Driver Employment
Agency Driving, Permanent Employment and Retained Drivers
Understanding your employment options, the advantages, disadvantages and what you need to know before accepting a job
There are several ways to earn a living as an HGV driver in Ireland, and they don't all involve taking a permanent, Monday-to-Friday job with the same haulage company.
Some drivers prefer the security of regular employment.
Others enjoy agency work, moving between companies and trying different types of driving. Some work part-time, while others have arrangements with operators who call on them when additional drivers are needed.
There isn't necessarily a right or wrong choice. What suits a driver with a young family, a mortgage and a preference for predictable hours might be completely different from what suits someone who enjoys variety, wants to build experience or only wants to drive occasionally.
However, there are important differences between these arrangements, particularly when it comes to pay, job security, employment rights and responsibilities.
Let's look at how they work, the advantages and disadvantages, and a few things worth checking before you sign anything.
This guide is written primarily for drivers working in the Republic of Ireland. Employment legislation and arrangements in Northern Ireland and Great Britain differ.
1. Permanent Employment – Working Directly for a Haulage Company
This is probably the most familiar arrangement.
You are employed directly by a haulage operator, transport company or another business operating HGVs.
You might be driving for a general haulage company, supermarket distribution centre, livestock haulier, construction company or any other business operating commercial vehicles.
Your employer pays your wages, operates PAYE, manages your employment arrangements and provides the vehicle and equipment needed to do your job.
Permanent employment normally means you have an open-ended contract. In other words, there isn't a predetermined date when your employment will finish.
However, permanent employment does not automatically mean Monday-to-Friday working, fixed finishing times or a guaranteed 40-hour week. Those details depend on your contract.
Advantages
Regular income
For many drivers, this is the biggest advantage. Having an agreed working pattern or guaranteed contractual hours can make it easier to manage household finances.
Job security
Permanent employment generally offers greater continuity than taking individual temporary assignments. Employees also benefit from statutory protections, although some rights depend on length of service and other qualifying conditions.
Familiar vehicles and equipment
You will usually become familiar with the vehicles you drive, their controls, equipment and particular characteristics.
This can be especially helpful for newly qualified drivers.
Familiar routes and customers
You gradually learn where you're going, what customers expect and how the operation works.
Training and development
Some employers offer additional training, including ADR, specialist equipment training or opportunities to move into different types of haulage.
Being part of a team
Having colleagues, a regular transport manager and familiar people to ask for help can make a considerable difference, particularly when you're starting out.
Disadvantages
Less flexibility
You may have less control over when you work or which jobs you undertake.
Repetitive work
Some drivers love familiar routes and regular customers. Others find doing the same work every day becomes boring.
Limited variety
If your employer specialises in one type of haulage, you might have fewer opportunities to experience other sectors.
Long or unpredictable days
Permanent employment doesn't guarantee an easy working week. Transport is an unpredictable industry, and delays, breakdowns, traffic and customer requirements can affect your finishing time.
Who might this suit?
Drivers looking for a long-term career with one employer, a reasonably predictable income and opportunities to build experience within a familiar operation.
For a new-pass driver, finding a supportive permanent employer can be an excellent way to develop confidence.
2. Agency Driving – How Does It Work?
Agency driving is common throughout the transport industry.
Instead of applying directly to a haulage company, you register with a recruitment or employment agency that supplies drivers to businesses needing additional staff.
For example, a distribution company might need extra drivers during a busy period, or a haulage operator might need someone to cover annual leave, sickness or unexpected demand.
The company contacts an agency, which arranges a suitable driver.
You then report to the company where you've been assigned and carry out the work.
One important point: not every agency arrangement is identical.
Some drivers are employed by the agency under a contract of employment. Others may be recruited by an agency but employed directly by the transport company.
An agency might also offer a longer-term placement where you work for the same operator for several months.
Always establish who your actual employer is.
Advantages of Agency Driving
Flexibility
Depending on your contract and the assignments available, you may have considerable choice over when and where you work.
Some drivers enjoy being able to take a few days off between assignments or work around other commitments.
However, flexibility is not automatically guaranteed. You must still comply with the terms of your agreement.
