The UK’s Temporary Shortage List (TSL) came into force on July 22, 2025, providing a time-limited pathway for medium-skilled occupations (RQF Levels 3-5) to access the Skilled Worker visa route. With all current entries set to expire on December 31, 2026, and the Migration Advisory Committee’s final recommendations due in July 2026, employers and workers need to understand how this system works and plan accordingly for significant changes ahead.
Quick Facts:
- All TSL entries expire December 31, 2026 unless extended by government decision
- 82 occupations currently under review for the permanent framework (final list expected July 2026)
- £41,700 minimum salary applies with no discounts for shortage occupations
- No dependants allowed for workers in RQF 3-5 TSL roles
- Jobs Plans mandatory for sectors seeking continued TSL access beyond 2026
- Construction and engineering make up the largest share of shortlisted occupations
Key Dates to Remember:
- February 2, 2026: Call for Evidence closed
- July 2026: MAC publishes Stage 2 final recommendations
- December 31, 2026: All interim TSL and ISL entries expire unless extended
- 2027 onwards: New permanent TSL framework (if implemented)
The UK’s immigration landscape has undergone a significant transformation in 2025, and the Temporary Shortage List (TSL) drives most of these changes. If you’re an employer struggling to fill critical roles or a skilled worker considering opportunities in the UK, understanding the TSL has never been more important.
This comprehensive guide cuts through the complexity to give you everything you need to know about the Temporary Shortage List in 2026, from eligible occupations to application requirements and what lies ahead.
What Is the Temporary Shortage List?
The Temporary Shortage List is a time-limited appendix to the UK’s Skilled Worker visa route that came into force on July 22, 2025. It provides a pathway for medium-skilled occupations (RQF Levels 3-5) to access the UK immigration system, despite the government raising the general skill threshold to RQF Level 6.
Think of the TSL as a carefully controlled safety valve. When the government closed the door on most medium-skilled sponsorship, certain critical sectors faced immediate disruption. The TSL reopens that door, but only temporarily and only for occupations deemed strategically vital to the UK’s Industrial Strategy or critical infrastructure.
The key word here is “temporary.” Every occupation currently on the TSL has a hard expiry date of December 31, 2026, though the government can remove roles earlier if compliance issues arise.
Why Was the TSL Introduced?
To understand the TSL, you need to understand what happened in July 2025.
The government raised the Skilled Worker visa skill threshold from RQF Level 3 back to RQF Level 6, effectively eliminating over 180 occupations from eligibility. This included numerous roles in construction, hospitality, logistics, and certain healthcare positions. The change was driven by two competing pressures:
First, the government’s commitment to reducing net migration, which had reached record levels of 906,000 in the year to June 2023. Second, the reality that certain sectors and occupations remain critically important to economic growth and infrastructure development, regardless of skill classification.
The TSL emerged as the compromise solution, allowing targeted, time-limited access for roles where domestic workforce gaps pose genuine risks to economic stability or infrastructure delivery.
How the TSL Differs from Previous Lists
If you’ve been following UK immigration policy, you’ll know the TSL isn’t the first shortage list the country has implemented. The comparison with previous lists shows:
| List Type | Period Active | Key Feature | Salary Benefit | Current Status |
| Shortage Occupation List (SOL) | 2008-2024 | Indefinite occupation listing | 80% of going rate + reduced fees | Withdrawn April 2024 |
| Immigration Salary List (ISL) | April 2024-Dec 2026 | Selected occupations | 80% of standard threshold | Being phased out |
| Temporary Shortage List (TSL) | July 2025-Dec 2026 | RQF 3-5 roles only | No salary discounts | Under review |
The Shortage Occupation List (SOL) operated until April 2024 and allowed occupations to remain indefinitely. It offered reduced salary thresholds and eliminated the need for a Resident Labour Market Test. The problem was that many sectors became dependent on international recruitment without developing domestic training pipelines.
The Immigration Salary List (ISL) replaced the SOL in April 2024, reducing eligible occupations from 53 to just 23. It focused on salary thresholds rather than occupation-specific shortages and removed the going-rate discount. The ISL is scheduled to be phased out by December 31, 2026, running parallel to the TSL until that date.
The Temporary Shortage List introduces several distinctive features that set it apart. Occupations can only remain on the list for a defined period, typically three years, with 18-month listings possible where sector Jobs Plans need development. There’s a mandatory requirement for sectors to demonstrate comprehensive workforce strategies. Crucially, there are no salary discounts, and workers cannot bring dependents.
This represents a fundamental shift in philosophy from “shortage management” to “transition planning.”
