and fire-and-rehire practices, along with stronger protections for pregnant workers. The Government has already held consultations across some of these changes and plans to continue discussions throughout the year, although there&rsquo;s no confirmed timeline yet. With so much in the pipeline, the REC has emphasised the need for clear guidance and a collaborative approach between employers and trade unions to ensure the bill&rsquo;s measures are both practical and effective - so businesses should stay tuned and consider the potential cost implications as these reforms evolve.
&nbsp;
<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">Draft Equality (Race and Disability) Bill: a step towards stronger protections</h3>
Targeted for spring 2025, this bill aims to tighten protections against race and disability discrimination. While an exact date isn&rsquo;t set, it&rsquo;s a crucial update for businesses looking to bolster their diversity and inclusion policies.
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<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">Pensions Scheme Bill: more changes coming soon</h3>
The Pensions Scheme Bill is on the agenda, with some changes in the works for later this year. One idea is to let employers withdraw surplus funds from defined benefit (DB) schemes - a move that could certainly boost growth and enhance benefits, though these surpluses are mostly tied up in the largest schemes. More details are due in spring - so any day now!
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<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">Right to Switch Off: is it on hold?</h3>
The &ldquo;right to switch off&rdquo; has been gaining traction across Europe, with Ireland adopting it as a code of practice and Belgium even making it a legal requirement. Originally expected by 2026, the statutory code of practice was meant to guide how businesses handle out-of-hours work and promote work-life balance. However, recent updates (or a lack thereof!) suggest that the Government is no longer prioritising the issue.
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<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: left;">What should employers do now?</h3>
Change can bring uncertainty, but it doesn&rsquo;t have to be stressful. The key is preparation - reviewing policies, adjusting payroll strategies, and keeping an eye on the evolving employment landscape will help businesses stay ahead.
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Not sure how these changes will impact your workforce? That&rsquo;s where we come in. As a recruitment partner who understands the complexities of employment legislation, we help businesses stay compliant, competitive, and fully staffed - even in times of change. If you&rsquo;re worried about workforce planning,<a style="color: #000000;" href="https://www.driving-force.co.uk/recruit-staff/"> let&rsquo;s talk.</a> Because the businesses that prepare now will be the ones that thrive in 2025 and beyond.

UK employment law updates: what’s changing in 2025 (and beyond)

In the world of industrial recruitment, few things are as frustrating as unclear pricing. If you&rsquo;ve ever looked at your rate calculations and thought, &ldquo;how does this add up?&rdquo;, you&rsquo;re not alone. We don&rsquo;t think transparent pricing should just be a box to tick &ndash; it&rsquo;s the foundation for building trust and making sure your business gets the value it deserves.
<h3>Money talks &ndash; but is yours saying what you think it is?</h3>
Let&rsquo;s face it, if your current supplier can&rsquo;t explain exactly how their rates are calculated, that&rsquo;s a red flag. Hidden costs, vague explanations, and unexpected surcharges can leave you questioning if your spend is working hard &ndash; or hardly working.
Clarity isn&rsquo;t just a nice-to-have; it&rsquo;s non-negotiable for making informed decisions and maintaining control over your spend. Without transparency, it&rsquo;s impossible to see whether the rates you&rsquo;re paying align with the value you&rsquo;re getting - or if you&rsquo;re funding inefficiencies that could have been avoided.
<h3>Margins that look too good to be true (which means they probably are)</h3>
A low margin might look good on paper, but it often hides overcharges in other areas. Are you paying more for overtime or holiday pay than you should? Is your supplier&rsquo;s markup quietly creeping into costs labelled as &lsquo;extras&rsquo;? &nbsp;Because, if it feels too good to be true, it probably is.
And here&rsquo;s the real risk: some providers offering suspiciously cheap rates are using <a style="color: #242c52;" href="https://www.gap-personnel.com/employers-news/umbrella-companies/" target="_blank" rel="noopener">umbrella schemes</a> to drive down costs. These schemes are now under increased government scrutiny, and for the first time, liability could be traced back to your business directly &ndash; just as we saw with IR35.
With upcoming regulatory changes, the days of outsourcing risk through questionable supply chains are coming to an end. If your provider&rsquo;s rates seem unusually low, it&rsquo;s worth asking why &ndash; before your business finds itself caught up in compliance risks it never signed up for.
<h3>Transparent pricing done right</h3>
Pricing shouldn&rsquo;t be a guessing game. We keep it simple, competitive, and - most importantly - clear, using the Association of Labour Provider&rsquo;s (ALP) transparent charge rate guidance as the foundation for how we structure our rates. It&rsquo;s not just industry best practice - it&rsquo;s how we make sure every client knows exactly where their money is going. And this year, another cost factor is at play: the Employer&rsquo;s National Insurance (NI) thresholds and contributions are shifting, bringing significant cost implications. If your supplier is offering reduced rates despite these increased costs, it&rsquo;s worth questioning how they&rsquo;re making up the difference. We help businesses navigate these changes with accurate, transparent rate calculations, ensuring full compliance and financial clarity.
<h4>Here&rsquo;s what that means for you:</h4>
<ul>
<li class="MsoNormal" style="text-align: justify; color: #242c52;">All our costs are broken down so nothing&rsquo;s hidden in the &lsquo;fine print&rsquo; (we&nbsp;know you&rsquo;re heard that before).</li>
<li class="MsoNormal" style="text-align: justify; color: #242c52;">&nbsp;No sneaky fees creeping in to eat away at your margins.</li>
<li class="MsoNormal" style="text-align: justify; color: #242c52;">A fair, industry-backed structure that keeps everything above board.</li>
</ul>
<h3>Let&rsquo;s get transparent together</h3>
We&rsquo;re taking our commitment to transparency a step further this March with our ALP rate reviews. Whether you&rsquo;re already working with us or considering making the switch, these reviews are designed to ensure you&rsquo;re getting maximum value from your<a style="color: #242c52;" href="https://www.gap-personnel.com/employers-news/best-price-vs-best-value-blog/" target="_blank" rel="noopener"> recruitment spend.</a>
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Ready to eliminate the guesswork? <a style="color: #3598db;" href="https://www.gap-personnel.com/employers-get-in-touch/" target="_blank" rel="noopener">Contact us today </a>to discuss how we can take the stress out of pricing with clear, honest, and tailored solutions for your business.

