Europe’s transport system is facing an unprecedented challenge: a shortage of professional drivers that is already disrupting supply chains across the continent.
As of 2024, over 426,000 truck driver positions remain unfilled in the EU, and the number is expected to almost double by 2028. Behind these figures lies a complex mix of factors — from tightening visa rules and an ageing workforce to the declining appeal of the profession among younger generations. Unless industry and policymakers act together, Europe’s economic engine risks slowing down not from lack of goods, but from lack of people to move them.
Beyond Motivation: Why Regulation Has Become the Real Bottleneck
Mindaugas Paulauskas, CEO of Girteka Transport, says the real bottleneck today is legal rather than motivational. Visa rules and work permit requirements have become significantly stricter compared to just a few years ago. “For a company operating across Europe at our scale, these constraints affect how quickly we can onboard qualified drivers, even when the talent is there.”
In Europe, the profession is becoming less attractive to younger generations, as many experienced and talented drivers are retiring, leaving for better-paid or less stressful jobs in the sector, or due to health reasons. For the younger population, the appeal of the possibility to travel and flexibility is not attractive or enough to consider a job as a Truck Driver.
Mindaugas emphasises – unless there is meaningful policy action across the European Union, the situation will most likely worsen.
Current political trends are moving toward tighter labour mobility and migration controls, which limit access to professional drivers from outside the EU. Without regulatory changes reflecting the realities of the transport sector and a long-term approach to making this career path more appealing, the shortage will not ease on its own.
Investing in drivers must be a long-term strategy
Investing in drivers is not a question of short-term market conditions – it must be a long-term strategy. According to Mindaugas Paulauskas, the only way to retain drivers, maintain stability, and service quality is to focus on people at the core of all operations: their well-being, safety, working conditions, satisfaction, and professional growth.
“Many of our drivers join from different countries, where training standards or truck operating requirements may vary, so it is our responsibility to provide them with the skills needed to operate at a consistently high European level. We are always investing in our drivers and will continue to do so.
“For example, in 2026 we plan to invest around €300,000 into our training centers in Poznan and Šiauliai to strengthen competencies in areas such as load handling, temperature control, and safety systems,” tells M. Paulauskas. “Rest, health, and safe working conditions are not extras.
“They directly influence performance, safety, and even how clients and other drivers perceive us. In the long run, ignoring wellbeing or the physical constraints the industry is facing right now only creates bigger problems for everyone: the drivers, the companies, and the transport sector as a whole.”
One of the key directions of Girteka’s strategy and building its competitive advantage is investment in the fleet. Drivers operate modern trucks – with an average age of just two years.
The key criteria for vehicle selection are both operational efficiency and the company’s commitment to ensuring driver comfort and safety.
“For professional drivers, the truck isn’t just a vehicle – it’s their workplace. We take that seriously, which is why we focus on making sure it is safe, comfortable, and equipped with the latest technologies on the market,” emphasizes Mindaugas Paulauskas.
Thus the modernization of the fleet is one of the key pillars of the long-term company’s strategy. At the beginning of the year, the company signed an agreement with Volvo Trucks for the purchase of 2,000 Volvo FH and FH Aero units, equipped with advanced solutions enhancing driving and rest comfort for drivers.
Thanks to financing from OP Corporate Bank, Girteka plans further fleet upgrades between 2025–2026, adding 8,000 trucks and trailers, which will contribute to improving driver safety, efficiency, and workplace comfort.
Mindaugas states that driver wellbeing is not a cost – it’s an investment, in fact one of the best you could make: “Drivers spend long hours on the road, and if we expect them to deliver at the highest standards, we need to give them the conditions to do so, at least as much as we can.”
Modern trucks improve physical comfort, safety, and day-to-day working conditions for drivers. Features like automation and integrated digital tools reduce fatigue and make tasks easier. From an operational perspective, a modern fleet also improves efficiency, reliability, and fuel performance – it benefits both for the driver and for the business.
More Than Money: Keeping Drivers Through Respect and Care
In retaining drivers, social factors matter a great deal. It’s crucial not only to polish a position of great employer, but also to motivate drivers to stay in the company long term. “Drivers are our colleagues, and just like all of us want to feel appreciated at work, have proper rest, and live a life outside of the job,” says M. Paulauskas. Girteka puts a strong focus on respectful communication, work-life balance, and creating a supportive environment, especially since with more than 10,000 drivers, the company is truly multicultural.
Pay is still important, Mindaugas says, but without respect and the right conditions, no salary will keep people in the long run.
“For us, drivers’ well-being is a priority because it reflects on everything from road safety to their performance to service quality.”
Yet, M. Paulauskas says Girteka doesn’t face a shortage of interest – drivers actively apply to join Girteka, and many come through referrals from existing employees. “We see the tendency among drivers who previously were employed at Girteka willing to join our team back as they notice significant improvements in our working conditions compared to just a few years back.”
A Collective Responsibility
- Paulauskas addresses the shared responsibility of the drivers’ shortage crisis.
“Without regulatory changes reflecting the realities of the transport sector and a long-term approach to making this career path more appealing, the shortage will not ease on its own,” – he says.
In M. Paukauskas point of view, there are several areas where policymakers could make a practical difference. One of the options could be easing legal requirements for non-EU drivers. It would help address the shortage in a realistic, long-term way. In the short term, better alignment on load weight rules and stronger support for intermodal transport could improve efficiency and help companies operate with the workforce they already have while long-term solutions are being built: “Naturally, any such measures need to be aligned with infrastructure capacity, safety standards, and company strategies, but if implemented thoughtfully, I believe they can ease the pressure,” says M. Paulauskas.
Just as important, these discussions should not only take place in Brussels but also involve logistics companies and industry leaders directly, so that policy reflects real-world challenges, current perspectives, and feasible solutions, not just theory, but also in practice.
“Just like road infrastructure is not in our hands, customer facilities also have a major impact on how drivers experience their workday. Basic things like rest areas, showers, waiting rooms, or secure parking depend on how sites are managed, and this is exactly where partnership is needed.” M. Paulauskas points out that it should be a shared effort – transport companies and customers discussing and acting together.
“Otherwise, as customer expectations keep rising, driver shortage keeps deepening, and fewer people choose the profession of a truck driver, we will face even bigger challenges as an industry. At the moment, drivers’ conditions are acknowledged, but real cooperation is still catching up,” M. Paukauskas sums up.
Girteka Drivers academy – a proactive approach
Girteka’s in-house Drivers Academy is multi-benefitial, such as smooth drivers onboarding, vide variety of trainings and above all, it ensure consistent standards and professional growth.
Drivers Academy is focused on skill development to ensure every well-equipped for the road. Trainings are wide variety, covering everything from load securing and handling to mastering documentation procedures, it also specialized training in eco-driving techniques and safe driving practices, including instruction on how to effectively use Telematics systems.
“For newcomers, it makes a big difference – they can integrate faster, feel supported, and build the competencies needed for high-quality operations. For experienced drivers, it’s a place to refresh and upgrade skills as technology and customer expectations evolve. Having this internally is a real advantage, because it shows we are serious about giving people the knowledge and skills to grow,” tells M. Paulauskas.
As M. Paulauskas puts it, drivers are the future of transport. Without investing in drivers’ skills, working conditions, well-being, and development prospects, the industry will not sustain itself. The companies that recognize this today will be the ones still operating successfully a decade from now.