Variety
Agency driving can expose you to different vehicles, customers, routes and types of haulage.
You might spend one week delivering refrigerated goods and another working in general distribution.
This can be particularly useful when you're trying to decide which type of HGV work you enjoy.
Opportunities to gain experience
Some operators use agencies to recruit drivers who may eventually be offered permanent employment.
Agency work can be a useful way of getting your foot in the door.
Potentially attractive rates of pay
Some agency assignments offer higher hourly rates than comparable permanent positions, particularly for short-notice cover, nights or weekends.
But don't assume agency work always pays more.
You need to look at the entire package, including guaranteed hours, holiday pay, overtime arrangements and the availability of assignments.
Less attachment to one workplace
If you discover that a particular type of work really doesn't suit you, agency driving may offer opportunities to try something different.
Disadvantages of Agency Driving
Unpredictable availability of work
This is one of the biggest considerations.
You might have plenty of work one month and considerably less the next.
Unless your contract guarantees paid hours or other payments, you should not assume you'll receive the same income every week.
Last-minute changes
Assignments can change or be cancelled.
Before accepting work, check what happens if the customer cancels after you've made yourself available or travelled to the depot.
Unfamiliar vehicles
You may find yourself driving a different lorry every few days.
Different manufacturers, gearbox systems, dashboard layouts and safety equipment can take time to become familiar with.
Unfamiliar locations
Finding a delivery point is one thing. Finding the correct goods-in entrance, loading area or safe parking location can be quite another!
Limited workplace familiarity
You might not know the transport office staff, workshop personnel or other drivers.
That can make it harder to know who to approach when something goes wrong.
Inconsistent working patterns
Early starts, late finishes, nights and weekends may vary between assignments.
This can make planning your personal life difficult.
Agency Drivers Have Employment Rights Too
There is a common misconception that agency drivers have fewer rights simply because they're not permanent employees of the company they're driving for.
That isn't necessarily true.
Under Ireland's Protection of Employees (Temporary Agency Work) Act 2012, qualifying temporary agency workers are entitled to equal treatment with comparable directly recruited employees in certain basic working and employment conditions.
These include:
Pay and overtime
Working time and rest periods
Night work
Annual leave
Public holidays
Agency workers must also have equal access to certain workplace facilities, such as canteens, where applicable, and must be informed of relevant vacancies.
This does not mean every agency driver automatically receives every benefit offered to permanent staff. The legal equal-treatment requirements cover specified conditions.
An employment agency cannot charge a worker a fee for finding or arranging employment.
3. Retained Drivers – What Does That Actually Mean?
You may hear the term retained driver used within the haulage industry.
It generally refers to a driver who has an ongoing arrangement with an operator but isn't necessarily working for that operator every day.
For example, a small haulage company might have two permanent drivers and another experienced driver who is available to cover holidays, busy periods or specialist work.
Rather than finding someone new every time additional help is needed, the operator has a familiar driver they can call upon.
This arrangement can work particularly well in smaller haulage businesses.
However, there is something important to understand.
'Retained driver' is not a separate legal category of employment in Ireland.
It is an informal industry description.
A retained driver might legally be a part-time employee, a casual employee, an employee with guaranteed hours or, in appropriate circumstances, a genuinely self-employed contractor.
The actual employment relationship determines their rights and obligations, not the title.
Advantages for Drivers
An ongoing relationship with an operator
You become familiar with the vehicles, customers, routes and working practices.
Potential flexibility
Depending on the arrangement, you may be able to combine occasional driving with farming, another job, semi-retirement or other commitments.
Familiarity without necessarily working full-time
For drivers who enjoy haulage but don't want to work five or six days every week, this can be attractive.
Opportunities for specialist work
Some operators prefer using drivers they already know and trust for particular assignments.
This might include livestock transport, specialist machinery or other work requiring additional knowledge and experience.
Disadvantages
Income may be unpredictable
Unless your agreement provides guaranteed paid hours or a retainer, you may only be paid when work is available.
You may be called at short notice
The operator might need you urgently, but you may already have other commitments.
Availability expectations can become unclear
Are you expected to answer every call?
Can you decline an assignment?