The power of transparent pricing in recruitment

With January almost behind us (which puts it firmly on the &lsquo;out&rsquo; list), it&rsquo;s time to focus on what&rsquo;s&nbsp;in&nbsp;for the year ahead. No fads here - just the latest updates from the employment and driving sectors, neatly packaged for your convenience.
So, grab a brew, take five, and let&rsquo;s get stuck in.
<h3>Employment</h3>
2025 is shaping up to be an eventful year for employment law, with some big changes on the horizon. We&rsquo;ve already covered the Employment Rights Bill, introduced to Parliament last year, but as with most new legislation, it can take a while before any reforms take effect. Still, it&rsquo;s set to shake things up with changes such as "day one" unfair dismissal rights, limits on zero-hour contracts, expanded statutory sick pay eligibility, and tighter rules on "fire and rehire" practices - though most of these won&rsquo;t kick in until 2026. Flexible working is also getting a glow-up, with employers needing solid reasons to refuse requests. Meanwhile, pay gap reporting will soon include ethnicity and disability, and we&rsquo;re waiting to hear more about the long-awaited Neonatal Care (Leave and Pay) Act 2023. So, lots to watch, but don&rsquo;t worry - we&rsquo;ll keep you in the loop as it all unfolds!
<h3>Latest Employment Data...</h3>
This month's labour market figures show a combination of positive and challenging trends. Estimates for payrolled employees in the UK decreased by 32,000 (0.1%) between October and November 2024 but rose by 95,000 (0.3%) between November 2023 and November 2024. The early estimate for December 2024 shows a further decrease of 47,000 on the month, bringing the total to 30.3 million; this figure is provisional and may be revised.
The UK employment rate for people aged 16 to 64 years was estimated at 74.8% in September to November 2024, largely unchanged from a year ago but slightly lower than the previous quarter. The unemployment rate for those aged 16 years and over was 4.4% during the same period, higher than a year earlier and up from the previous quarter.
Economic inactivity among people aged 16 to 64 years decreased to 21.6%, reflecting improved labour market participation. However, job vacancies continued to decline, falling by 24,000 to 812,000 for the three months ending in December 2024. This marks the 30th consecutive period of decline, although vacancies remain above pre-pandemic levels.
Wage growth remained solid, with annual increases of 5.6% for both regular and total pay in the three months to November 2024. When adjusted for inflation, real-terms growth stood at 3.4%. In November, 42,000 working days were lost to labour disputes, primarily in the education and transport sectors. The Claimant Count for November 2024 rose to 1.769 million, influenced by changes to work search requirements. For more details,<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/uklabourmarket/latest" target="_blank" rel="noopener">&nbsp;read the full ONS labour market report.</a>
<h3>Driving</h3>
The UK and Switzerland have joined the EU in allowing international hauliers until 28 February to install second-generation smart tachographs, extending the original 31 December deadline. This grace period means no penalties for non-compliance during the transition, with several EU countries - including France, Italy, and Spain - also adopting the approach. The UK and Switzerland have also asked the EU to extend this leniency to their hauliers operating in EU states, but given adoption remains voluntary, operators should check local enforcement policies to make sure they stay compliant. Read more <a href="https://trans.info/en/uk-switzerland-tacho-403532" target="_blank" rel="noopener">here </a>.&nbsp;
The Road Haulage Association (RHA) is taking significant steps to address diabetes in the transport sector. Managing Director Richard Smith announced two key initiatives: developing a driver guidance paper with the Diabetes Safety Organisation and pursuing Diabetes Safe Accreditation in 2025. The move stems from a recent survey revealing professional drivers are twice as likely to develop diabetes, with unmanaged conditions potentially increasing workplace risks. By providing awareness training, promoting glucose testing, and creating supportive workplace environments, the RHA aims to make commercial transport the first diabetes-safe industry in the UK. <a href="https://www.ukhaulier.co.uk/news/road-transport/health-and-safety/rha-supports-industry-efforts-to-tackle-diabetes-in-the-workplace/" target="_blank" rel="noopener">Read full article.&nbsp;</a>
&nbsp;
UK Haulier&nbsp;has reported that the current driver shortage isn&rsquo;t just about a lack of people - it&rsquo;s about working conditions that make it hard to attract and keep people in the industry. Low pay, long hours, and an ageing workforce mean more drivers are leaving than joining, and while the government has pledged improvements, businesses are already feeling the pressure. <a title="Read more" href="https://www.ukhaulier.co.uk/news/road-transport/drivers/addressing-driver-shortage-challenges-in-2025/" target="_blank" rel="noopener">Read more.&nbsp;</a>&nbsp;As a recruitment agency, we know that pay, conditions, and career support make all the difference. If you&rsquo;re looking for ways to strengthen your workforce, we&rsquo;re here to help &ndash;&nbsp;<a href="https://www.driving-force.co.uk/employers-get-in-touch/" target="_blank" rel="noopener">get in touch</a> today.&nbsp;
&nbsp;
<h3>Events and webinars</h3>
ALP - Calculating Charge Rates in 2025
Online event: 21st February 2025
Get your tickets&nbsp;<a href="https://www.labourproviders.org.uk/product/alp-webinar-calculating-charge-rates-in-2025-21st-february/" target="_blank" rel="noopener">here</a>.
&nbsp;
ALP - NMW Compliance in 2025
Online event: 27th February 2025
Get your tickets&nbsp;<a href="https://us06web.zoom.us/webinar/register/WN_UN9B-nnsT6yr6oWgGzvUDw#/registration" target="_blank" rel="noopener">here.</a>
&nbsp;
ALP - Complying with the GLAA Licensing Standards
Online event: 4th March 2025
Get your tickets&nbsp;<a href="https://www.eventbrite.co.uk/e/alp-academy-complying-with-glaa-licensing-standards-tickets-1091113994329?aff=oddtdtcreator" target="_blank" rel="noopener">here</a>.
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<h3>We'd love to hear from you!</h3>
DFR Roadmap is for you. We care you find it useful so if you have any suggestions around what you'd like to read, or if you have any questions for our team, please let us know. <a href="https://www.driving-force.co.uk/employers-get-in-touch/" target="_blank" rel="noopener">Get in touch with us today.&nbsp;</a>
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New rights, new rules: how 2025 is set to change up the workplace

