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

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

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

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

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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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<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/" rel="noopener noreferrer" target="_blank">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, from 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’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/" rel="noopener noreferrer" target="_blank">here</a>.

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<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

<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.

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