The shortage of professional drivers in Europe’s bus and coach sector has become an increasingly pressing issue. According to the International Road Transport Union (IRU), approximately 105,000 positions remain unfilled across the EU, equivalent to around 10 percent of the workforce. What’s more, with the average driver age above 50, a significant wave of retirements is expected by 2028, potentially increasing vacancies to more than a quarter of the total workforce.
This issue was discussed in detail at the Busworld Europe Congress in Brussels, where industry experts debated the most relevant causes and solutions for the driver shortage.
Recruitment Challenges
Young people remain underrepresented in the sector, with only about three percent of bus and coach drivers currently under the age of 25. Barriers include the high cost of training and licences, irregular working hours, and the perception of isolation associated with the job.
In some countries, these issues are expanded by age restrictions on becoming a bus driver. For example, Daniel Adamka, President of the European Passenger Transport Operators Association (EPTO), noted that in the Czech Republic, drivers must be at least 24 years old. However, most young people choose their career when they leave school and do not then return to the prospect once they are old enough. As a result, such regulation arguably acts as a major barrier to recruitment.
Women in Bus and Coach
Attracting women is also a challenge. Women currently account for only 16 percent of the workforce, though targeted initiatives across Europe are working to improve representation. In London, for example, the ‘Women in Bus and Coach’ network works to create more inclusive recruitment and working conditions, such as better facilities, flexible uniforms, and targeted recruitment campaigns.
Kerri Cheek, Senior Bus Safety Development Manager at Transport for London (TfL), argued that the industry’s poor image and lack of diversity in management currently deters women from pursuing a career as a driver. Indeed, she noted that adverts are currently tailored towards men, while facilities tend to be out of date and dirty. By updating these aspects, easy gains can be made to make the job more attractive for women.
In addition, Cheek highlighted the value of TfL’s women-only recruitment days, which enable the company to approach things in a way that is specifically tailored to women, rather than men.
Working Conditions and Pay
Improving working conditions can likewise help attract drivers of all ages and genders. This includes better conditions inside the vehicle, as well as comfortable rest stops, bathrooms and canteens. Paul Cremers, Owner at Staf Cars & GPN Belgium, also stressed that drivers should be given more support and assistance, rather than simply being given a coach to drive.
However, some factors cannot be changed. Jean-Louis Colson, Head of Unit Road Transport at the European Commission, noted that some unappealing factors such as shift times and the need to travel away from home, are integral to the job and can unfortunately lead to a poor work-life balance. As a result, the driver shortage is not only an issue in Europe but can also be seen in countries such as the UK, the US, Mexico and Canada, as well as in other industries with similar conditions.
To compensate for this poor work-life balance, Tom Peeters, Vice Chair at the European Transport Workers Federation (ETF), argued that drivers need to be paid accordingly. He argued that other sectors with similar demands, such as the chemical industry, do not struggle to hire workers, as high rates of pay sustain staffing levels.
Alongside the appeal of pay, Cremers also highlighted the value of flexible policies, such as drivers being able to take their holiday when they want. He argued that employers need to be better for their drivers, not just pay them more. This sentiment was echoed by Cheek, who advocated for practical ways to attract and retain drivers, making them feel included, heard, and represented.
The Role of Governments
Beyond the responsibility of the employer, André Rappe, HR Director at Keolis, also stressed the need for action from governments and the European Commission.
For example, the speakers urged governing bodies to:
- Improve training pathways: reduce the costs of licences and create earlier entry routes for young people
- Strengthen regulation: harmonise working conditions across member states to prevent a ‘race to the bottom’ in wages and standards
- Invest in facilities: ensure adequate rest areas, canteens, and sanitary facilities for drivers on the road
- Promote the profession: raise awareness in schools and through public campaigns to counter stereotypes and highlight opportunities in passenger transport
Indeed, the driver shortage cannot be attributed to a single factor. Ageing demographics, pay levels, working conditions, and the image of the profession all play a part. Solutions will thus likely require coordinated action between operators, unions, governments, and public authorities.
Without such measures, the sector risks a significant decline in capacity over the coming decade, with direct consequences for mobility, public transport reliability, and the shift towards more sustainable travel.