Current Status: Stage 1 Complete, Stage 2 Underway
The Migration Advisory Committee (MAC) is conducting a two-stage review to determine which occupations should ultimately appear on the permanent TSL framework.
Stage 1 (Completed October 2025) focused on design principles and identifying which RQF 3-5 occupations are potentially crucial to the UK’s Industrial Strategy or critical infrastructure. The MAC identified 82 occupations for further consideration, spanning construction, manufacturing, technology, healthcare support roles, and creative industries.
Stage 2 (Underway, concluding July 2026) involves deeper assessment of whether shortlisted occupations are genuinely in shortage, whether migration is a sensible response, and whether sectors have credible Jobs Plans in place. The MAC launched a Call for Evidence in October 2025, which closed on February 2, 2026, allowing government organisations and sector representative bodies to provide detailed evidence.
The MAC has been clear that they don’t expect all 82 occupations to pass Stage 2 scrutiny. The final list will likely be substantially shorter.
Eligible Occupations: The 82-Role Shortlist
The Stage 1 report identified 82 RQF 3-5 occupations as potentially crucial. These span multiple sectors critical to the UK’s economic strategy.
Construction and Infrastructure represent the largest category, with roles including bricklayers, roofers, and construction project managers. Civil engineers and quantity surveyors also made the list. The UK faces a projected need for over 225,000 additional construction workers by 2027 to meet housing and transport targets, plus the massive energy infrastructure buildout.
Engineering and Technology occupations include electrical engineers, electronics engineers, and IT operations technicians. Database administrators and quality assurance technicians round out this category. These roles matter particularly for defence manufacturing. The UK can’t afford gaps in critical technology supply chains.
Healthcare Support Roles form another significant category, with positions like paramedics, dispensing opticians, dental nurses, and medical radiographers. While care workers were explicitly excluded from the TSL, certain technical healthcare roles remain under consideration.
Manufacturing and Production roles include welders, metal workers, precision instrument makers, and laboratory technicians. These occupations support aerospace, pharmaceuticals, and advanced manufacturing sectors.
Creative Industries also feature, with occupations like graphic designers, choreographers, dancers, and musicians included where they contribute to cultural infrastructure or the creative economy.
The complete list includes roles across logistics, agriculture, finance, and professional services. However, two occupations already on the interim TSL were not recommended to proceed: vehicle body builders and repairers (SOC 5232) and vehicle paint technicians (SOC 5233).
Salary Requirements
One of the most significant departures from previous shortage lists is the TSL’s approach to salary thresholds.
Under the old Shortage Occupation List, employers could sponsor workers at 80% of the standard rate. That discount is gone. The MAC recommends that TSL occupations should face salary thresholds at least as high as the standard Skilled Worker route, with no new entrant discounts or other reductions.
This means that for most TSL occupations, you’re looking at the general salary threshold of £41,700 per year (increased from £38,700 in July 2025), or the occupation-specific going rate, whichever is higher. Salaries must be calculated based on a 37.5-hour working week and pro-rated accordingly for different working patterns.
The rationale is straightforward, though it creates tension for employers. The TSL isn’t meant to provide cheap labour access. It’s designed to fill genuine gaps where domestic recruitment has failed, while maintaining wage protection for both UK and international workers. This means you’re paying full market rates even for temporary access. It’s a fair approach, but one that won’t help with budget pressures.
Employers should retain evidence of salary calculations and keep dated screenshots or PDFs of the GOV.UK TSL page showing the applicable rate when assigning Certificates of Sponsorship, as the list and rates can change without notice.
Jobs Plans
If there’s one requirement that defines the TSL, it’s the Jobs Plan mandate.
A Jobs Plan is essentially a workforce strategy that demonstrates how a sector will maximise use of the domestic workforce, invest in training and skills development, and manage exploitation risks. The government made clear that TSL access isn’t a substitute for workforce development but a bridge to it.
Credible Jobs Plans must include several core elements. They need concrete measures showing how the sector will recruit from the domestic workforce, including partnerships with the Department for Work and Pensions. There must be evidence of investment in training pipelines, apprenticeships, and skills certification. Plans should demonstrate how exploitation risks will be managed, particularly for migrant workers. Finally, they need to be sufficiently ambitious, with clear timelines and measurable outcomes.
The MAC will scrutinise these plans during Stage 2, assessing whether sectors are genuinely committed to workforce transformation or simply seeking continued access to international recruitment. It’s not yet clear how strict this scrutiny will be. We’ll only know when the July 2026 report publishes. Where Jobs Plans are still developing or lack detail, the MAC may recommend initial 18-month listings rather than the standard three-year period, with extensions conditional on demonstrated progress.