Are you being paid to remain available?
These questions should be answered before the arrangement begins.
Employment status can become confusing
This is particularly important when a driver works occasionally for several operators.
Being described as casual, retained or freelance does not automatically make someone self-employed.
What About a Retainer?
Some arrangements involve an operator paying a driver an agreed amount to remain available.
Others involve no payment unless the driver actually works.
There is no universal arrangement.
If a company expects you to keep certain days free, remain available at short notice or decline work elsewhere, you should establish exactly what you are being paid for.
Any such agreement must also comply with applicable employment law.
Being available for work and actually working are not necessarily the same thing, but both can have legal implications.
4. Casual and Part-Time Drivers
Casual and part-time driving are sometimes confused with agency or retained driving.
They are not necessarily the same thing.
A part-time driver is generally someone who works fewer hours than a comparable full-time employee.
For example, a haulage company might employ someone to drive every Monday and Tuesday.
That driver can still be a permanent employee, even though they only work two days each week.
A casual driver might work more irregularly, perhaps covering absences or periods of increased demand.
However, calling someone a casual employee doesn't remove their statutory employment rights.
Advantages
Part-time or casual driving may suit someone who wants to remain in the industry without committing to full-time hours.
It can also be useful for experienced drivers approaching retirement or those combining driving with another occupation.
Disadvantages
Income may be lower or less predictable.
There may be fewer opportunities for additional training or career progression, depending on the employer.
And irregular working patterns can make it harder to plan other commitments.
Your Rights
Part-time employees in Ireland are generally protected against less favourable treatment compared with comparable full-time employees, unless different treatment is objectively justified.
Annual leave entitlements also apply to part-time and casual employees, although the amount earned depends on the applicable statutory calculation.
5. Fixed-Term Employment – A Job With an End Date
Not every directly employed driver is permanent.
Some operators employ drivers on fixed-term contracts.
For example, a company might need an additional driver for six months while undertaking a particular contract.
Another might need temporary cover while a permanent employee is on extended leave.
A fixed-term contract generally ends on an agreed date or when a specified task or event is completed.
Advantages
You know the intended duration of the job.
It can provide several months of relatively consistent work without requiring a long-term commitment.
You may also gain valuable experience with an operator that could lead to future opportunities.
Disadvantages
The job may finish when the contract expires.
There is no automatic guarantee of further employment.
You may need to start looking for another position before your current contract finishes.
Your Rights
Fixed-term employees generally have the same statutory employment rights as comparable permanent employees.
Irish legislation also restricts the repeated use of successive fixed-term contracts.
In general, successive fixed-term employment cannot continue beyond four years without the employment becoming indefinite, unless there are objective grounds justifying further renewal.
There are additional rules concerning renewals and the use of successive contracts.
6. Self-Employed Drivers – A Different Arrangement Again
Some drivers provide their services to haulage operators on a self-employed basis.
This is sometimes described as freelance driving.
However, you cannot simply declare yourself self-employed because you send an invoice instead of receiving a payslip.
In Ireland, employment status depends on the actual working relationship.
Revenue considers factors including who controls the work, whether the driver must personally perform it, how the arrangement operates in practice and whether the individual is genuinely operating a business on their own account.
A driver might invoice several companies and still be considered an employee for tax purposes, depending on the circumstances.
Similarly, registering as self-employed does not automatically establish that status.
Potential Advantages
Genuinely self-employed drivers may have greater control over their business arrangements.
They may negotiate their own rates, choose customers and manage their own working schedules.
They may also be able to develop a business supplying specialist services.
Potential Disadvantages
Self-employed people generally do not receive the same employment protections as employees.
They must manage their own tax affairs and consider insurance, pension provision, periods without work and other business costs.
They also need to understand the legal responsibilities associated with their particular activities.
An Important Distinction
Supplying your services as a driver is not necessarily the same as operating your own haulage business.
If you provide transport services using your own vehicle, additional requirements concerning operator licensing, insurance and transport compliance may apply.
Don't confuse the two arrangements.
For further information, see Revenue – Determining Employment Status.
7. Working for More Than One Company – The Tachograph Problem
This is an area where agency, casual and retained drivers need to be particularly careful.
