For decades, the trucking industry has claimed to be facing a persistent driver shortage. However, a new report by the OOIDA Foundation—the research arm of the Owner-Operator Independent Drivers Association—argues that this narrative doesn’t hold up under scrutiny.
Released on April 24, 2025, the report titled The Churn traces the high turnover rate in long-haul trucking back to the deregulation of the U.S. trucking industry in the 1980s. At the time, the opening of the market led to a surge in new carriers, intensifying competition. As a result, companies lost the ability to offer meaningful wage increases without jeopardizing their profitability.
According to the OOIDA Foundation, this created an environment where high driver turnover became a standard business model. In their view, the issue is not a labor shortage, but a structural problem deeply rooted in the industry’s economic framework.
The report also takes aim at current policies, including government subsidies for driver training programs, which it says only address the symptoms of the problem. It further criticizes the longstanding exemption from overtime pay regulations, which allows companies to require up to 70-hour workweeks without additional compensation. These conditions result in wages that are lower than those in comparable industries, fueling dissatisfaction and resignations.
Another major driver of turnover is the widespread use of lease-to-own truck programs. Promoted as a path to ownership, these agreements often fall short of delivering what they promise. Many drivers, drawn by the dream of becoming independent business owners, quickly discover that life as an owner-operator can be just as unstable—especially in a market dominated by large carriers with more secure contracts.
The data cited in the report shows that there are roughly three newly licensed commercial drivers for every available long-haul trucking position. Despite this surplus of labor, working conditions have not improved, which, according to the OOIDA, proves the issue lies not in the number of drivers, but in the nature of the work itself. Many drivers choose to leave the industry altogether rather than cycle endlessly from one employer to another without meaningful improvement.
Interestingly, smaller fleets report better retention rates, but often rely on the churn created by larger carriers to recruit experienced drivers. A broad shift in human resource practices could therefore disrupt this perverse cycle, where questionable recruitment practices at the top indirectly feed the rest of the industry.
In conclusion, the OOIDA is calling for deep structural reform. The organization urges a review of current regulations, an end to the turnover-based business model, and a renewed focus on valuing experience. According to the report, only by addressing these root issues can truck driving once again become a stable, respected, and appealing career choice.
While the report primarily focuses on the long-haul segment, where turnover is especially high, many of its findings apply to the broader trucking industry. Issues such as unpaid hours, harsh working conditions, and questionable hiring practices go well beyond long-haul operations.
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