2024 UK Budget announcement brought forward a number of changes set to make a real impact on the labour market. As always, we&rsquo;re keeping a close eye on what these changes mean for you and your workforce, and we&rsquo;ve pulled together the key points from the budget to help you understand the road ahead. From employment-related shifts to broader financial measures that could affect everything from staffing costs to business planning, here&rsquo;s a rundown of what you need to know.
Increases to employers' national insurance costs
As expected, the headline change and biggest revenue raiser came in the form of changes to employers' national insurance contributions (NIC). With effect from April 2025:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">the rate of employers' NIC will rise to 15%&nbsp;from the current 13.8%</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">the &lsquo;secondary threshold&rsquo;,&nbsp;above which employers' NIC is payable,&nbsp;will drop from &pound;9,100 annually to &pound;5,000,&nbsp;resulting in an additional &pound;4,100 potentially subject to the new 15% rate.</li>
</ul>
Combined with the increase in NLW/ NMW rates announced, employers are faced with a twofold hit on their employment costs.&nbsp;
On a more positive note, an increase in Employment Allowance from &pound;5,000 to &pound;10,500 from April 2025 helps in supporting smaller employers with these additional costs.&nbsp;
National Minimum / Living Wage
The main rate of the NLW for those&nbsp;aged 21+ will increase by 6.7% to &pound;12.21per hour from April 2025.
The Government also wishes to bring the&nbsp;18-20 rate&nbsp;up to parity with the main rate. Steps towards this will begin with&nbsp;an increase of 16.3% to &pound;10/hour from April 2025,&nbsp;with more increases expected in the coming years.
In the short to medium term there is the potential for this to result in a decrease in the relative attractiveness of younger, less experienced workers to employers.
Umbrella companies&nbsp;
During her Budget the Chancellor highlighted the significant tax losses derived from non-compliance of umbrella companies. The Government therefore intends to position&nbsp;responsibility for PAYE with agencies or,&nbsp;where there is no agency,&nbsp;with end users that engage umbrella companies.&nbsp;
The proposals will inevitably simplify the task otherwise faced by HMRC of navigating legal complexities around who is actually the employer but are likely to have far-reaching impacts on how the temporary labour market operates.
Capital gains tax&nbsp;
Widely anticipated changes to&nbsp;<a href="https://www.rsmuk.com/what-we-offer/services/tax/private-client-and-family-wealth/capital-gains-tax">capital gains tax</a>&nbsp;(CGT) rates included&nbsp;increasing the lower rate of CGT from 10% to 18% and the higher rate from 20% to 24%, with effect from 30 October 2024.
Although the lifetime amount of gains eligible for&nbsp;<a href="https://www.rsmuk.com/what-we-offer/services/tax/private-client-and-family-wealth/business-asset-disposal-relief">business asset disposal relief</a>&nbsp;(BADR) remains at &pound;1m, the rate of CGT payable on such gains will&nbsp;increase from the current rate of 10% to 14% from 6 April 2025 and 18% from 6 April 2026.
Inheritance tax&nbsp;
The Chancellor announced that the&nbsp;<a href="https://www.rsmuk.com/what-we-offer/services/tax/private-client-and-family-wealth/inheritance-tax">inheritance tax</a>&nbsp;(IHT) nil rate band (currently &pound;325,000) and residence nil rate band (&pound;175,000) are to&nbsp;remain frozen until 2030.&nbsp;However, there were sweeping changes to business property relief (BPR) and agricultural property relief (APR).
From 6 April 2026 the first &pound;1m of a claim for BPR and APR combined will continue to be exempt from IHT.&nbsp;Claims for BPR and APR in excess of &pound;1m will attract relief at 50%, giving an effective rate of IHT of 20%.&nbsp;There will also be relief from IHT on 50% of the value of shares held on the alternative investment market (AIM) giving an effective rate of IHT on the value of AIM shares of 20%.
Pensions
Currently pensions are excluded from IHT. From April 2027, any value left in your personal pension pot on your death will be&nbsp;included in your IHT estate and taxed in the usual way.&nbsp;
Income tax personal allowance and fiscal drag
The government has decided not to not extend the freeze on income tax and national insurance thresholds beyond April 2028.&nbsp;From April 2028, personal tax thresholds will once again increase by the rate of inflation.
Stamp duty land tax
Buyers of second homes and buy-to-let properties in the UK are faced with an&nbsp;immediate increase in stamp duty land tax (SDLT). With effect from 31 October 2024, the higher rate for additional dwellings (HRAD) increases from 3% to 5%.
Private equity
The Chancellor has opted for a&nbsp;staged approach to carried interest tax, raising the rate to 32% from April 2025 -&nbsp;much lower than the feared 45%. However, the main announcement was the delay of significant changes to carried interest taxation to bring it into the income tax framework. A more targeted, fairer, and simpler regime is promised, likely starting in April 2026.
Business taxation
The Chancellor confirmed the&nbsp;main rate of corporation tax will remain at 25% for the life of this parliament.
On capital allowances, there is a commitment to retain permanent full expensing with the prospect of consultation on extending full expensing to leased assets, simplifying the legislation more broadly, and launching a consultation to review the effectiveness of land remediation relief.&nbsp;
VAT and other indirect taxes&nbsp;
VAT-related announcements in the Chancellor&rsquo;s speech were limited to reconfirming that&nbsp;VAT will be added to private school fees with effect from 1 January 2025.&nbsp;&nbsp;
The Chancellor also announced&nbsp;increases to air passenger duty on economy short haul flights and private jets, and excise duty on tobacco.&nbsp;These increases were accompanied by more welcome announcements on&nbsp;extending the 5p cut on fuel duty for a further year, and a cut to duty on draft beer.&nbsp;Further low-profile tweaks to&nbsp;<a href="https://www.rsmuk.com/what-we-offer/services/tax/vat-and-indirect-tax">VAT and other indirect taxes</a>&nbsp;may emerge in the published detail following the Chancellor&rsquo;s speech.
Supporting you through the changes
We&rsquo;re here to guide you through these legislative updates and will be ready to consult with you on how the new measures will impact your rates from April 2025. Our transparent pricing models &mdash; already factoring in Employers' National Insurance thresholds &mdash; are designed to adapt seamlessly, ensuring you have a clear and straightforward breakdown of costs.
Rest assured, our temporary workers are paid on a PAYE basis with no reliance on umbrella schemes, reflecting our commitment to being a compliant and reliable part of your supply chain.
As always, we&rsquo;ll continue to monitor any further developments closely and keep you updated with any new information. Please don&rsquo;t hesitate to reach out with questions or for additional support&mdash;we&rsquo;re here to help.

