Memphis, Tennessee — Averitt Express has executed the largest regional driver pay raise in its 54-year existence, a strategic decision confirmed this Thursday to address critical workforce needs. The company, which maintains a workforce exceeding 8,000 team members across its nationwide network, is prioritizing competitive compensation to stabilize its operational core. This move signals a shift in how established Less-Than-Truckload (LTL) carriers approach retention in the current economic climate.

The necessity of this adjustment stems from the relentless upward pressure on labor costs within the freight sector. According to the 2025 Operational Costs of Trucking report from the American Transportation Research Institute, driver wages and associated benefits have become the dominant expense for carriers. These combined costs now consume nearly 99.5 cents of every mile driven, representing a surge of more than 55 percent since 2015. For fleets seeking to maintain margin stability while attracting qualified personnel, such aggressive pay structures are becoming the standard rather than the exception.

The financial details of the update are specific and substantial. Regional drivers holding a hazardous materials endorsement will now earn 64 cents per mile, a figure that sets a new record for that specific division within the company. Barry Blakely, serving as president and chief operating officer for Averitt, emphasized that the company views its employees as the fundamental basis of its operations. Blakely stated that rewarding associates with competitive pay, quality benefits, and meaningful opportunities is a core tenet of their business philosophy, reinforcing the idea that people are the primary asset in logistics.

What This Means for Drivers

For prospective CDL-A driver candidates, this announcement highlights a segment of the industry that is actively investing in its workforce beyond just the long-haul sector. While many owner-operator and OTR truck driver positions focus on per-mile rates for interstate travel, regional LTL roles are increasing their cash value to compete for the same talent pool. The expansion of pay boosts to include local pickup and delivery drivers, nighttime shuttle operators, and dockworkers indicates that non-driving operational roles are also seeing financial recognition. Fleet managers and job seekers should note that this broader compensation strategy suggests a more holistic approach to employee satisfaction, potentially leading to better working conditions and equipment maintenance.

Industry Reaction

The trucking companies hiring drivers across the United States are closely watching these compensation trends as they adjust their own offers. As the gap between entry-level pay and experienced driver pay widens, carriers must differentiate themselves through benefits, home time, and base pay stability. The American Transportation Research Institute data underscores that labor is no longer just an operational cost but a strategic variable. Companies that fail to adapt to these rising wage expectations risk losing experienced personnel to competitors who are more aggressive in their recruitment strategies. This dynamic is particularly relevant for drivers considering a switch from OTR routes to regional positions, where the cost of living versus pay rate ratio may now be more favorable at companies like Averitt.

Key Points

• Averitt Express has implemented the largest regional pay raise in its 54-year history.
• Regional drivers with a hazmat endorsement will now receive 64 cents per mile.
• Driver wages and benefits now account for nearly 99.5 cents of every mile driven in 2025.
• Compensation increases also apply to local drivers, shuttle drivers, and maintenance technicians.

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