Salaries and costs
Pay rates in the North West set the pace for Wigan, with many HGV drivers seeing averages close to £17 to £19 per hour, and local van and 7.5t roles tracking a little lower. Employers weigh recruitment fees and agency costs against overtime, retention, and training spend, and many prefer a temp-to-perm route to test fit before a full hire. Agree the fee structure up front, clarify notice periods and rebate terms, and ask how on costs such as holiday pay and pension contributions are handled for temporary assignments. Some recruiters publish rate cards for temporary, permanent, and contract work, yet most will quote only after they understand the licence category, shift pattern, and start times.
Qualifications
For HGV and PCV work, the conversation starts with the correct licence, a valid Driver Qualification Card, and up-to-date Driver CPC hours. Recruiters and employers look for clean DVLA records, up-to-date tachograph knowledge, and, where relevant, ADR or HIAB tickets. A typical requirement is 35 hours of periodic CPC training every 5 years, with many Wigan recruiters helping candidates book modules to stay compliant. Some assignments need DBS checks, depot inductions, or site-specific permits, so ask your recruitment consultants to confirm what is needed before start dates.
Regional or geographic variations
Wigan sits on the M6 near Junctions 25 and 26, with quick links to the A49, the M58, and the A580 East Lancashire Road, which shapes driving demand across trunking, multi-drop, and last-mile. Martland Park and Pemberton Business Park add steady warehouse and distribution flows, drawing in agency drivers for peak and cover. Borough towns such as Standish, Hindley, and Ashton in Makerfield create short-haul patterns with early drops and back shifts, so agencies tend to pool local candidates who know the routes.
Hiring challenges
Short notice sickness cover, night trunking, and weekend linehaul are common pinch points for local employers, and early starts near the M6 can limit public transport options for candidates. Seasonal surges add pressure around retail peaks and food logistics, pushing up pay rates and reducing candidate availability. Partnering with staffing agencies that pre-clear licences, work histories, and references helps reduce no-shows, and setting realistic route plans supports retention over the first month.
Entry requirements
Van and 3.5t work can suit new starters with a solid driving record and strong customer service, and agencies often place these candidates on temporary routes to build experience. Category C and C E roles usually require recent references on similar kit, an understanding of walk-round checks, and confident use of tail lifts or curtain siders. Many employment firms help candidates register, upload documents, and book CPC modules, which keeps compliance tight and speeds onboarding.
Roles and career paths
Agencies in Wigan place multi-drop van drivers, 7.5t drivers, Class 2 rigids for store deliveries, and Class 1 trunking for nights and tramping. PCV drivers find depot-based work and event shuttles, and there is steady demand for driver mates who progress to licence upgrades. Recruitment consultants often build pathways from temporary to permanent for reliable staff, with executive search used for transport managers and planners who set rosters and ensure compliance.
Key sectors and employers in the region
Warehouse and distribution clusters around Martland Park keep trunking and shunting busy, food and drink operations add timed drops, and parcel networks run multi-drop routes across the borough. Business parks near the A577 and A49 pull in agency resources for early outbound runs, returns, and late collections. Local employers in manufacturing and retail backfill holiday cover through temp agencies, then convert high performers to permanent roles once route knowledge is proven.
Seasonal trends or themes
November to January peaks drive extra shifts in parcels and store replenishment, with overtime and higher pay bands for nights and weekends. Spring and summer bring events and leisure traffic for PCV, and agricultural supply runs lift in early spring. Recruiters prepare candidate pools ahead of these windows, asking drivers to register with an agency early and keep their CPC hours current to avoid missing out on fast-start work.
Regulatory and compliance standards
Employers lean on recruiters to verify right to work, licence categories, and DQC validity, and to check CPC hours on government systems where appropriate. Tachograph compliance, walk round checks, manual handling awareness, and site rules form part of most inductions, and repeat breaches risk removal from the workforce. Agencies brief candidates on rest periods and working hours, and use timesheet systems that align with depot gates for audit trails.
Quick facts and frequently asked questions
What recruitment models do driving agencies use in Wigan?
Most support temporary, permanent, and contract work, with temp-to-perm used to test fit before a full offer.
What are typical recruitment fees for permanent drivers?
Many recruiters quote a percentage of first-year salary, often within 12 to 20 percent, with rebate periods tied to probation.
How can local employers hire staff quickly?
Share shift patterns, pay rates, start locations, and kit types with recruiters, and pre-book assessment slots for licence checks and route rides.
Do agencies cover CPC training support?
Yes, many will help candidates find approved modules and keep DQC cards valid, thereby protecting clients’ compliance.
Which areas see the most driving roles in the borough?
Martland Park, Pemberton Business Park, and routes linking the A49, M6, and A580 dominate local drops and trunking.
Can jobseekers register with an agency before they pass CPC?
You can register with an agency, but you will need the DQC before starting paid work that falls under Driver CPC rules.
Do recruiters place transport office staff, too?
Yes, staffing agencies and employment firms source planners, schedulers, and transport managers through contingency or executive search.
How can employers improve retention for night trunking?
Offer fair pay bands for antisocial hours, use predictable rotas, and brief routes with realistic turn times that respect rest rules.