Couriers Hire as UPS Shrinks

The logistics sector is sending mixed signals. Hiring in transportation and warehousing picked up in October, led by couriers and delivery services. At the same time, the largest package carrier in the country is reducing its workforce and closing buildings. For employers that rely on warehouse and delivery workers, both trends matter.

What the data shows

Transportation and warehousing added 25,000 jobs in October, according to the Bureau of Labor Statistics. Couriers and messengers accounted for 17,000 of those jobs, and air transportation added 4,000. We cover the full breakdown in our industry jobs report.

Seasonal demand explains part of the increase. Amazon plans to hire 300,000 seasonal workers and UPS about 100,000 for the holidays, as we reported in our seasonal hiring report.

UPS is shrinking its network

UPS announced plans to cut up to 30,000 operational jobs in 2026 through driver buyouts and attrition and to close 24 buildings in the first half of the year, according to the Associated Press. That followed about 48,000 job cuts in 2025, including 34,000 operations roles and 14,000 management positions, and the closure of 93 buildings.

The company has been reducing volume from its largest customer, Amazon, and investing in automation across its network. UPS employs about 490,000 people worldwide and is one of the largest employers in Louisville, home to its Worldport air hub. We examine what the cuts may mean for the region in our report on UPS and Louisville.

For other employers, the UPS changes mean that experienced package handlers, drivers and supervisors may be entering the job market. Logistics, manufacturing and distribution employers may find candidates with strong safety records and long experience in high-volume operations.

Automation changes the work

Warehouses are investing heavily in automation, including robotic picking systems, automated sorters and conveyor networks. These systems can reduce the number of workers needed for some tasks while increasing demand for others, such as maintenance technicians, controls specialists and system operators.

For employers, that shift creates a skills gap. Industrial maintenance technicians are already among the hardest roles to fill in manufacturing, as we explained in our manufacturing workforce report. Warehouses compete for the same workers.

Automation can also make jobs easier on the body. Systems that bring goods to workers rather than requiring long walks reduce fatigue, and lift assists reduce strain. Employers that explain how new technology changes the work, and involve workers in the rollout, tend to see less anxiety and better adoption.

Training current employees to move into technical roles can help. Apprenticeships for maintenance technicians and mechatronics specialists, described in our apprenticeship guide, offer a structured path.

Retention on the warehouse floor

Warehouse work is physically demanding, and turnover is high. Many workers leave within the first weeks, often because the pace, physical strain or schedule turns out to be harder than expected.

Honest job previews help. Videos or tours that show the actual work, including the pace, the lifting and the temperatures, let candidates decide before they start. Workers who know what to expect are more likely to stay.

Gradual ramp-up helps too. Many warehouses now phase in productivity expectations over the first few weeks rather than expecting full rates on day one. Pairing new workers with experienced trainers reduces both injuries and early exits.

Schedules matter. Predictable shifts, advance notice of mandatory overtime and options to choose preferred shifts all improve retention. Some employers offer compressed workweeks, such as four 10-hour shifts, which many workers prefer.

Pay structure matters as well. Clear base pay, posted differentials for nights and weekends and retention bonuses paid at 30, 60 and 90 days give new workers concrete reasons to stay through the hardest early weeks.

Safety and heat

Heat is a growing concern in warehouses and delivery vehicles. A federal heat standard remains pending, but OSHA continues to enforce heat hazards under its general duty clause, as we reported in our OSHA heat rule report. Cooling, hydration, rest breaks and acclimatization plans for new workers reduce injuries and help retention.

The logistics sector is likely to keep changing. E-commerce growth continues to drive demand for delivery and fulfillment, while automation and network consolidation reduce the need for some roles. Employers that invest in training, safety and predictable schedules will be best positioned to attract and keep the workers they need through those changes.

Workforce partners can help. Local workforce boards often run job fairs for workers affected by layoffs and can connect employers with candidates who already have relevant experience.