Train Driving Licences and Certificates (Amendment) Regulations 2026

The research found that experience, not age, is the determining factor in whether a new entrant to the profession will enjoy a successful career. This experience is gained through practice and exposure to train driving. Experience is a central feature of train driver training and can be gained through a structured training programme. Training and assessment typically take between 12 and 18 months and involve several months of classroom and simulator learning, alongside 225-plus hours of practical train driving. This is followed by mandatory examinations and post-qualification monitoring and assessments.

Support for the policy was reaffirmed in a May 2023 post-implementation review, prompting the previous Conservative Government to consult on the proposal. The consultation, published in May 2025, showed broad support from major industry bodies, including ASLEF—the train drivers’ union—and train operators, although some stakeholders sought assurances about transition arrangements.

For this reason, on 7 May 2025 my department confirmed that we would move forward with lowering the minimum train driver age, subject to receiving an industry implementation plan that would then determine the timetable for changing the law. The Rail Delivery Group, working through the Train Drivers Academy, co-ordinated the industry’s response, gathering industry specialists to review existing arrangements and identify opportunities to optimise the system. The industry confirmed that existing safeguards, testing and supervision remain appropriate for younger entrants, but recommended that operators update their procedures and ensure staff understand how best to support new trainees. Overall, the implementation plan demonstrated that a lower minimum age for train driving can be introduced safely and without requiring major changes to core safety or competence management systems.

The department and the ORR approved the implementation plan in December and published it on GOV.UK on 19 March. The plan proposed several practical improvements that industry will now implement to strengthen recruitment, assessment and training for all new drivers, not just younger applicants. These include fairer and more transparent recruitment processes, clearer information about the role, better support for managers working with younger colleagues, more consistent industry-wide communication, and development of a simple and accessible recruitment portal. To help monitor arrangements, a study is proposed to monitor the progress of younger drivers over time, which will use a small group of pathfinder operators to test, refine and share effective approaches.

Taken together, the industry has produced a clear and evidence-based strategy that will help bring younger entrants into the profession safely and confidently. We are confident that these arrangements will be in place by June this year, which is why we have scheduled the legislative change to take effect on 30 June. From that date, young people will be eligible for train driving positions.

I turn to the reasons why the Government are bringing forward these regulations and their intended objectives. The rail industry is facing significant skills shortages across several key areas, particularly train driving. Around 25% of the current workforce is expected to reach retirement age by 2030. We project that there will be a deficit of 2,500 train drivers by the end of the decade unless action is taken.

In some parts of the country, such as Wales, that figure is closer to 38%. Even in London, where the proportion is lowest, nearly a quarter of drivers will retire within the same period. Without a concerted effort, this presents a retirement cliff edge that risks the industry’s ability to maintain current service levels. Operators are already experiencing difficulties in recruiting new drivers and are too frequently reliant on overtime to sustain timetables.

At the same time, there is clear evidence that the rail industry is not yet drawing on the full breadth of talent available. The workforce remains relatively homogenous: the average train driver is 47 years old, fewer than 11% of them are women and fewer than 13% come from minority-ethnic backgrounds. This points to significant untapped potential across the country.

Lowering the minimum age of train drivers will not on its own solve driver shortages, and it is still the responsibility of operators to take steps to secure the workforce they need. This change is, however, an important first step and will help the industry to build a more resilient pipeline of drivers by creating a clearer route for school leavers to enter the profession. This is because the current minimum age of 20 has for many years acted as an arbitrary barrier to entry. By that age, many young people have already committed to other employment, vocations or further study. Lowering the minimum age to 18 will allow operators to engage school leavers and offer a clear, structured route into a highly skilled and respected profession. In doing so, it will help the industry respond to the demographic and operational pressures it will face in the coming years.