Key budget announcements – what it might mean for you and your business

Last week the King delivered his speech to the House of Lords, introducing 40 legislative bills compared to last year's 21, which you might say is an indication of the new Government's determination to make swift progress. 
Several significant proposals were outlined, which will impact our industry over time, and ultimately your business too. Key among the new bills are the long-awaited Employment Rights Bill, legislation for the creation of Skills England, reform of the Apprenticeship Levy, and initiatives to support fair wages and working conditions. The Government's focus on economic growth and partnership with businesses is also noteworthy. The Recruitment and Employment Confederation&rsquo;s (REC) have issued their analysis, and we wanted to share the highlights with you. 
The Employment Rights Bill
This is likely the most significant legislation for our industry, introducing several changes. Proposals include:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Banning "exploitative" zero-hour contracts
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Establishing a single enforcement body called the Fair Work Agency
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Enhancing 'Day One' rights for workers
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Prohibiting fire and rehire practices. 
The REC has engaged with Deputy Prime Minister Angela Rayner and officials to shape these proposals, noting shifts in tone, such as targeting only exploitative zero-hour contracts rather than an outright ban. The commitment to ongoing business engagement is positive. However, the introduction of a single &lsquo;worker&rsquo; status (that is, all workers regardless of sector, wage, or contract type being afforded the same basis rights and protections) was not included in the government paper released following the speech. The REC will continue to seek clarity on this matter, and we&rsquo;ll be sure to discuss the impacts with you once they&rsquo;re clear. 
A new Industrial Strategy
The formation of an Industrial Strategy Council is welcomed by the REC and hopefully by you too. This Council will develop a comprehensive assessment of current and future skills needs, ensuring the industrial strategy is effective. The REC advocates for a strategic and coordinated approach to workforce planning, a long-requested measure. The REC is in discussions with the Department for Business and Trade (DBT) regarding the process and next steps, including membership criteria for the Industrial Strategy Council. 
Skills policy and apprenticeship levy
The establishment of Skills England aligns with REC's calls for a better skills system. This new body aims to unify businesses, education providers, unions, and the Government to ensure the workforce is equipped with necessary skills. We&rsquo;re hoping that by aligning training programs with market needs it will ease labour and skills shortages. 
The reform of the Apprenticeship Levy, now termed the &lsquo;Growth and Skills Levy,&rsquo; is a positive step too as it aims to provide businesses with greater flexibility in using levy funds. We support the REC's focus in ensuring that Labour's Growth and Skills Levy enables agency workers to access training to further their professional development, ultimately boosting your workforce productivity. 
National Minimum Wage and Pay Changes
The Government's commitment to a &ldquo;genuine&rdquo; living wage and the removal of age bands reflects concerns about the cost of living. However, increased costs for businesses should be considered too. It is crucial for the Government to work closely with all stakeholders to balance worker benefits with business needs. Recent inflation-busting pay rises will no doubt caution against further pressures that might force businesses to cease operations. 
The Equality Bill
The draft Equality (Race and Disability) Bill introduces mandatory ethnicity and disability pay reporting for larger employers (typically those with 250+ employees), addressing pay disparities. While this is a step forward for equal pay, it means additional reporting requirements for businesses. 
Addressing economic inactivity
Although the King's Speech did not detail the Back to Work Plan Bill, it is expected to enhance employment opportunities and reduce barriers to work, particularly for disadvantaged groups. We&rsquo;re hopeful this could mean increased support for getting people back into work, leading to a larger pool of job candidates. Specifics are yet to be released, but we&rsquo;ll keep you updated once we have them.

