According to Monal Sachdeva, CEO of Novalife Global Recruiters, data from the International Road Transport Union (IRU) shows that at the end of 2024, Europe faced a shortage of 500,000 drivers. This year, that number is expected to rise to around 600,000–650,000, meaning that approximately 13–15% of all trucker positions on the continent will remain vacant.

The situation is worsened by the low share of young truck drivers in Europe. In Germany, for example, only 2.6% of drivers are under 25. In Poland and Spain, the figures are not much better. Meanwhile, as many as 30% of truckers are over 50 and approaching retirement. In some countries, nearly half of the driving workforce is already in pre-retirement age (Italy – 45%, Spain – about 50%). With such an unfavourable age structure, the outlook is alarming.

“By 2028, the IRU expects the shortage to increase to 750,000 drivers,” says Monal Sachdeva. “What’s more, up to 17% of truckers are expected to retire by 2029,” adds the Novalife CEO.

The issue affects all markets, including smaller ones like Hungary.

 “There’s a shortage of between 7,000 and 10,000 drivers, and each year another 1,000–2,000 leave the labour market,” explains Konstantin Bohorshkij,  International Recruitment Manager at a Hungarian logistics firm Waberer’s.

Tapping into a global driver pool

The transport sector is therefore compelled to seek employees outside of Europe. Fortunately, there are still many countries where labour supply is not a problem.

 “Countries such as India, Pakistan, Sri Lanka and several African nations produce thousands of new drivers each year. Unlike in Europe, they are not experiencing a demographic crisis. What’s more, these workers are very young—most are between 25 and 40 years old,” says Sanaya Mistry, Director at Novalife Global Recruiters. “This is an ideal situation for long-term workforce planning.”

According to Mistry, these drivers are also highly motivated.

 “For them, becoming a driver is a lifelong career. The chance to work in Europe is a once-in-a-lifetime opportunity, which makes them motivated and commited and eager to form long-term working relationships,” she explains.

Konstantin Bohorshkij confirms that these imported drivers tend to be loyal. 

“Turnover is very low—just 2%. The vast majority have been with us for at least two years, and some for over 3.5 years,” says the Waberer’s representative.

Novalife primarily recruits drivers from the Indian subcontinent, the Middle East, and Africa (mainly South Africa). Many Indian, Pakistani, or Bangladeshi drivers are not hired directly from their home countries but are recruited from the Persian Gulf region, where they have already gained work experience.

To date, Novalife has brought over 2,000 drivers to Europe.

 “Every month, around 50–60 drivers are deployed to various European countries. Many of our clients are based in the Baltics, Central Europe, the Balkans, and Western Europe,” says Monal Sachdeva.

Recruiting wisely

The key is to ensure that recruited drivers are truly prepared for European roads.

 “Typically, the entire recruitment process takes between six and eight months,” says Sachdeva.

First, a pool of potential candidates is identified, and their qualifications, experience, and documents are verified. Candidates then undergo training tailored to European employer requirements. Some employers even visit the company’s headquarters in Dubai to meet candidates and take part in the selection process.

 “Sometimes there are examinations and practical tests carried out by the client,” explains Sachdeva.

At Waberer’s, the Dubai exam is threefold: a language proficiency test, an interview with company representatives, and a practical driving test on a manoeuvring range.

Once candidates pass these exams, the visa application process begins. According to Sachdeva, this stage takes around two to four months.

Upon arrival in the destination country, Novalife provides on-the-ground teams to assist with integration and administrative procedures, which can take 45–60 days. However, even after receiving all the necessary permits, drivers do not immediately start working independently.

“Drivers begin with a mentoring programme under the supervision of an experienced employee from the hiring company,” Sachdeva adds. 

This programme lasts from two weeks to one month. After its completion, the driver can begin working independently.

Overcoming stereotypes

Naturally, there are stereotypes and concerns among European carriers about hiring drivers from culturally different backgrounds. Moreover, the issue of immigration is politically sensitive in many European countries. Some carriers have also had negative experiences, questioning the skills and work ethic of drivers from Asia.

However, Monal Sachdeva insists that drivers with experience in the Gulf region are often familiar with driving rules and traffic conditions more aligned with Europe.

One thing that is significantly different from trucking job in Europe is that there are no tachographs in the Middle East, and no EU regulations regarding driving hours. However, in Novalife’s Dubai training centre, ‘Mobile Life Skills,’ the firm provides workshops using drivers with several years of experience working in Europe.

“After completing training at our academy, candidates are 80–90% ready to drive in Europe,” Sachdeva states. “They also go through a local mentoring programme in Europe before they begin full-time work.”

English proficiency for professional communication is also carefully assessed.

Watch out for dubious agencies

Still, concerns among carriers are understandable. Waberer’s, for example, has dealt with agencies that delivered drivers with such limited English that basic communication was impossible, and their driving skills were subpar.

During the webinar, experts acknowledged the existence of such unreliable agencies. Sanaya Mistry recommended vigilance when the first “red flags” appear. These include the lack of a recruitment licence, which is mandatory in countries like India and the UAE, and a poor reputation or limited market presence.

She also warned against “unrealistic promises” and agencies that agree to everything. 

“If something sounds too good to be true, it probably is,” she notes.

“The problem is that European companies often reach out to random agencies found online, don’t verify them, communicate only via email, and assume that this is a reliable way to hire quality drivers. Then problems start when an unqualified driver lands in Europe,” says Mistry.

This is why it’s essential to sign a detailed contract outlining the full scope of services and to meet agency representatives in person before establishing a business relationship.

No turning back

Ultimately, even companies currently reluctant to hire Indian or African drivers will soon have no choice but to consider talent from outside Europe.

“I’m convinced the labour shortage in logistics in Europe will only get worse. The sooner we expand the pool of drivers from Asia and the Middle East, the better. These drivers could be a long-term solution to the problem,” concludes Konstantin Bohorshkij.