Driver shortages are hitting coach operators, too

We have campaigned relentlessly on the shortage of lorry drivers, and the effect on both the economy and daily operations in the haulage trade.

But coach operators are feeling the pinch, too. A growing number are highlighting the fact that they are losing coach drivers and struggling to recruit new ones.

This highlights the simple truth that both HGV and coach drivers are essential workers doing a vital job for UK plc, and more must be done to attract fresh blood into the industry.

We estimate that the coach industry is short of between 5,000 to 7,000 coach drivers – possibly as much as 20 per cent of the total number.

This shortage of drivers is down to a combination of factors, including a lack of investment in drivers and driver training; poor roadside facilities for coaches and their drivers; poor terms and conditions; the relative attractiveness of other similar jobs; and the lack of a progressive career structure within the industry.

We feel that the industry needs to be more proactive about introducing attractive employee benefit packages to generate interest. We’ve been working with our members and the Government to ensure that the issues associated with the skills shortage are addressed, considering both the short- and long-term benefits.

We want to act as an intermediary for smaller firms to ensure that government delivers the required funding for the newly agreed Trailblazer Apprenticeship. The current accredited scheme must be more attractive to coach operators through provision of a Class D licence.

We need a clear pathway from education into a career in coaches.
At the moment current age restrictions of 20 years limit the ability of companies to hire young people straight from school. We would like to see the introduction of lower age limits for drivers – accompanied by adequate safety and insurance support.

To ensure standards and overcome any concerns over safety and the responsibility of younger drivers, such a reduction could be conditional on having followed a recognised entry training scheme such as an apprenticeship, and candidates could be subject to a requirement for continued development and monitoring until they reach the age of 20.

The coach industry needs support, and RHA membership is a key pathway to ensuring that voice is heard by government.