For occupations without credible Jobs Plans, Stage 2 recommendations will likely be negative, regardless of whether shortage evidence exists.
Application Process and Visa Requirements
If your occupation makes it onto the final TSL, here’s what the application process may look like.
For Employers, you will hold a valid sponsor licence under the Skilled Worker route. You’ll need to check the live GOV.UK TSL page at the point of assigning each Certificate of Sponsorship to confirm eligibility and applicable salary rates. You should assign a CoS with the correct SOC code and salary information, ensuring the role meets or exceeds TSL salary thresholds.
Record-Keeping Requirements:
Sponsors will have to maintain detailed documentation for inspection at any time. Keep records for the full duration of the worker’s sponsorship and at least one year after it ends.
a) Mandatory Sponsor Records
Every employer sponsoring under the TSL is likely to have to retain:
- Worker’s job description and employment contract (duties, hours, salary)
- Recruitment materials (job adverts, interview notes, offer letter)
- Evidence that the role matches the correct SOC 2020 code on the TSL
- Dated PDF or screenshot of the TSL page used (showing occupation code, salary rate, version date)
- Salary calculation sheet demonstrating compliance with TSL standard or lower rate
- Worker’s English language qualification or nationality exemption (B1 requirement)
- Certificate of Sponsorship, visa decision letter, and grant correspondence
- Right to work checks, payroll records, attendance records, and current contact details
b) Jobs Plan Evidence (Expected for MAC Stage 2)
Although not yet statutory, future TSL access depends on demonstrating domestic skills investment. Employers should collect:
- UK recruitment activity records (adverts, interview notes, reasons for not appointing UK residents)
- Apprenticeship, upskilling, or training programme details relevant to the occupation
- Partnerships with Skills England, training providers, or local job centres
- Pay benchmarking data showing salary consistency with UK market rates
- Workforce reports tracking sponsored vs resident worker ratios and reduction efforts
- Industry body membership or correspondence on sector Jobs Plan participation
Failure to provide clear documentation during compliance audits may result in licence suspension or sector removal from the TSL when reviewed.
For Workers, you will have to meet the English language requirement set at B1 level on the CEFR scale for TSL occupations, which is below the B2 level required for standard Skilled Worker applicants from January 8, 2026. You need a valid Certificate of Sponsorship from a licensed employer for a TSL-eligible occupation. You must demonstrate you meet the salary threshold for your occupation and be prepared for visa durations typically between three and five years. Critically, you cannot bring dependants if you’re entering on a TSL occupation.
The application process mirrors the standard Skilled Worker route in most respects, with the key difference being that TSL roles below RQF 6 are eligible for sponsorship only by virtue of their TSL listing.
What Workers Cannot Do Under the TSL
The restrictions for TSL workers are more significant than for standard Skilled Worker visa holders.
No Dependant Rights means if you’re entering the UK under a TSL occupation, you cannot bring your spouse, partner, or children with you. This restriction applies to new applicants in RQF 3-5 TSL occupations unless narrow exceptions apply, such as sole parental responsibility or UK-born children. Existing visa holders who entered before July 22, 2025, retain their dependant rights.
Limited Settlement Pathway is another key restriction. While the government hasn’t formally decided whether the TSL will provide a route to Indefinite Leave to Remain, the MAC recommends that if it doesn’t, visa extensions should not exceed five years total. After that point, workers would need to switch into a higher-skilled Skilled Worker role to continue their UK immigration journey.
No Salary Discounts means you’re subject to the full Skilled Worker salary thresholds with no reductions for being a new entrant or other circumstances that might apply on other routes.
These restrictions reflect the TSL’s purpose as a temporary workforce mechanism rather than a comprehensive immigration pathway.
Compliance and Record-Keeping for Employers
If you’re sponsoring under the TSL, your compliance obligations are more extensive than for standard Skilled Worker sponsorship.
You must maintain all standard sponsor records required under Appendix D of the Immigration Rules, including job descriptions, employment contracts, right-to-work checks, and absence records. Beyond this, you should keep additional TSL-specific documentation.
This includes evidence of how your organisation contributes to sector Jobs Plans, records demonstrating domestic recruitment efforts and training investments, documentation showing pay rates meet or exceed TSL thresholds, dated screenshots or PDFs of the GOV.UK TSL page used when assigning each CoS, and evidence that the occupation remained on the TSL at the time of sponsorship.
The MAC expects Jobs Plan delivery to be reviewed as part of Stage 2, and Home Office compliance visits may include specific questions about how sponsors contribute to UK workforce development. Any inconsistency between recruitment materials, Certificate of Sponsorship data, and actual employment terms will trigger further scrutiny.
