A new survey, published by Autotech Recruit, has found that working hours are the most critical factor for technicians across all age groups.
The recruitment specialist polled vehicle technicians aged between 18 and 54 across the UK to discover their professional priorities. The study found that dealerships and independent garages were the primary employers, with 32% and 26% of respondents respectively working in these sectors.
A total of 58% were in full-time roles, while 29% were self-employed. The remainder were either in part-time employment or were currently unemployed.
Nearly 79% of respondents rated working hours as ‘Very Important’, surpassing even salary, highlighting the growing emphasis on work-life balance within the automotive workforce. Flexibility, no weekend work, and holiday allowances also ranked in the top five of important factors when searching for a job, underlining the shifting expectations of vehicle technicians across all age groups in requirements for working hours.
Working hours crucial
These findings come at a pivotal moment, as the Motor Ombudsman recently reported that 29% of independent garages are considering adjusting their opening hours to support staff well-being with differing working hours. This shift validates the urgent need for industry-wide changes to improve work-life balance to attract and retain talent.
The report also unveiled a concerning trend, with 70% of vehicle technicians admitting they are considering leaving their current employment. Reasons ranged from seeking external opportunities to starting their own independent businesses or leaving the industry altogether.
“The survey findings emphasise a critical challenge for the automotive industry,” commented James Mackay, Sales Director for Autotech Recruit and Autotech Academy. “With 70% of vehicle technicians considering leaving their current roles, it is clear that the sector needs to adapt to the evolving priorities of its workforce. Work-life balance, working hours, flexibility, and career progression are no longer optional, they are essential.”
Age influences priorities
The Autotech Recruit survey set out to understand the motivational drivers of vehicle technicians, to find key factors in building employee retention for businesses across various career stages.
Alongside the revelation that working hours are a crucial factor for technicians, the findings revealed that age significantly influences priorities, with the youngest employees focusing on progression and skill-building, totalling 75% for those under 25. Older groups, 25 and above, prioritise financial rewards. These shifting motivations can inform targeted strategies for workforce management and professional development.
The survey revealed that among younger employees aged 18-24, the emphasis is primarily on stability, with half of the respondents expressing a desire to stay in their current roles. However, a notable 25% are already eyeing external promotions, highlighting early ambitions to progress their careers.
For those aged 25-34, career aspirations become more diverse. While a majority 24% still prioritise remaining in their current roles, entrepreneurial ambitions surface, with 20% keen on starting their own businesses. Transitioning to a different industry also gains traction in this group, appealing to 15% of respondents as they explore broader opportunities.
“Younger technicians are a driving force for industry innovation,” Mackay continues. “However, their frustration with the lack of opportunities is a wake-up call for employers. Without clear paths for growth, we risk losing their potential to other sectors.”
As professionals move into the 35-44 age range, stability remains a key focus for 26%, but internal promotions start to play a bigger role with 23% of respondents, reflecting a desire for a more established position within their fields. Interestingly, this group also exhibits a balanced interest in alternative career paths, such as starting a business, contracting, or industry switching, each area seeing 12% of respondents highlighting these opportunities.
Stability and fair pay
Mid-career individuals aged 45-54 increasingly look to contracting as an attractive option, with 28% highlighting this, potentially valuing the flexibility and autonomy it offers. Stability and external promotions remain relevant for 15% and 12% respectively, but the desire to transition industries from 13% suggests an openness to change even at this stage.
Among respondents aged 55-64, stability strengthens as a dominant priority for 37%, although a almost 21% are considering contracting, indicating an appetite for flexible work arrangements.
For those aged 65 and above, stability and contracting share equal appeal to 33% each, highlighting a dual focus on maintaining a steady career while exploring adaptable working conditions in later life.
At a tipping point
The survey’s findings come at a critical time for the automotive sector. With the average age of technicians reaching 40 or older, the industry faces the prospect of a widening skills gap as retirements accelerate. At the same time, younger workers are voicing a strong desire to progress, and mid-career professionals are demanding better incentives and work-life balance, with adjustments to working hours.
The data also highlights changing attitudes toward employment types. While full-time roles remain dominant, 58% of technicians are in permanent positions and younger workers are showing a growing interest in alternative arrangements like self-employment where they will have greater power over their working hours and work-life balance.
Across all age groups, 51% value having access to modern tools and technology in their workplace.
“We are hopeful that these insights will help automotive employers create targeted people management strategies to meet the evolving needs of their workforce and retain talent,” concludes Mackay. “The generational divide is clear, and a one-size-fits-all approach to workforce management is not sustainable. Employers are under increasing pressure, but it is vital that they listen to their technicians and offer tailored solutions, from better career progression opportunities for younger workers to fairer incentive schemes for mid-career professionals, while evaluating working hours.”
You can download the full report from Autotech Recruit here
