How many CE drivers are missing in Spain and what do the numbers show?
Spain has an estimated 15,000 to 20,000 unfilled CE driver vacancies on a structural basis, according to CETM and IRU data for 2025–2026. This is not a cyclical gap that wage increases alone can close: its causes are demographic and training-related, and they compound year on year.
Spain's CE driver deficit is structural, not cyclical — meaning it will not self-correct through wage rises alone. According to CETM (Confederación Española de Transporte de Mercancías) and IRU (International Road Transport Union) data, Spain currently has thousands of unfilled CE driver vacancies and the gap is widening. Fleet operators report vacancy rates above 10% in CE headcount across multiple autonomous communities.
| Data source | Finding | Year |
|---|---|---|
| CETM | Thousands of unfilled CE driver vacancies on a permanent basis; operator-reported vacancy rates >10% in multiple CCAA | 2025–2026 |
| IRU (International Road Transport Union) | Projected 745,000-driver shortfall across Europe by 2028; Spain is a significant contributor given road transport's ~5–6% share of national GDP | 2023 projection |
| ANFAC | Heavy vehicle registrations in Spain grew in 2024–2025, increasing driver demand without proportional supply growth | 2025 |
| INSS / SEPE Occupations Observatory | Average age of lorry drivers in Spain exceeds 47 years; large share of active workforce will reach retirement age (65–67) within the next decade | 2025 |
| INE | Spain birth rate: 1.16 children per woman (2023) — one of the lowest in the EU; working-age cohorts are shrinking | 2023 |
For the transport company managing a fleet, these figures translate into a daily operational reality: CE driver selection processes take weeks or months, candidate pools are thin, and replacing a driver who leaves is the primary operational challenge.
See also our analysis of what a CE driver costs in Spain to understand the economic impact of a prolonged vacancy.
Why does the market not self-correct? Structural causes of the driver shortage
The CE driver shortage is not caused by insufficient pay alone. Five structural factors operate over the long term and require active sourcing solutions — not passive wage adjustments.
1. Ageing active workforce
Spain's lorry driver workforce is among the oldest in Europe. The 55–65 age bracket holds a disproportionate share of active CE drivers. Retirements consistently exceed new entrants. As this cohort leaves over the next decade, the deficit will accelerate without new driver sources integrated now.
2. Low female participation
Women account for less than 5% of lorry drivers in Spain, one of the lowest rates in Europe. Despite DGT campaigns to promote female access to the profession, actual incorporation of female CE drivers remains marginal. This limits the effective recruitment base to approximately half the working-age population.
3. Cost and time required for the CAP and CE licence
Obtaining a CE licence plus the initial CAP requires an investment of €3,000 to €5,000 and several months of training. Royal Decree 1032/2007 (BOE.es), which transposes EU Directive 2003/59/EC (EUR-Lex) on the initial qualification and periodic training of drivers of certain road vehicles, requires 280 hours of initial training for the standard track, or 140 hours for the accelerated track for drivers with experience in a lower category. CAP renewal requires 35 hours every 5 years. Combined with the time needed to obtain the CE licence itself, the full process can exceed 6 months and €3,000–€5,000 for a candidate without prior experience. This training and cost barrier is one of the primary structural reasons new entrants to the profession remain low — and one of the most frequently cited causes of the driver deficit by fleet operators.
4. Post-Brexit contraction of the available pool
Before 2021, Eastern European drivers resident in the United Kingdom provided cabotage and international transport in Spain. Brexit and tightened UK working conditions for EU citizens reduced this mobility. The net effect on Spain's available driver pool was negative.
5. General demographic decline
With a birth rate of 1.16 children per woman in 2023 (INE), Spain has one of the lowest in the EU. Working-age cohorts entering the labour market are progressively smaller, reducing the structural supply of candidates across all sectors — including transport.
What solutions do transport companies have to address the shortage in 2026?
Three practical routes are available for fleet operators needing CE drivers now. None resolves the problem instantly; used in combination, they allow vacancies to be filled within manageable timelines.
Route 1 — Hiring non-EU drivers
| Driver nationality | Work authorisation route | Realistic timeline to first working day |
|---|---|---|
| Ukrainian | Temporary Protection under Royal Decree-Law 6/2022 (BOE.es), valid to March 2027 | 1–3 weeks once documentation confirmed |
| Moldovan | SEPE process (standard third-country national route) | 3–5 months including work permit + DGT exchange |
| Kazakhstani | SEPE process (standard third-country national route) | 5–8 months including work permit + DGT exchange |
DriversHub works with a proprietary pool of over 100 qualified drivers from these nationalities, with CE licences and CAP accredited or in process. For a full walkthrough, see our complete guide to hiring foreign drivers in Spain and specifically our guide on Ukrainian drivers.
