Truck drivers often spend long days or weeks on the road, away from their families. Job satisfaction, mental health, and retention in the transportation industry hinge on more than just wages. While pay remains a critical factor, driver retention increasingly depends on benefits that support family well-being, and keep loved ones safe and secure while they’re away.
In fact, a focus on thoughtful, family-focused benefits presents a unique opportunity for fleet managers and HR leaders to attract and retain driver talent in a sometimes competitive trucker labor market.
In this post, we’ll explore some reasons to consider more family-oriented policies, some key benefits you might offer, and some actionable advice for implementation.
Why Family-Focused Benefits Matter
The challenges of life on the road take a toll on both drivers and their families. Long-haul drivers often cover 100,000 miles or more per year, returning home only every four to six weeks — unable to be around regularly to help with family responsibilities or share in daily activities. Moreover, truck drivers struggle with unique health challenges — 7 in 10 truck drivers are obese, according to the CDC, with many also experiencing chronic stress and other wellness challenges that can lead to more problems at home.
A recent International Journal of Environmental Research and Public Health survey of truck drivers also found roughly 28% suffer from loneliness and 27% battle depression. Combined with physical separation, it’s no wonder the divorce rate is 40.5% among truck drivers — the second-highest of any industry.
Given these stark realities, trucking companies must rethink how they support drivers and their families. Offering family-friendly benefits reduces turnover, builds loyalty, and ensures drivers can stay healthy and productive on the road.
7 Essential Benefits and Policies for Driver Retention
What are some of the benefits that can make an outsized difference for truck drivers and other professionals in the transportation industry. Wellness, family time, mental health resources, and job security have become a growing part of many benefits portfolios.
Here are 7 areas that we have seen, where great benefits help trucking families:
- Healthcare Benefits with Generous Family Coverage
Health insurance should extend to spouses and dependents, along with life and disability insurance to offer financial security. Truck drivers value the peace of mind that comes from knowing their family’s health is protected while they are on the road, as well as telehealth options that allow them to access healthcare from anywhere.
Selerix’s BenSelect platform allows drivers to manage benefits remotely, making enrollment seamless from anywhere.
- Wellness Programs and EAPs
Companies should provide wellness programs that address hypertension, insomnia, and obesity—conditions that are common among drivers. Sleep apps, wearable technology, and addiction support are key lifestyle benefits that can help trucking employees with mental health, which has a knock-on effect for family life. Employee Assistance Programs (EAPs) can also support drivers and their families with mental health counseling, marital support, and stress management, improving overall well-being.
- Flexible Work Schedules, Job Security and Home Time
Home time is one of the most sought-after benefits in the industry. Whether it’s daily returns for dedicated transport drivers or banked days off for long-haul drivers, offering predictable time off keeps drivers connected with their families and prevents burnout. Flexible scheduling, where possible, also lets drivers align their hours with family responsibilities while keeping income steady — boosting both morale and productivity. And the number of fleets offering referral bonuses reached nearly 90% in 2022, with the average bonuses growing nearly 10% year over year.
- Pet and Passenger Policies
Many companies allow drivers to travel with pets or family members, helping reduce the loneliness of life on the road. Leaders in this space are offering pet-friendly policies with minimal restrictions, providing terminals with pet runs and temporary kennels to improve the driver experience and reduce loneliness. Likewise, passenger policies or policies that enable spouse driving teams make it possible for drivers to bring partners or even children along on extended trip, which can also provide emotional support during time away.
- Retirement Benefits and Pensions
To remain competitive — especially with companies whose drivers are members of unions like the Teamsters — many trucking firms offer 401(k) plans with matching contributions or subsidized/private pensions. Retirement planning tools empower drivers to secure their financial future while reducing taxable income, streamlining retirement plan enrollment, and helping drivers make informed decisions and track their savings.