Imagine the following situation.
You drive for Company A on Monday, Tuesday and Wednesday.
You take Thursday off.
On Friday, you accept a shift with Company B.
You might think that because you're working for a different employer, you're starting with a clean slate.
You aren't.
Your driving hours, working time and rest requirements follow you as a driver, regardless of which company you're working for.
Changing vehicles or employers does not reset your driving hours.
What Does This Mean?
If you've already used your permitted driving hours with one employer, you cannot simply start again with another.
Your daily and weekly driving limits, fortnightly driving limit, breaks and rest requirements must all be respected.
Your working time must also be considered across relevant employment.
Recording Your Activities
If you're working for several operators, you need to ensure your tachograph records accurately reflect your activities.
This includes driving, other work, availability and rest, as appropriate.
Time spent doing other work for another employer may also need to be recorded.
For example, if you spend Thursday working on a farm, in a warehouse or doing another paid job, that activity may count as other work for drivers' hours purposes.
You cannot simply record it as rest because you weren't driving a lorry.
Driver Card Downloads
The RSA specifically advises agency drivers working for more than one company to download their driver card data at least every 28 days and retain the information for inspection.
Operators also have their own downloading, monitoring and record-retention responsibilities.
The driver should ensure that all relevant operators receive the information necessary to comply with the rules.
Don't assume that because one company downloaded your card, every other company you work for automatically has access to that information.
Working Time
The Road Transport Working Time Directive also applies to relevant mobile road transport workers.
This includes limits on average weekly working time, maximum weekly working time and night work.
Working for multiple operators does not provide a way around those limits.
Drivers must provide employers with the information needed to ensure compliance.
Remember: your driver card belongs to you, and your driving and working-time history doesn't disappear when you change employers.
Sources:
8. Agency Drivers and Vehicle Familiarisation
This deserves particular attention.
An experienced HGV driver might have driven hundreds of thousands of kilometres without incident.
That doesn't mean they automatically know how to operate every lorry, trailer or piece of equipment they encounter.
Different manufacturers use different controls.
Even two vehicles from the same manufacturer can have different specifications.
An agency driver might arrive at a depot to discover they're driving a vehicle they've never seen before.
Perhaps it has a different gearbox, an unfamiliar retarder, a tail lift or an unusual trailer coupling arrangement.
There may also be differences in safety equipment, reversing cameras, axle-lift systems or dashboard warning displays.
Experience does not replace vehicle familiarisation.
Before leaving the yard, drivers should be given sufficient information and instruction to operate the vehicle and equipment safely.
This includes understanding the controls, checking the vehicle's condition and knowing what to do if a defect or problem arises.
Don't Be Afraid to Ask
If you're unfamiliar with a vehicle, say so.
If you don't know how a particular system works, ask someone to show you.
If you've never operated a particular type of trailer or specialist equipment, be upfront about it.
A competent operator should prefer spending ten minutes explaining something rather than dealing with an accident caused by a misunderstanding.
And if you're sent out with equipment you don't know how to use safely, don't feel pressured into pretending otherwise.
What About the Employer?
Businesses using agency drivers must take their health and safety responsibilities seriously.
The fact that a driver has been supplied by an agency does not remove the duties of the business controlling the workplace and work activities.
Appropriate instruction, information, supervision and risk controls must be provided.
The Health and Safety Authority makes clear that workplace safety obligations extend to temporary and agency workers.
9. New-Pass Drivers and Agency Work
Agency driving can be a useful way to gain experience, but it isn't always the easiest place to begin.
Some agencies and operators prefer drivers with previous experience.
Others are willing to consider newly qualified drivers.
A new-pass driver might find themselves moving between unfamiliar vehicles, delivery locations and operating procedures.
That can be challenging when you're still developing confidence.
The Advantages
You may gain experience across different sectors.
You can discover which types of driving you enjoy.
You may meet operators who are willing to offer permanent employment.
And you can develop confidence through exposure to different working environments.
The Disadvantages
You might receive less consistent mentoring.
You may not have a familiar transport manager or experienced colleague to turn to.
You could find yourself under pressure to complete unfamiliar tasks.