Route 2 — Staff-leasing and ETT: scaling without administrative burden
For companies that need to fill vacancies without managing the full documentary process, the staff-leasing model through an ETT (governed by Ley 14/1994, de 1 de junio, BOE.es) places the ETT as the formal employer. The client company pays a monthly rate; the ETT handles payroll, Social Security, work authorisation documentation and DGT licence exchange coordination.
This model is especially useful when driver needs vary throughout the year or when the company lacks an HR department capable of managing non-EU worker files. For a comparison of both models, see our guide comparing direct hire vs staff-leasing.
DriversHub's staff-leasing service covers the full cycle: candidate sourcing, documentation, DGT exchange, CAP coordination, Social Security registration and ongoing management.
Route 3 — Retention: reducing existing turnover
Before seeking new drivers, companies with high CE driver turnover must analyse why current drivers are leaving. The most frequent causes according to sector data:
- Insufficient rest periods in violation of EC Regulation (EC) No 561/2006 (EUR-Lex) on driving and rest times.
- Opaque variable pay: poorly explained meal allowances, night supplements and route bonuses.
- Poor equipment condition or inadequate communication processes.
Improving retention conditions does not eliminate the external candidate deficit, but it reduces pressure on selection processes. A company with 15% annual turnover must replace a significant share of its workforce every year — in a market where that replacement takes weeks to months.
Frequently asked questions
Q: How long does it take to fill a CE driver vacancy in Spain in 2026? A: Timeline depends on nationality and documentation status. A Ukrainian driver with Temporary Protection under Royal Decree-Law 6/2022 can typically be placed in 1–3 weeks once documents are confirmed. A Kazakhstani or Moldovan driver without prior Spanish residence requires 3–8 months including SEPE work permit processing and DGT licence exchange. DriversHub works with candidates at different stages to offer staggered onboarding timelines.
Q: Is it legal to hire a non-EU driver directly as a company employee in Spain? A: Yes. Under Model A (direct managed hire), the transport company is the employer of record once work authorisation is in place. DriversHub handles recruitment, immigration paperwork and DGT coordination. For Ukrainian drivers, work authorisation is automatic under Royal Decree-Law 6/2022. For Moldovan and Kazakhstani drivers, the SEPE process applies.
Q: How does the driver shortage affect CE driver salaries in Spain? A: Structural demand pressure on a reduced qualified candidate pool has driven wages up steadily since 2021. Based on the Road Freight Transport collective agreement and current market data, the gross annual salary of an experienced CE driver in Spain ranges from €28,000 to €38,000 in 2026, plus variable supplements. For a full cost breakdown including employer Social Security, see our guide on what a CE driver costs in Spain.
Q: What is the CAP requirement for CE drivers and how does it affect the shortage? A: The Certificate of Professional Competence (CAP) is mandatory for commercial CE drivers under Royal Decree 1032/2007 (BOE.es), which transposed EU Directive 2003/59/CE on driver qualifications. Initial training requires 280 hours (standard) or 140 hours (accelerated track). Renewal requires 35 hours every 5 years. This training burden adds 3–6 months and €1,500–€2,500 to the entry cost of a new driver, which discourages new entrants and deepens the structural deficit.
Q: Does the ETT model help companies manage the driver shortage operationally? A: Yes, for companies that need flexibility. Under Ley 14/1994 (BOE.es), an ETT takes on employment risk, payroll, Social Security and immigration management for assigned drivers. The client company pays a monthly rate and can adjust driver numbers as workload changes — without direct redundancy costs. The maximum assignment duration is 12 cumulative months within 18 (article 6.3, Ley 14/1994), after which the driver must be offered a direct contract or rotated.
Conclusion
The CE driver shortage in Spain in 2026 is a structural problem with well-identified causes and available solutions, though none is immediate. Companies that act now — diversifying into the non-EU candidate pool and optimising their onboarding models — will be better positioned as the deficit deepens over the coming decade. DriversHub offers immediate access to a pool of over 100 qualified drivers and manages the entire documentary process. Request information about available profiles for your fleet.
CTA suggested (for CTO scaffold)
- Primary button: "View drivers available now"
- Internal link 1: /en/services/staff-leasing/
- Internal link 2: /en/for-companies/onboarding/
- Internal link 3 (cross-article): /en/blog/direct-hire-vs-staff-leasing-drivers/