Truck drivers face unique challenges, so they need employee benefit solutions that meet their needs. Employers can provide great benefits while controlling costs with innovative solutions, such as self-funded direct health plans and telehealth options.
Commercial drivers keep our country’s stores stocked, but it’s not an easy job. Effective employee benefits for trucking companies can help drivers maintain physical, mental and financial wellbeing while improving workforce stability.
Why Better Benefits Are a Smart Business Investment
Truck drivers have a high turnover rate. According to the American Trucking Associations (ATA), the for-hire turnover rate has been around 90% for large carriers and around 70% for small carriers.
High turnover rates are a threat to a company’s bottom line.
When workers quit, you need to hire and train replacements, and that requires time and money. Gallup says the cost of replacing an employee can run from one and a half to two times the employee’s annual salary.
New workers also increase the risk of workers’ compensation claims and operational disruption due to injuries; Travelers says that 37% of workplace injuries occur during a worker’s first-year on the job, resulting in more than 5 million missed days of work.
If trucking companies can boost their retention rates, they can lower their recruitment and training costs while also reducing the risk of workplace injuries – and employee benefits are an important part of any retention strategy.
- Employee benefits are an important part of compensation, and workers are more likely to stay if they feel well compensated.
- Employee benefits help workers manage the problems that prevent them from working, including health problems that take them out of the labor force and financial problems that force them to move or look for higher-paying work.
If you want to keep your employees, you need to take care of them, and employee benefits are how you do that.
The Unique Challenges of Truck Drivers
Truck driving takes a physical toll. The long hours, combined with the sedentary nature of the work, may contribute to:
- Chronic Disease. According to a report published in the International Archives of Occupational and Environmental Health, truck drivers have an increased risk of cardiovascular diseases, diabetes and musculoskeletal disorders.
- Mental Health Disorders. Research published in the International Journal of Environmental Research and Public Health found that 44% of long-haul truck drivers reported symptoms of depression in the past 12 months.
- Substance Abuse. Despite strict safety rules, substance use is common among truck drivers who may turn to drugs and alcohol to stay awake or deal with depression. According to American Addiction Centers, a survey of truck drivers found that around one in five reported using amphetamines.
Being on the road can also complicate finances. Truck have to grab food on the road, and that can be expensive. Truck drivers may also face additional expenses associated with being away from home for extended periods of time, such as childcare costs to support families back home, or paying for yard services to maintain a property when they’re not around.
These physical, mental and financial problems aren’t just a burden for drivers. These problems are also an issue for employers.
- A worker who develops a musculoskeletal disorder may need to take time off from work, resulting in operational disruption.
- A worker with depression may end up quitting, resulting in costly turnover.
- A worker with substance use disorder may cause a collision, exposing the employer to costly litigation.
By providing employee benefits that address the problems that drivers face, employers also support a more productive workforce with fewer missed days and lower turnover rates.
What Employee Benefits Matter Most to Truck Drivers?
Truck drivers need many of the same benefits that most workers need:
- Health Insurance. A solid health insurance plan can help drivers get the care they need to stay healthy without going into medical debt.
- Retirement Plan. A retirement plan can help drivers save for the future, giving them another reason to stay with their employer.
- Supplemental Benefits. Disability insurance, life insurance, vision insurance, dental insurance and other coverage types, often provided on a voluntary basis, can meet additional needs.
- Wellness Programs. Various programs can help workers manage weight, quit smoking or deal with other common health concerns.
However, an employee benefits package also needs to address the unique concerns of truckers.
- Are benefits affordable? This is a particular issue for health insurance due to rising costs. If the employee share of the premium is too high, some employees may decide not to participate, leaving them without coverage. Large deductibles and copays can also be an issue, resulting in coverage that’s too expensive to actually use.
- Can workers access care? In addition to in-person care options, truck drivers may need telehealth options so they can access care while on the road without worrying about out-of-network costs.
- Is mental health help readily available? The stigma around mental health sometimes prevents people from accessing the support they need. Telehealth programs have become a popular option for people who prefer to receive help in the comfort and privacy of their own home.
- Do wellness programs target the issues truck drivers face? Programs that support good sleep habits, smoking cessation, proper nutrition and exercise may benefit truck drivers, but these programs need to be accessible to drivers who spend long hours on the road. Virtual wellness options may be the most practical solution.
Building a Health Plan That Works for Truck Drivers
Health insurance is one of the most important employee benefits, but because of rising costs, it’s also one of the most challenging.
Traditional fully insured health plans can be prohibitively expensive for employers and employees alike. According to The Independent, employee costs increased by about $1,300 between 2020 and 2025, reaching $6,850, and more workers are dropping coverage to save money.
Unsurprisingly, many employers have given up on fully insured health plans and are turning to self-funded health plans. According to EBRI, around 74% of large firms, 32% of medium-sized firms and 16% of small firms use self-insurance.
By adopting a self-funded health plan, employers have greater control over their benefits, so they can design plans that meet the needs of their workers. They also have access to claim data insights so they can make informed decisions. And if they successfully manage costs, they enjoy the financial benefit.
Self-funded employers can:
- Contract directly with healthcare providers to offer affordable access to quality care. Employers can encourage the use of contracted providers through a tiered plan design, but employees need to use another provider – for example, because they’re on the road – the employer can use a repricer to adjudicate the claim.
- Combine a health plan with supplemental telehealth services. Read this case study to see how an installation and moving company used a self-funded direct health plan with telehealth benefits to offer workers a $0 deductible and double employee participation.
- Reinvest savings into other employee benefits. Read this case study to see how an employer kept costs down with a self-funded direct plan and a focus on preventive care, and then expanded employee benefits.
Self-funded plans aren’t just for large companies. Health2Business helps small and medium-sized employers develop self-funded direct health plans that support a healthy, productive and loyal workforce. Learn how direct partnership plans work.