And repeatedly changing vehicles can make the learning process more demanding.
Our Advice
If you're newly qualified and considering agency work, ask what support will be available.
Will someone show you around the vehicle?
Will you receive an induction?
Is there a transport manager or supervisor you can contact?
Are you expected to undertake specialist work?
Does the agency understand your actual experience level?
Holding a Category C or CE licence means you're qualified to drive the relevant class of vehicle. It doesn't mean you're automatically experienced in every type of haulage.
There is absolutely nothing wrong with saying that you haven't done something before.
It's considerably better than pretending you have.
10. Pay – Don't Just Look at the Hourly Rate
When comparing agency work with permanent employment, it's tempting to look at the hourly rate and assume the highest number represents the best job.
It isn't always that straightforward.
Imagine one employer offers regular contracted hours at a slightly lower hourly rate.
Another offers a higher rate, but the number of shifts available changes every week.
The second arrangement might work out better financially.
Or it might not.
A higher hourly rate is of limited use if you're only getting two days' work when you need five.
Consider the whole arrangement.
Things Worth Checking
Guaranteed hours
How many hours are you contractually guaranteed, if any?
Overtime
Is overtime paid at a higher rate? If so, when does that rate apply?
There is no general statutory entitlement to an enhanced overtime rate in Ireland. Entitlement depends on the applicable contract or other binding arrangements.
Holiday pay
How is annual leave calculated and paid?
Agency and temporary employees can still have statutory annual leave entitlements.
Public holidays
What arrangements apply to public holiday benefits?
Night and weekend work
Are there additional payments for unsocial hours?
Subsistence and expenses
Are overnight allowances, parking and other legitimate work-related expenses covered?
Cancelled shifts
What happens if an assignment is cancelled at short notice?
Travel to work
Are you expected to travel considerable distances to different depots?
Is that travel paid or unpaid?
Don't assume it will be treated the same as driving time or working time. The rules depend on the circumstances.
One Important Point About Zero-Hours Arrangements
Ireland restricts zero-hours employment contracts, although exceptions exist for genuinely casual work, emergencies and certain short-term relief arrangements.
There are also statutory minimum-payment protections in specified circumstances where employees are required to be available but are not provided with the expected work.
This is particularly relevant where an operator expects a driver to remain available.
Simply describing someone as casual does not automatically remove these protections.
11. Before Accepting a Job – Questions Worth Asking
Whether you're joining an agency, accepting permanent employment or agreeing to occasional work, there are a few things you should establish beforehand.
Who is actually employing me?
Is it the recruitment agency or the company operating the vehicles?
What type of contract am I being offered?
Permanent, fixed-term, part-time, casual or another arrangement?
What hours am I guaranteed?
Don't confuse the hours you might be offered with the hours you're contractually guaranteed.
How and when will I be paid?
Weekly or monthly? Hourly rate or salary? Are there additional allowances?
What happens if work is cancelled?
Particularly important for agency and casual drivers.
What type of vehicle will I be driving?
Rigid, artic, rigid and drag, refrigerated, curtainsider or specialist equipment?
Will I receive an induction?
Even experienced drivers need to understand unfamiliar vehicles and working procedures.
Who do I contact if something goes wrong?
You should know who to contact about breakdowns, defects, accidents, delays and other problems.
Who manages my tachograph records?
Make sure the arrangements for downloading and retaining records are clear, particularly if you work for multiple operators.
What are the expectations around availability?
Can you refuse an assignment? Are you expected to work weekends? How much notice will you receive?
What training or experience is required?
Don't accept specialist work unless you have the necessary competence, training and authorisations.
Get Your Terms in Writing
Irish employers must provide new employees with a written statement of certain core employment terms within five days of starting work.
Additional required employment particulars must generally be provided within one month.
These include important details about pay, working hours, the nature of the employment and other conditions.
Agency arrangements have particular requirements concerning the identity of the employer and, where applicable, the business receiving the worker.
Source: WRC – Terms of Employment
12. Choosing a Reputable Employment Agency
If you're considering agency driving, it's worth doing a little homework before registering.
Employment agencies operating in Ireland are generally required to hold an employment agency licence.
