How a Regional Operator in Denmark Has Trained a Record Number of Train

Why It Matters

The expanded driver pipeline safeguards service reliability as Lokaltog modernizes its fleet and boosts frequencies, while broader recruitment criteria address long‑standing diversity gaps in the rail sector. This strategy positions the operator to meet growing passenger demand and supports Denmark's sustainable transport goals.

Key Takeaways

• Lokaltog will train 40 drivers in 2026, a record
• Fleet expansion includes 24 battery‑powered trains, plus four more pending
• Recruitment now open to high‑school graduates, boosting gender diversity
• Service frequency increases strain existing driver pool, prompting hiring surge
• New branding video showcases realistic cab experience to attract candidates

Pulse Analysis

Lokaltog’s aggressive hiring plan reflects a broader trend among European regional railways to scale staff ahead of service upgrades. By committing to train 40 new drivers—more than any year in its decade‑long history—the operator addresses the immediate strain caused by higher frequencies on its nine lines across Zealand and Lolland‑Falster. The move also aligns with funding from Region Sjælland and Region Hovedstaden, which have earmarked capital for expanded evening and night services, underscoring the link between public investment and workforce planning.

The rollout of battery‑powered multiple units adds a technical dimension to the recruitment challenge. Lokaltog has ordered 24 new electric‑battery trains and is negotiating four additional units for the Nærumbanen line, marking a shift toward greener, lower‑emission rolling stock. Operating these advanced trains requires specialized training, prompting the company to schedule extensive upskilling for both new hires and existing drivers. This dual focus on quantity and competency ensures that service reliability won’t suffer during the transition to a more sustainable fleet.

Beyond numbers, Lokaltog is reshaping its employer brand to attract a more diverse talent pool. By relaxing admission criteria to include high‑school graduates and launching a candid recruitment video, the firm is targeting younger candidates and encouraging more women to enter the cab. This diversification effort mirrors industry‑wide calls for inclusive hiring practices and could set a benchmark for other operators seeking to modernize both their fleets and their workforces.