The UK’s HGV technician market continues to evolve and is being shaped by the ongoing skills shortage, rising candidate expectations and the long-term effects of the pandemic. While the technical requirements of the job are as demanding as ever, the priorities of technicians have shifted. And for employers hoping to secure and retain top talent in 2026, understanding these new expectations will be the difference between filling vacancies and watching competitors do it first.
Based on market insight from Kemp Recruitment’s front-line consultants, here’s what HGV technicians really care about in today’s market and how employers can respond.
1. Pay is still the priority, but technicians are reading the small print
Pay remains the number one driver for HGV technicians. But the way techs evaluate pay has shifted.
Rather than just looking at the headline hourly rate, technicians are increasingly savvy about how pay structures impact real annual earnings. A major factor is contracted weekly hours:
- A 40-hour contract at a slightly lower rate can be more lucrative than
- a 48-hour contract with a higher rate…
…if there is an opportunity to earn overtime for any additional hours worked, especially if overtime is offered at an increased hourly rate.
Overtime is no longer just a “benefit”; it’s a core part of compensation strategy, and technicians are quick to compare overtime availability and rates before committing to a new role.
2. Shift patterns are more important than ever
One of the clearest post-COVID shifts in the HGV technician market is the growing demand for work–life balance and predictable hours.
Before the pandemic, many technicians were happy to work whatever shift was available. However, we’re seeing that since COVID, HGV technicians are much more selective about the shifts that they will work, often to better align with any family commitments:
- Monday–Friday day shifts are in the highest demand
- Technicians are turning down higher-paid roles if the shift pattern doesn’t work for their lifestyle
- Flexible shift rotations (early, mid or late shifts) are becoming increasingly popular
- The pay gap between day and night shifts has narrowed, reducing the appeal of permanent nights
This change is driven by the same cultural shift affecting the wider workforce: technicians want to see their families, maintain hobbies, and have a healthier lifestyle and are less likely to compromise on this.
3. Location & convenience matter more than ever
With technicians in high demand, many now have 3–4 opportunities on the table at any one time. That means convenience, such as commute time, site accessibility, and the option for mobile roles, plays a bigger role in decision-making.
Mobile HGV Technician roles in particular have become significantly more desirable because they typically include:
- Door-to-door pay
- A company vehicle
- A fuel card
- Greater autonomy and variety
For many technicians, these perks can outweigh the stability of depot-based roles.
4. Holiday allowance is the benefit that matters
While many employers have sought to introduce broader benefits packages like health insurance, cycle-to-work schemes, gym membership and EAP programmes, technicians tend to care more about:
✔ Holiday entitlement
✔ Overtime availability during peak periods
✔ Buy/sell holiday schemes (where offered)
Holiday allowance is especially valued by technicians with families or those wanting stronger work–life balance.
Why this all matters for HGV recruitment in 2026
With skills shortages continuing to affect the sector (The IMI reported that there were 20,000 automotive vacancies in June 2024), employers must adapt to candidate expectations or risk losing talent to better-structured roles. Our Senior Business Manager, Paul Barter, sums up the current situation:
“The reality is that in the current HGV technician market, candidates have more choice than ever before, and they know it. Most of the candidates we speak to have three or four solid opportunities on the table at once, which means the basics really matter: pay, shifts, location, and holidays. Since COVID, the shift pattern conversation has completely changed. Day shifts and flexible working are now top of the wish list, and overtime at a strong rate can make or break an offer.
For employers, this means getting competitive and staying realistic about what today’s technicians want. And for candidates, it means there has never been a better time to find a role that truly fits their lifestyle. Our job is to bring that balance together by matching technicians with employers who value their skills, and supporting businesses who can’t afford to lose great people in such a stretched market.”
Here’s what the HGV technician market is telling us loud and clear:
- Technicians will not compromise on shift pattern
If your shifts don’t match modern expectations, your role will be instantly deprioritised.
- Hourly rate alone isn’t enough
Technicians compare overtime structure, contracted hours, and shift premiums holistically.
- Make overtime attractive
Overtime at 1.5x is the sweet spot and significantly boosts annual earnings.
- Holiday allowance is a competitive advantage
A simple tweak, but hugely influential.
- Technicians have options and lots of them
This means employers must present fast, clear, and competitive offers.
What employers should do now
✓ Offer flexibility where possible
Even small adjustments to shift patterns can be the difference between attracting or missing out on talent.
✓ Review your overtime structure
This is one of the easiest ways to boost total earnings without increasing contracted hours.
✓ Keep the hiring process fast
With technicians fielding multiple offers, delays cost you candidates.
✓ Highlight mobile role advantages
Door-to-door pay and vehicle use are big selling points, so make sure they’re clear in adverts.
✓ Benchmark your holiday allowance
If it’s below competitor average, consider increasing it. It pays off.
How Kemp Recruitment can help
With thousands of HGV technicians on our database and sector-leading market insight, Kemp Recruitment supports clients nationwide in structuring roles that attract the best technicians.
Whether you’re hiring due to expansion, turnover, or new contract wins, we help you:
- Understand what technicians want
- Benchmark your roles against market expectations
- Structure competitive pay and shift packages
- Access pre-qualified technicians ready for interview
- Hire quickly in an increasingly competitive market
If you’re a business looking to secure skilled technicians or a candidate seeking a new technician role, Kemp Recruitment is here to help. Call us on 0330 440 2323 to discuss your needs or explore our latest HGV technician roles here.
