FULL REFORM MANIFESTO

HGV Shield: Driving Reform for a Stronger Industry (SUBJECT TO CHANGE)

Proposed Reforms Manifesto

HGV Shield has conducted extensive research and drawn on industry experience to identify critical changes needed within the HGV sector. We firmly believe that while these changes may appear minor, they are essential to addressing the deeply rooted issues that continue to hold the industry back. These proposed measures aim to eliminate harmful practices, restore industry integrity, and secure the future of the HGV profession.

Implementing these reforms is not just a step it is a leap in the right direction toward lasting, positive transformation. We believe these reforms will make the HGV profession more appealing to new talent, ensuring the industry's long-term sustainability.

This reform manifesto will be formally submitted to the relevant governing bodies with a clear message: it is time to turn words into action. Throughout this process, we are committed to keeping our members informed via our News page and social media platforms.

HGV Shield is not a union. We are not calling for strikes or public demonstrations. We are a focused, professional body dedicated to advocating on your behalf. All we ask is that you show your support by becoming a member and trusting us to lead the fight for a better industry.

Employment Contracts

Contract Standards

· Contracts must be transparent, easily understood, and fully explained to employees.

· Any contract failing to meet these standards should be deemed deceptive and void.

· Probationary periods must not exceed 3 months.

· Any contract amendments must be communicated in writing with 21 days' notice.

· Amendments must be fully explained and acknowledged with a signed declaration.

Working Hours

· All HGV employment contracts must clearly define the minimum number of working hours.

· The standard should be a minimum of 48 hours per week, in line with the Working Time Directive.

· Clear compensation rates must be outlined for any hours exceeding 48 per week and recognized as overtime.

Working Time Directive

· If a driver is required to opt out of the Working Time Directive, the employment contract must clearly state this requirement.

· Drivers must sign a declaration of understanding.

· Drivers must complete a questionnaire to demonstrate awareness of the implications, ensuring the employee understands the directive. (1 in 3 do not understand the working time directive)

· Drivers may opt back into the 48-hour limit by providing written notice to their employer, with a minimum notice period of 14 days.

Working Time Calculation and Limits

· Average working time should be based on a 10-week reference period, rather than the current 17 weeks, and cannot be extended.

· If the employee is absent or on holiday, the employer must add 9.6 hours per day to the working time average calculation. (Currently 8 hours)

· If absent for a full week, 48 hours must be added to the working time average.

Planning and Hours

· Employers/planners can only plan:

· - 13-hour maximum working day

· - 11 hours rest

· - 9 hours driving (this includes breaks).

· Extended days (15 hours work time or 10 hours driving time) are optional and at the driver’s discretion.

· A formal request from the transport manager/planner is required to extend hours, including reasons.

· Employers who frequently breach these limits must justify the breach or risk consequences to their operator’s license.

· Breaches include 4+ extensions to working time, 3+ extensions to driving time within a consecutive 2 week period.

· Minimum daily rest should be 10 hours, accounting for: showers, meals, paperwork, vehicle checks, sleep, and potential disturbances.

Break Deductions

· Employers may not deduct statutory rest breaks (e.g., 45-minute breaks) from pay.

Industry Standards & Working Conditions

Record Keeping

· Employers must retain working time records for at least 3 years (currently 2 years).

· Failure to maintain records will result in the assumption of a 65-hour working week for any back pay calculations.

Night Out Allowance

· Must be mandatory and paid separately from base salary or hourly rate.

· Must be tax-free.

· Minimum rate: £26.20 per night.

· Drivers may provide self-written receipts if necessary; employers must log these in weekly records.

Meal Allowance

· Must be mandatory and paid separately from base salary or hourly rate.

· Must be tax-free.

· Set Rates: Over 5 hours = £5.00, Over 10 hours = £10.00, Over 14 hours = £25.00

Parking and Facilities

· Employers must either pay for secure overnight parking or provide at least one shower payment per week as a separate payment.

Accidents and Damages

· Employers cannot charge drivers for damages unless deliberate misconduct is proven. Insurance exists for this purpose.

Sick Pay Policies

· Employers must provide at least 50% of base wages (48 hours) for the first 3 months of illness or injury.

· This is followed by standard Statutory Sick Pay (SSP).

· Medical evidence must be provided to the employer.

CPC Qualification

· Many HGV operators cite the CPC qualification as a reason for leaving the industry.

· Originally introduced by an EU directive, its relevance post-Brexit is questioned.

· Many see it as an unnecessary financial burden.

Reform Proposal

· The cost of CPC training should be split between the employer and government, or covered entirely by the employer in in full time employment.

· The CPC course should be reduced to 2 days of training totaling 14 hours.

· CPC content should include: Driver’s hours, New safety regulations, Awareness of different HGV roles such as Low loaders, Walking floors, Tippers, Flatbeds, Curtainsiders, Containers, Box trailers, etc.

HGV License Reform

· Being an HGV operator carries a high level of responsibility and risk.

· Operators are concerned about risking their personal driving license while performing professional duties which are essential to the economy.

Reform Proposal

· Separate HGV and personal car licenses.

· If not viable, HGV operators should be entitled to an extra 12 points.

· Any offences must be labeled as HGV or Car related and cannot directly affect the other license.

Proposed Reform to the Equality Act 2010

Currently, only women or Transsexual individuals can file gender pay gap claims.

Men are excluded, despite forming the majority of the HGV workforce.

This creates a loophole allowing companies to discriminate without consequence.

Reform Proposal

· Allow all genders to submit pay gap claims.

· Require employers to justify pay discrepancies in writing (e.g., qualifications, experience).

· Mandate transparency on how newer employees can reach equal pay.

· Any pay gaps must be clearly stated in employment contracts.

These changes would promote fairness, reduce discrimination and prevent the deliberate exclusion of women or Trans drivers to avoid legal scrutiny.

Road Safety & Driver Training

HGV Awareness Video

· A government-commissioned HGV Awareness Video should be part of the practical car driving test.

· Developed by HGV Shield or in partnership with the DVLA, it should include: HGV maneuverability, Understanding operational roles, General HGV awareness.

· Benefits: Could reduce over 250 fatalities and 1,100+ serious injuries annually.

Conclusion

These are the core reform incentives HGV Shield seeks to implement within the HGV industry. We believe that through informed advocacy, member support, and government engagement, real and lasting improvements can be achieved which is long overdue.

HGV Shield’s Reform Manifesto is a public document outlining proposed changes to improve the working conditions, rights, and protections of UK HGV drivers.

All content within this manifesto is protected under copyright law and may not be reproduced, edited, or distributed without written permission from HGV Shield Ltd.

Reform proposals are based on lived industry experience, member feedback, and legal insight. While every effort has been made to ensure factual accuracy, HGV Shield accepts no liability for legislative interpretation, implementation outcomes, or third-party use of this document.

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