What the King's speech might mean for business

In today's fast-paced world, businesses are constantly seeking ways to optimise their operation and stay ahead of the competition. When it comes to the transportation and logistics sector, the need for skilled and reliable drivers is paramount. While maintaining a permanent workforce is essential, incorporating temporary drivers into your recruitment strategy can offer numerous advantages that drive efficiency, flexibility, and cost-effectiveness. In this blog, we will explore the benefits of utilising temporary drivers alongside your permanent workforce and how it can help propel your company to new heights.
&nbsp;
Meeting fluctuating demand
Businesses often experience fluctuations in demand, such as seasonal peaks, increased shipping volumes, or special projects. Hiring temporary drivers allows companies to quickly scale up their operations to meet these changing demands. In strengthening the existing workforce with temporary drivers, organisations can ensure timely deliveries, prevent delays, and maintain high customer satisfaction levels without overburdening their permanent staff.
&nbsp;
Flexibility and agility
One of the primary advantages of employing temporary drivers is the flexibility it brings to your business. Temporary drivers can be engaged on short notice, providing a rapid response to unexpected surges in workload or sudden staff shortages. This agility enables companies to adjust their workforce dynamically, optimising resource allocation and ensuring seamless operations even in challenging situations.
&nbsp;
Cost optimisation
Maintaining a full-time permanent workforce can be costly for businesses, especially during periods of low demand or seasonal lulls. Temporary drivers offer a cost-effective solution as companies only pay for the hours worked or the specific duration of their services. By avoiding the expenses associated with benefits, insurance, and downtime during slow periods, companies can significantly reduce their labour costs while maintaining operational efficiency.
&nbsp;
Access to specialised skills
Certain transportation requirements demand specialised skills or knowledge that may not be available within the existing permanent workforce. Temporary drivers offer a solution by bringing diverse skill sets and experience to the table. Whether it's handling hazardous materials, operating specialised equipment, or possessing expertise in specific routes, temporary drivers can help bridge these skill gaps quickly and effectively.
&nbsp;
Trial periods and recruitment screening
Hiring permanent drivers can be a lengthy and costly process, with limited opportunities to assess a candidate's abilities before making a long-term commitment. Engaging temporary drivers allows businesses to evaluate their performance, reliability, and compatibility with the company culture before considering permanent employment. This trial period reduces hiring risks and ensures that only the most competent and suitable drivers are eventually integrated into the permanent workforce.
&nbsp;
Minimising overtime and fatigue
Excessive overtime can lead to driver fatigue, reduced productivity, and increased safety risks. By utilising temporary drivers during peak periods, or when permanent drivers need time off, companies can prevent overworked staff and minimise the negative impact of fatigue-related incidents. Temporary drivers provide an invaluable resource for maintaining a healthy work-life balance for permanent employees while ensuring consistent service levels.
&nbsp;
Knowledge transfer and continuous learning
Temporary drivers often come from different backgrounds, organisations, or regions, bringing fresh perspectives, best practices, and knowledge from diverse industry experiences. When integrated into a team, these drivers can share their insights, promoting different ways of thinking and fresh ideas, and fostering continuous learning among the permanent workforce. This knowledge transfer contributes to the growth and improvement of the entire organisation.
&nbsp;
How can Driving Force Recruitment help your business?
Incorporating temporary drivers into your workforce offers numerous benefits for companies operating in the transportation and logistics sector. The flexibility, scalability, cost-effectiveness, and access to specialised skills provided by temporary drivers can significantly enhance operational efficiency, customer satisfaction, and overall business success. By strategically utilising a blend of permanent and temporary drivers, companies can adapt to changing demands, optimise costs, and ensure they have the right resources in place to thrive in a dynamic marketplace.