Records should be ready for inspection at any time and retained for the full duration of the worker’s sponsorship plus at least one year after it ends. Given that occupations can be removed from the TSL without notice, contemporaneous record-keeping isn’t just good practice: it’s your protection against retrospective compliance challenges.
Timeline: What Happens Next
Understanding the TSL roadmap is essential for workforce planning.
February 2026: The Call for Evidence closed on February 2, 2026. The MAC is now analysing submissions from government organisations and sector representative bodies.
July 2026: The MAC will publish its Stage 2 report with final recommendations on which occupations should be included on the permanent TSL framework. This report will assess shortage evidence, migration appropriateness, and Jobs Plan quality for each of the 82 shortlisted occupations.
December 31, 2026: This is the hard expiry date for all current interim TSL and ISL entries unless extended by government decision. Immigration Rules implementing a revised TSL and abolishing the ISL are due by this date at the latest.
2027 and Beyond: If the government accepts MAC recommendations and implements a permanent TSL, occupations would typically be listed for three years at a time, subject to regular review. However, the exact structure will depend on ministerial decisions following the July 2026 report.
For employers currently relying on the interim TSL, this timeline means you have a clear horizon. If your occupation doesn’t make the final list, or if the list isn’t implemented as expected, you need contingency plans in place before the end of 2026.
Risks and Planning Considerations
Several risks should shape your approach to TSL sponsorship.
Expiry Risk is immediate and certain. Every occupation currently on the interim TSL will cease to be eligible on December 31, 2026, unless explicitly included in a new framework. The government can also remove occupations earlier if compliance problems arise.
Stage 2 Rejection Risk means that occupations currently on the interim list may not make the final cut. If your occupation is among the 82 under review but fails Stage 2 assessment, access ends when the interim list expires.
Compliance Risk is heightened for TSL sponsorship. The Home Office has made it clear that standards are tighter than for standard Skilled Worker routes. The TSL adds another layer of requirements. Any sector showing poor compliance or weak Jobs Plan delivery faces accelerated removal from the list.
Workforce Planning Risk affects employers who rely heavily on TSL occupations without developing domestic alternatives. When access ends, skills gaps and recruitment challenges intensify rapidly.
Policy Change Risk remains present. While the MAC’s recommendations carry significant weight, ultimate decisions rest with the Home Secretary. Political priorities, economic conditions, or unexpected events could shift policy direction.
The prudent approach is to treat TSL access as a time-limited bridge while investing seriously in domestic workforce development. Start conversations with local colleges and training providers now. Budget for apprenticeship programs in Q2 2026. Build relationships with the Department for Work and Pensions before they become mandatory. Employers who assume the TSL will simply roll forward risk significant disruption.
How to Prepare for Potential Changes
Whether you’re an employer or a prospective worker, preparation is key.
For Employers, conduct a workforce audit mapping all roles to SOC 2020 codes and identifying which depend on TSL access. Engage actively with your sector representative body to support Jobs Plan development and evidence submission. Invest in domestic recruitment pipelines, including partnerships with further education providers, apprenticeship schemes, and reskilling programs. Build contingency plans for scenarios where key occupations lose TSL eligibility. Review and strengthen compliance procedures, particularly around record-keeping and sponsor duties. Consider whether roles can be restructured to higher skill levels that would qualify under standard Skilled Worker criteria.
For Workers, if you’re currently on a TSL occupation, explore opportunities to develop higher-level skills that would qualify for RQF 6+ roles. Research whether switching to a standard Skilled Worker position is feasible before December 31, 2026. Detailed records of employment, training, and skill development support future applications. Stay informed about your occupation’s status in the Stage 2 review process. Consider the long-term implications of the no-dependents restriction if family reunification is important to you.
For Both Groups, the fundamental advice is the same: don’t rely on the TSL remaining static. Building alternatives, investing in skills, and maintaining flexibility reduces risk. Banking on the TSL being there in 2027 without a backup plan creates significant risk
FAQs About the Temporary Shortage List
Can I apply for a Skilled Worker visa if my occupation is not on the ISL?
Yes. You can still apply under the standard Skilled Worker route, but you must meet the full salary threshold (currently £41,700 or the occupation-specific going rate, whichever is higher), the RQF Level 6 skill requirement, and the B2 English language standard from January 8, 2026. Standard Skilled Worker visa holders can bring dependants and have a pathway to settlement.
What happens if my occupation is removed from the TSL after I apply?
If you submit your visa application before the removal date, it will typically be processed under the rules in effect when you applied. However, this protection only applies to applications already submitted, not Certificates of Sponsorship that have been assigned but not yet used.