- Paid Family Leave, Childcare, and Adoption Assistance
Paid family leave is a key benefit for many drivers, ensuring they can take time off to bond with new children or care for family members without financial hardship. Offering adoption and fertility assistance further demonstrates the company’s commitment to family well-being. Childcare support helps drivers return to work confidently, knowing that their loved ones are in safe care.
- Comprehensive Communication Channels
Effective communication is critical for keeping drivers engaged and informed. Companies should leverage digital tools like Selerix Engage to foster real-time communication between drivers and management. Engage can authentically target subsets of drivers (owner, operator, point-to-point, dedicated transport, etc.) with direct messaging to help ensure all drivers stay connected with the team and company updates.
The Business Case for Family-Focused Benefits
Of course, offering family-oriented benefits is also a strategic move that strengthens the bottom line by creating a more engaged, productive, and stable workforce. In an industry where recruiting new talent is both costly and time-consuming, benefits that improve drivers’ personal lives offer a competitive edge.
Here are just a few ways family benefits can benefit your organization’s bottom line.
- Reduced Turnover and Recruitment Costs
Though there are mixed reports on exactly how intense the truck driver shortage is, there is little doubt that the industry is still feeling the squeeze. The American Trucking Associations (ATA) estimates a shortage of roughly 60,000 drivers in today’s market, expected to grow to 82,000 by the end of 2024 — and an average annual turnover rate for long-haul truckers above 90% at many big trucking companies. Family-friendly benefits foster long-term loyalty, minimizing the high cost of turnover and replacement.
- Improved Safety and Performance
Investing in wellness programs, flexible scheduling, and family-friendly policies translates directly into reduced absenteeism, fewer safety incidents, and higher performance on the road. Studies have shown that drivers with strong family support, wellness resources, and predictable schedules report better mental health, resulting in fewer safety incidents and higher productivity.
- Enhanced Competitiveness
Offering robust benefits like pensions and home time policies positions companies as attractive employers, aiding candidate attraction and referrals and allowing their employer brand to compete more effectively with unionized firms.
Actionable Advice for HR Leaders and Fleet Managers
Adopting family-focused benefits may start with the list of benefits you offer — but it’s also about creating meaningful connections between drivers and their employers.
When drivers feel supported, with policies that align with their personal and professional needs, they are more likely to stay engaged and loyal. However, simply offering these benefits isn’t enough. Fleet managers and HR leaders must ensure that these offerings are thoughtfully implemented, easily accessible, and consistently communicated.
By tailoring policies to driver needs, gathering feedback, and using tools that enhance engagement, companies can effectively embed these benefits into their culture.
Below are a few practical steps you can take to design and execute family-focused initiatives that resonate with drivers and improve retention.
- Tailor Benefits to Individual Needs: Use Selerix’s customizable BenSelect platform to provide personalized self-service benefit packages based on each driver’s life stage and preferences.
- Implement Real-Time Feedback Systems: Gather feedback through Selerix Engage to ensure policies align with drivers’ evolving needs and make adjustments in real time.
- Communicate Transparently and Consistently: Let drivers select how they would like to be communicated with — and use tools like Selerix Engage to keep them consistently informed about company updates, market changes, and benefit offerings.
- Monitor and Improve Program Effectiveness: Regularly track retention metrics, driver feedback, and program participation to assess the impact of benefits and identify areas for improvement.
A Holistic Approach to Driver Loyalty
Family-focused benefits are no longer optional—they’re essential for building a stable, productive workforce in the trucking industry. Companies that invest in healthcare, wellness, communication, and lifestyle benefits not only attract top talent but also reduce turnover and ensure operational efficiency. With Selerix, your company can offer tailored benefits, seamless enrollment, and real-time communication to keep your drivers engaged and loyal — and lighten the burden on your benefits team.
Contact our team for a tour of the Selerix platform — and see how we’ve helped transportation companies like Knight Transportation and MVT Holdings create a culture where every driver feels valued, connected, and empowered—both on and off the road.
