Remuneration of drivers in road transport is one of the key elements that directly affects the motivation, loyalty and quality of drivers' work. A well-structured remuneration system is not only conducive to maintaining a high level of employee commitment, but also increases the efficiency of the entire company. The introduction of the Mobility Package in 2020, aimed at unifying the rules of driver work in the European Union, has posed new challenges for carriers in terms of proper wage settlement. In order to be effective, the system should comply with legal regulations and at the same time motivate employees.
Theoretically, driver pay varies depending on the type of transport - domestic, cabotage, transit or bilateral. The remuneration rules depend on the country in which the transport takes place, the type of transport and local regulations. In practice, however, especially in international transport, a system of daily rates, so-called day rates, is often used. This method of billing, although simplified, complies with regulations, unlike methods based on distance traveled or percentage of freight, which are incompatible with EU law. Such practices can lead to serious violations, resulting in reputational damage to the carrier. For more on this topic, see our other article.
But is a system based solely on days, without additional bonuses, effective enough? In the video below, we present a proprietary pay system, based on day rates, enriched with a variety of incentive bonuses. The key elements of this system are bonuses for efficiency, number of days worked and special achievements at work. For example, a driver working in international transport receives a bonus for working at least 20 days in a month, which significantly affects the profitability of the vehicle. Efficiency bonuses, on the other hand, make it possible to reward drivers who perform better, which contributes to a more efficient operation of the entire company.