Unlocking business success: the advantages of temporary drivers for companies

Introduction:
We know that Heavy Goods Vehicle (HGV) drivers play a key role in both the economy and the UK&rsquo;s supply chain. It&rsquo;s no surprise that long working hours and challenging conditions can take a toll on their physical and mental well-being. To ensure a sustainable and efficient transport sector, it is crucial that relevant bodies address the issues faced by HGV drivers and implement measures that improve their working conditions. Read on to find out about key actions that can be taken to make a positive difference.
&nbsp;
Enhancing Rest Facilities:
One of the most pressing concerns for HGV drivers is the lack of adequate rest facilities along their routes. To address this, the government and industry associations should collaborate to establish more safe and comfortable rest areas equipped with amenities such as toilets, showers, restrooms, and refreshment facilities. These facilities would provide drivers with the opportunity to rest, relax, and recharge, contributing to their overall well-being.
&nbsp;
Promoting Healthy Lifestyles:
HGV drivers often face challenges in maintaining a healthy lifestyle due to irregular working hours, limited access to nutritious food, and minimal opportunities for physical exercise. Initiatives should be taken to encourage healthy eating options at truck stops and service stations, along with providing information on nutrition and healthy living. Additionally, employers could organise fitness programs or initiatives to promote physical activity and provide resources for maintaining mental well-being.
&nbsp;
Strengthening Driver Training and Licensing:
Ensuring comprehensive and up-to-date training programs for HGV drivers should be a priority in order to maintain the high industry standards and improve overall safety on the road. This includes continuous professional development opportunities and regular assessments and re-evaluations to enhance driving skills, promote road safety, and ensure compliance with regulations.
&nbsp;
Prioritising Mental Health Support:
The demanding nature of the job, prolonged periods of isolation, and the pressures of meeting tight deadlines can significantly impact the mental health of HGV drivers. Access to mental health support services specifically tailored for HGV drivers is essential, and could include confidential helplines, counselling services, and awareness campaigns to reduce stigma and encourage seeking help when needed.
&nbsp;
Fair Compensation and Working Conditions:
HGV drivers should be fairly compensated for their work, considering the long hours they spend on the road and the skill set required for their profession. Employers, the government, and industry bodies should work together to establish fair wage structures, reasonable working hours, and clear policies on overtime and rest breaks, whilst also ensuring that HGV drivers have proper employment contracts that protect their rights and provide job security.
&nbsp;
Technological Advancements:
Embracing technological advancements can greatly improve the working conditions of HGV drivers. Implementation of smart logistics systems, GPS tracking, and communication technologies can help optimise routes and enhance overall efficiency, with the most up-to-date driver-assistance technologies and improved vehicle ergonomics also helping to reduce physical strain and fatigue.
&nbsp;
Conclusion:
Improving the working conditions and quality of life for HGV drivers in the UK is a shared responsibility between employers, the government and relevant industry bodies. By improving the well-being of these unsung heroes, we can create an environment that values and supports HGV drivers, making the road a safer and more fulfilling place for everyone.

Improving Working Conditions and Life on the Road for HGV Drivers in the UK

Introduction:
HGV (Heavy Goods Vehicle) drivers play a vital role in keeping the wheels of the UK economy turning. The unsung heroes of the supply chain, they ensure that goods are transported across the country efficiently and on time. However, the job of an HGV driver comes with its fair share of challenges; below, we will explore some of the hurdles they face whilst out and about on the road.
&nbsp;
Driver Shortage:
One of the biggest stumbling blocks faced by the UK&rsquo;s driving sector is the acute shortage of drivers. The industry has been grappling with this issue for years, with the problem has only worsening in recent months. A combination of factors such as an ageing workforce, stricter regulations, and Brexit-related uncertainties has resulted in a significant shortfall of qualified HGV drivers. The shortage poses a major drawback for logistics companies, affecting the overall efficiency of the supply chain.
&nbsp;
Changing Regulations and Compliance:
The HGV industry operates in a highly regulated environment, and compliance with these regulations is crucial. Keeping up with the ever evolving rules and regulations can be a daunting task for both drivers and employers, with regular changes in legislation related to driver hours, tachograph usage, driver training, and vehicle emissions just adding to the complexity. Staying up-to-date to ensure businesses and individuals alike remain compliant is another obstacle for the sector.
&nbsp;
Long and Irregular Working Hours:
Often required to travel long distances, at times spending days away from home, HGV drivers face long working hours and irregular schedules. These extended periods on the road can be physically and mentally exhausting, leading to fatigue - and a potential impact on road safety. Balancing work and personal life can be particularly demanding for drivers, impacting their mental health and overall wellbeing.
Health and Well-being:
Maintaining good physical and mental health is crucial for any profession, and HGV drivers are no exception. The very nature of their work presents some unique health challenges: extended periods of sitting, irregular meal times, and limited access to healthy food options on the road can contribute to poor dietary habits. What&rsquo;s more, the sedentary nature of the job and the stress of driving in stressful conditions can negatively impact both physical and mental health.
&nbsp;
&nbsp;
Technological Advancements:
The rapid pace of technological advancements in the transport industry brings both opportunities and challenges for HGV drivers. On the one hand, new technologies such as GPS navigation systems, telematics, and vehicle automation can enhance efficiency and safety. On the other hand, adapting to and mastering these technologies can be a challenge, especially for experienced drivers who may not be familiar with the latest tools and systems.
&nbsp;
Road Congestion and Infrastructure:
Traffic congestion is a ubiquitous issue across the UK, and HGV drivers are particularly affected by it. Delays caused by congested roads not only impact delivery schedules but also add to driver stress and fatigue. Inadequate road infrastructure, including insufficient rest areas and parking facilities, further exacerbate the problem, making it difficult for drivers to take necessary breaks and rest periods.
&nbsp;
Conclusion:
HGV drivers are the backbone of the logistics industry in the UK, but they face numerous challenges in their daily work. The shortage of drivers, changing regulations, long working hours, health concerns, adapting to technology, and navigating congested roads are just a few of the hurdles they encounter. Addressing these challenges requires a collaborative effort between industry stakeholders, policymakers, and the drivers themselves. Recognising the vital role of HGV drivers and finding innovative solutions to overcome these roadblocks will be essential for sustaining a resilient and efficient transport network across the United Kingdom.

