The trucking industry is the backbone of the American economy, moving over 70% of all U.S. freight. Yet, every year, thousands of new truck drivers leave the industry within their first 12 months. High turnover is costly for carriers and recruiters alike, impacting driver retention, training investments, and overall supply chain efficiency.
As an industry expert and owner of Class A Jobs 411, I see this pattern every day: carriers bring in eager new drivers, only to lose them before the first year is up. The good news? Most early departures are preventable with the right onboarding, support, and career pathing.
Understanding the Top 5 Reasons New Truck Drivers Leave in the First Year is essential for carriers to address the issues that lead to high turnover. By focusing on these areas, we can create a more supportive environment for new drivers.
In this post, I’ll break down the Top 5 Reasons New Truck Drivers Leave in the First Year and proven strategies to keep them on the road—helping carriers improve retention, cut costs, and build stronger driver relationships.
1. Unmet Pay Expectations
One of the biggest reasons new drivers leave is simple: pay disappointment.
- Many CDL students are recruited with the promise of $1,200–$1,500 per week, but actual take‑home pay in the first few months is often much lower.
- Training periods, probationary mileage rates, and unpaid wait times at shippers can all reduce early earnings, leaving new drivers frustrated.
- High fuel costs, slow freight cycles, and short-haul routes can also contribute to income instability.
How to Fix It:
- Set realistic expectations upfront. Be transparent about starting pay, mileage rates, and the typical first‑year earnings curve.
- Offer guaranteed minimum pay for new drivers during their first 90 days. This gives them financial security as they learn.
- Reward performance milestones, like safety bonuses, on‑time delivery pay, or quarterly retention bonuses.
2. Lack of Home Time and Work-Life Balance
Life on the road can be tough—especially for new drivers adjusting to long-haul schedules. Many leave because the reality of time away from family doesn’t match what they expected.
- OTR (over‑the‑road) positions often require 2–3 weeks away at a time, which can be overwhelming for drivers with young families.
- Inconsistent schedules or being stuck waiting for loads add stress and extend time away from home.
How to Fix It:
- Offer regional or semi‑local routes for new drivers when possible. These help drivers build experience without burning out.
- Communicate realistic home‑time policies during recruiting. Surprises are a major reason drivers quit.
- Use technology for better scheduling, reducing wasted hours and maximizing productive drive time.
3. Inadequate Training and Mentorship
The first year is the most critical for driver confidence and skill development. A lack of proper support can lead to early exits, especially after stressful first trips.
- Some carriers rush new drivers into solo positions before they are fully comfortable.
- Poor trainer-driver relationships or lack of communication increases anxiety and mistakes.
- Without mentorship, small issues like route planning, time management, or dealing with shippers become overwhelming.
How to Fix It:
- Invest in structured mentorship programs pairing new drivers with experienced, supportive trainers.
- Offer a clear first‑year roadmap, showing how a driver progresses from trainee to independent operator.
- Provide 24/7 support, including dispatchers trained to handle new‑driver concerns with patience.
4. Poor Communication and Company Culture
A surprising reason drivers quit early is feeling like a number instead of a person.
- Recruiters and dispatchers who overpromise and underdeliver create mistrust.
- Drivers often leave if they feel isolated, disrespected, or unsupported by their company.
- A toxic culture of constant pressure, lack of feedback, and little appreciation drives turnover.
How to Fix It:
- Foster open communication between drivers, dispatch, and recruiting. Transparency builds loyalty.
- Recognize and reward driver achievements, like safety awards or driver spotlights on social media.
- Create a driver‑first culture where management listens to feedback and actively works to improve conditions.
5. Equipment and Maintenance Frustrations
New drivers want to feel safe and proud of the trucks they operate. Frequent breakdowns, uncomfortable trucks, or outdated technology can quickly push them out the door.
- Sitting on the side of the road waiting for repairs cuts pay and damages morale.
- Poor maintenance or old equipment makes new drivers feel unsafe and undervalued.
- Competing carriers with newer fleets often lure drivers away.
How to Fix It:
- Invest in reliable, well‑maintained equipment—or at least ensure new drivers get dependable trucks.
- Respond quickly to maintenance issues and prioritize driver safety over freight speed.
- Highlight equipment quality in recruiting—show drivers your fleet is modern and driver‑friendly.
The Cost of Losing New Drivers
Every driver who quits in the first year costs carriers $5,000–$10,000 in recruiting, training, and lost productivity.
Worse, high turnover damages reputation, making it harder to attract new talent in an already competitive market.
By addressing these five core issues—pay, home time, training, culture, and equipment—carriers can:
- Boost driver retention
- Lower recruiting costs
- Improve driver satisfaction
- Build a stable and loyal workforce
Final Thoughts
The first year of trucking is a critical turning point. If carriers fail to support new drivers, they risk losing talent and revenue in a market already suffering from a national driver shortage.
By setting clear expectations, offering mentorship, investing in equipment, and creating a driver‑first culture, companies can turn first‑year drivers into long‑term assets.
If you’re a carrier or recruiter looking for support in retaining and placing drivers, Class A Jobs 411 specializes in matching qualified drivers with the right opportunities—and helping carriers reduce turnover.