Can TSL workers switch to standard Skilled Worker visas?
Yes. If you secure a role that meets the standard Skilled Worker requirements (RQF Level 6, appropriate salary, and all other criteria), you can apply to update your role from within the UK. This allows you to access benefits like settlement pathways and dependent rights that aren’t available under TSL routes.
How long do TSL occupations remain on the list?
The MAC recommends that occupations should typically be listed for three years, with potential 18-month listings where Jobs Plans need development. All interim entries are currently set to expire on December 31, 2026, after which a new framework will determine continued access.
Do TSL workers pay lower visa fees?
No. TSL applicants pay standard Skilled Worker visa fees, including the Immigration Health Surcharge. There are no fee reductions for shortage occupations under the current system.
Can I bring my family if I come on a TSL occupation?
Generally no. New Skilled Worker applicants in TSL occupations at RQF Levels 3-5 cannot bring dependents unless narrow exceptions apply (such as sole parental responsibility or UK-born children). What is a Jobs Plan and why does it matter?
A Jobs Plan is a workforce strategy that sectors must develop to access the TSL. It demonstrates how the sector will maximise use of the domestic workforce, invest in training, and manage exploitation risks. Without a credible Jobs Plan, occupations won’t be included on the permanent TSL regardless of shortage evidence.
How do I know if my occupation will be on the permanent TSL?
The MAC’s final recommendations won’t be published until July 2026. If your occupation is among the 82 under Stage 2 review and your sector has a strong Jobs Plan, it has a better chance of inclusion, but nothing is guaranteed until the government makes final implementation decisions.
Key Takeaways
The Temporary Shortage List represents a fundamental shift in how the UK manages medium-skilled migration. It’s not a permanent solution but a time-limited mechanism designed to balance immediate workforce needs with long-term domestic skill development.
For employers, the TSL offers a narrow window to address critical gaps in construction, manufacturing, technology, and healthcare. However, this access comes with heightened compliance expectations and the requirement that sectors invest in UK workforce development. Developing training pipelines early will ease the transition.
For workers, the TSL provides opportunities in roles that would otherwise be unavailable for sponsorship. However, the restrictions around family reunification and settlement pathways are significant.
Looking ahead, the Stage 2 review process concluding in July 2026 will determine which of the 82 shortlisted occupations make the final cut. Success will depend on demonstrating genuine shortage, appropriate use of migration as a response, and most critically, credible Jobs Plans showing sector commitment to domestic workforce transformation.
The December 31, 2026 expiry date looms large. Both employers and workers should treat this as a firm deadline for transition planning, not an assumption that extensions will automatically follow.
The TSL is exactly what its name suggests: temporary, targeted, and conditional. Those who engage with it on those terms, while investing in long-term alternatives, will navigate the transition successfully. Treating it as permanent creates risk.
Understanding the TSL isn’t just about knowing which occupations are eligible today. It’s about understanding the policy direction and planning accordingly. The UK’s approach to medium-skilled migration is changing permanently, and the TSL is the bridge to that new reality.
Additional Resources & Official Links
| Source | Description | Link |
| GOV.UK Temporary Shortage List | Live list of eligible RQF 3–5 occupations with salary rates and hourly equivalents. Updated whenever the list changes. | gov.uk/skilled-worker-visa-temporary-shortage-list |
| MAC Stage 1 Report (October 2025) | Official MAC report on TSL design principles, 82 shortlisted occupations, and Jobs Plan requirements. | gov.uk/government/publications/temporary-shortage-list-stage-1-report |
| Statement of Changes HC 997 | July 2025 legislation that created the TSL under Appendix Skilled Worker SW 6.1A. | gov.uk/government/publications/statement-of-changes-to-the-immigration-rules-hc-997-1-july-2025 |
| GOV.UK Immigration Salary List | Higher-skill occupations eligible for reduced salary thresholds and fee concessions. | gov.uk/skilled-worker-visa-immigration-salary-list |
| Skilled Worker Going Rates | Full salary data and standard weekly hours for each eligible occupation. | gov.uk/government/publications/skilled-worker-going-rates |
| Appendix Skilled Worker | Immigration Rules defining eligibility, salary thresholds, and references to TSL/ISL. | gov.uk/guidance/immigration-rules/appendix-skilled-worker |
| Sponsor a Skilled Worker Guidance | Official Home Office guidance on licence duties, CoS assignment, and compliance. | gov.uk/guidance/sponsor-a-skilled-worker |
| Skilled Worker Visa Dependants | Rules on partner and child applications, including RQF 3–5 restrictions from July 2025. | gov.uk/skilled-worker-visa/your-partner-and-children |