Navigating the Roadblocks: Challenges Faced by HGV Drivers in the UK

We often talk about job seekers sharpening their skills for the big interview, but hold up &ndash; what about the folks on the other side of the table? That&rsquo;s right, we're shining a light on why it's absolutely crucial for hiring managers to rock the art of interviewing. And whilst it might be a skill anyone can learn, we want to let you know all about Google&rsquo;s Interview Warm-up programme, a handy resource that can significantly elevate your hiring prowess.
&nbsp;
Whilst it's aimed at job seekers &ndash; we happen to think hiring managers can benefit from it too. Let&rsquo;s have a look at why it could be a game-changer for your business.
&nbsp;
Crafting questions is trickier than it appears.
It can be a stressful task to craft interview questions &ndash; even for the most experienced recruiters. Google pooled together a range of questions covering different topics that you might consider adding to your question bank.
&nbsp;
Of course, certain companies follow a rigid interview structure with predetermined questions and if your company has a set plan, it's best to stick to it. However, if that's not the case, they could be a beneficial kickstart for you, or they might even offer a bit of inspo to jazz up your current questions.
&nbsp;
It's a handy tool to evaluate candidate responses.
When a candidate tackles a question, Interview Warmup gives a simple rundown to show if they&rsquo;re hitting the key points or going round in circles. It can also can suggest topics for discussion to give candidates fresh ideas if their mind has gone blank (we&rsquo;ve all been there, right?!)
&nbsp;
This in turn can benefit recruiters and hiring managers, because knowing what you're looking for helps you help the candidate. Keep in mind, if someone doesn't stand out at interview, it doesn't mean they won't excel in the role. You can guide them to give you the answers you need to figure out if they can really handle the job.
&nbsp;
It doesn&rsquo;t replace actual practice or real advice from the pros
Bear this in mind &ndash; whilst it&rsquo;s a handy little tool, and can assist both candidates and hiring managers in getting ready for an interview, it's not the whole shebang for honing your interview skills. That said, it's a great starting point&mdash;especially if it's been a while since you've done an interview. Why not check it out?
&nbsp;
Check it out here: <a class="fui-Link ___10kug0w f3rmtva f1ewtqcl fyind8e f1k6fduh f1w7gpdv fk6fouc fjoy568 figsok6 f1hu3pq6 f11qmguv f19f4twv f1tyq0we f1g0x7ka fhxju0i f1qch9an f1cnd47f fqv5qza f1vmzxwi f1o700av f13mvf36 f1cmlufx f9n3di6 f1ids18y f1tx3yz7 f1deo86v f1eh06m1 f1iescvh fhgqx19 f1olyrje f1p93eir f1nev41a f1h8hb77 f1lqvz6u f10aw75t fsle3fq f17ae5zn" title="https://grow.google/certificates/interview-warmup/" href="https://grow.google/certificates/interview-warmup/" target="_blank" rel="noreferrer noopener" aria-label="Link https://grow.google/certificates/interview-warmup/">https://grow.google/certificates/interview-warmup/</a>

Google’s Interview Warm Up: A hiring manager’s secret weapon

Read

Jobseekers

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                Operating from one of our five regional branches across England, our consultants are on hand to offer tailored support and local knowledge for all your driver recruitment needs.                

<h2>Benefits</h2>So, the core values sound like a good fit for you – but what else is on offer?<ul><li>25 days holidays plus bank holidays</li><li>An additional ½ day on your birthday</li><li>Vouchers on your work anniversary to say thank you from us</li><li>Industry-leading bonus scheme</li><li>Private medical insurance (after qualifying period)</li><li>Cycle to work scheme</li><li>Annual company awards event</li></ul>What are you waiting for? We’d love to hear from you.*An additional 1/2 day holiday on your birthday

‘As our business grows, so does our need for great people to join us’It’s hardly surprising that happy employees stay in their job an average four times longer than their unhappy counterparts. It’s one of the reasons we work hard to create a fun, supportive workplace where our employees can thrive.

We’re always on the lookout for people who embody our core values: driven to deliver; focused on solutions; respectful relationships. Do these sound like bit of you? Then check out our <a href="/jobs/internal/" rel="noopener noreferrer" target="_blank">current internal vacancies</a>. But don’t worry if nothing catches your eye right now – just get in touch with your local branch, we’re more than happy to consider you for any future vacancies!

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Jobseekers / DFR Careers

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Employers / News and insights

<h5>Our branches offer regional coverage.</h5>Get in touch with the team who are most local to you; either give them a call or drop your message in the get in touch form.