The Workplace Relations Commission maintains information about licensed agencies.
You can check whether an agency appears on the published list.
A reputable agency should be clear about employment arrangements, pay rates, the type of work being offered and what is expected of you.
Be cautious if you're being pressured to accept work you're not qualified or experienced enough to undertake.
And remember, an agency cannot charge you a fee simply for finding you employment.
13. What About Sick Pay, Holidays and Other Benefits?
Another common misconception is that temporary, casual or agency drivers automatically lose their entitlement to employment benefits.
That isn't correct.
Employees can have statutory entitlements to annual leave, public holiday benefits and sick leave, subject to the relevant qualifying conditions.
For example, Ireland's statutory sick leave scheme provides qualifying employees with five days of paid sick leave per calendar year under the rules applicable in October 2026.
Employees must generally have completed 13 weeks of continuous service with their employer and provide the required medical certification.
Statutory sick pay is calculated at 70% of normal daily earnings, subject to a maximum of €110 per day.
An employer may offer a more favourable sick pay scheme.
Annual leave also accrues for eligible employees working temporary or irregular hours.
However, the calculation and administration of these entitlements can vary according to the employment arrangement.
Don't assume you have no entitlement simply because you aren't a permanent, full-time employee.
Equally, don't assume every benefit offered by a particular company automatically applies to every temporary worker.
Check your contract and the relevant statutory provisions.
Source: WRC – Sick Leave
14. Which Arrangement Is Best?
There isn't one answer.
Permanent employment may be the best option if you value regular income, familiar vehicles, a consistent team and opportunities to build a long-term career.
Agency driving may appeal if you enjoy variety, want to experience different types of haulage or prefer the potential flexibility of temporary assignments.
Retained or casual driving may suit experienced drivers who want to remain involved in the industry without necessarily working full-time.
Part-time employment can offer an established working arrangement with fewer hours.
Fixed-term employment can provide an opportunity to gain experience or earn a regular income for an agreed period.
Genuine self-employment may appeal to drivers who want to operate independently, but it brings additional financial and administrative responsibilities.
The important thing is understanding exactly what you're agreeing to.
Final Thoughts – It's About Finding What Works for You
One of the great things about the haulage industry is that there are so many different ways to work within it.
Not everybody wants to spend five days a week driving the same route.
Not everybody wants the uncertainty of agency assignments either.
Some drivers enjoy the security and familiarity of a permanent position. Others thrive on variety and the challenge of arriving somewhere new.
And some simply want to keep their hand in, doing a bit of driving when it suits their circumstances.
All of those arrangements have a place in the industry.
For new-pass drivers, my advice would be to think beyond the hourly rate.
Consider the type of work, the vehicles, the support available and how much experience you currently have.
A slightly lower-paid position with a supportive employer who takes the time to train you properly might be worth considerably more in the long run than a better-paid job where you're handed the keys and left to figure everything out yourself.
For experienced drivers, flexibility may be worth more than familiarity.
Whatever you choose, make sure you understand your employment status, your rights and your responsibilities.
And remember that whether you're permanent, temporary, casual or working through an agency, the same fundamental road safety and driving compliance obligations still apply.
The tachograph doesn't care who pays your wages!
Useful Official Resources
These are Irish sources relevant to the employment arrangements discussed above.
Workplace Relations Commission (WRC)Employment rights, contracts, agency work, working hours and employment disputes.https://www.workplacerelations.ie/
Road Safety Authority (RSA)Drivers' hours, tachographs, Driver CPC and road transport working time.https://www.rsa.ie/
Health and Safety Authority (HSA)Workplace safety, employer responsibilities, training and risk assessments.https://www.hsa.ie/
Revenue CommissionersEmployment status, PAYE and self-employment.https://www.revenue.ie/
Citizens InformationEmployment rights, contracts, statutory leave and related entitlements.https://www.citizensinformation.ie/
HGV Smart Ireland provides free, practical information for professional drivers, particularly those who are newly qualified or developing their careers. This guide is based on Irish employment and road transport requirements and is intended as general guidance, not individual legal or employment advice. Employment rights depend on the actual working arrangement and applicable legislation.
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