Looking for recruitment support? Maybe you’re after one or two ad hoc drivers, or perhaps you need a fleet full – whatever your requirements, we are here to recruit the right people for you.
Operating from one of our six regional branches across England, our consultants are on hand to offer tailored support and local knowledge for all your driver recruitment needs.
Our teams are made up of sector specialists – in fact, many of our consultants are HGV licence and CPC certificate holders, so they know exactly what it’s like out on the road. This means you’ll always be talking to someone who understands your business language.&nbsp;
We are geared up to deliver real partnerships, focused on meeting the needs of all our clients. Because it’s about more than just having enough staff – we care about providing you with the best staffing solutions, whilst maintaining a compliant service that truly reflects your company culture. <a href="https://www.driving-force.co.uk/employers-get-in-touch/" target="_blank" rel="noopener noreferrer">Let’s have a conversation today about how we can support you.</a>
And, whilst we’re not ones for making it all about us, we understand that you might want to know a little bit about who we are before deciding whether we’re the right fit for your business.
So, if you’re after a quick intro have a watch of the video below to find out how we’ve grown from the original specialist division of our parent company, gap personnel group, supporting our colleagues in Flint, to the national specialist driving provider we are today.

Our dedicated teams are geared up to deliver quality and always go the extra mile. We never settle for complacency, constantly challenging ourselves to bring that first-class service you deserve.

Meeting your needs is our priority. We’ll listen and use our industry experience to provide objective advice and a personal service, putting you in the driving seat.

Having a reliable, trustworthy agency is key to successful collaboration and achieving common goals. Let’s enjoy the journey together, and build a genuine working relationship based on mutual respect and open communication.

<h2>Talk to us about Driver CPC training</h2>
We&rsquo;re a fully qualified driving school able to support drivers through their initial and ongoing periodic training. You can find out more <a href="/employers-specialisms/cpc-training/" target="_blank" rel="noopener noreferrer">here</a>.

Recruit staff let us help you fill your next role

&nbsp;
<h5>Vision</h5>
By delivering unmatched dedication to customer service and satisfaction we will become the first-choice destination for drivers and customers seeking a trusted recruitment partner

&nbsp;
<h5>Mission</h5>
To be the driving force behind speedy and compliant recruitment solutions with a personalised approach through nurturing long-term relationships with all of our people

Driver CPC training aims to enhance road safety, improve driver skills, and ensure professional standards amongst commercial drivers.

All our drivers have already obtained their initial Driver CPC qualification, having completed a theory test, practical driving test, and a case study test, and undertaking 35 hours of periodic training every 5 years to maintain their qualification.

But did you know we’re a fully qualified driving school for CPC training? We’re committed to helping drivers stay up to date with safe driving practices, so if you’d like us to support your new recruits through their initial training, or ensure your experienced drivers continue to improve their skills with their periodic modules, we’re here to help. 

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<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support you through your initial and ongoing periodic training. You can find out more <a href="/job-seekers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

<h2>Is job hunting driving you up the wall?</h2>Well, you'll be glad you've arrived here. People come back to us time and time again because we know that it's more than just finding the right driving 'job'We're 'people' people through and through who appreciate that our drivers are at the centre of everything we do. Whether you enjoy the flexibility of temporary work, or you're looking for the stability of a permanent placement, we've got you covered. If you're looking for career acceleration with a team who cares, you've come to the right place!With all sorts of roles to suit your schedule, we're confident we can help you find your perfect fit - and put you in the drivers seat.It's just a case of giving one of our <a href="/job-seekers-get-in-touch/" rel="noopener noreferrer" target="_blank">local teams a call</a> or check out our<a href="/jobs/" rel="noopener noreferrer" target="_blank"> jobs page</a> and have a scroll through the driving roles currently available.Our core values embody everything we do here at Driving Force Recruitment; just take a look at them below...

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Our branches offer regional coverage so get in touch with the team that are most local to you; either give them a call or if you’ve got vacancy needs drop your message in the get in touch form

To work with our clients all of our drivers must have already obtained their initial Driver CPC qualification, including the theory test, practical driving test, and case study test, undertaking 35 hours of periodic training every 5 years to maintain their qualification.

But did you know we’re a fully qualified driving school for CPC training? We’re committed to helping you stay up to date with safe driving practices, so if you’d like us to support you through your initial training, or ensure you continue to improve your skills with approved periodic training modules, we’re here to help.

<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support drivers through their initial and ongoing periodic training. You can find out more <a href="/job-seekers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

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Sourcing temporary or temp-to-perm staff?

Looking for a permanent addition to the team?

<h6>Get in touch</h6><ul><li>We are on hand - no matter how big or small your driver needs.</li><li>It’s our job to listen to you so that we can provide the best solution for your business requirements – whether that’s ad hoc driver support or a full, preferred supplier review, it’s just a case of letting us know.</li><li>Drop us your vacancy needs below and we’ll get back to you – we’re available 7 days a week. Or head over to our contacts page and <a href="https://www.driving-force.co.uk/employers-get-in-touch/" rel="noopener noreferrer" target="_blank">get in touch </a>with your local branch today.</li></ul>

No matter what your driving needs may be, we've got you covered. Our team comprises of highly skilled professionals, driven by innovation and backed by over 100+ years of collective expertise in the industry. Whether you're seeking experienced drivers or seeking employment opportunities, we are here to provide dedicated assistance and support.