Temporary Shortage List Guide 2025

Section A: What is the Temporary Shortage List?

The Temporary Shortage List (TSL) provides time-limited access to the Skilled Worker route for certain occupations requiring skill level RQF Level 3–5 where there is clear evidence of persistent labour shortages. It forms part of the government’s restructuring of sponsorship policy following the removal of the Shortage Occupation List in April 2024.

1. Role of the TSL

The Temporary Shortage List (TSL) is a time-limited appendix to the Skilled Worker route that came into force on 22 July 2025. It provides a pathway for medium-skill occupations (RQF 3–5) that would otherwise be ineligible since the general skill threshold rose to RQF 6. The TSL operates alongside the Immigration Salary List (ISL), which covers higher-skill roles eligible for discounted salary thresholds and visa-fee reductions.

The TSL was introduced under the visa sponsorship reforms announced in the Government’s May 2025 Immigration White Paper. Its framework was implemented through the Statement of Changes HC 997 (1 July 2025), which inserted new paragraph SW 6.1A into Appendix Skilled Worker. The TSL took effect on 22 July 2025 and currently sits alongside the Immigration Salary List (ISL). Both lists are intended to operate until 31 December 2026, subject to review and ministerial decision following the Migration Advisory Committee (MAC) recommendations. A permanent TSL will depend on the MAC’s Stage 2 report and Home Office policy decisions after July 2026.

Under HC 997, the TSL acts as a bridging mechanism allowing sponsorship for genuinely critical medium-skill roles while the government and industry develop domestic training pipelines. Both lists are intended to remain in place until 31 December 2026, unless amended sooner by the Home Office or replaced following the MAC Stage 2 review.

Sectors seeking TSL access will need to produce credible Jobs Plans demonstrating active domestic recruitment, training investment and fair-work safeguards. The MAC will assess these during Stage 2 to decide which occupations merit continued inclusion. In parallel, the MAC is conducting a separate review of Skilled Worker salary thresholds for RQF 3–5 roles, expected to report in December 2025. The outcome will influence how future TSL salary levels are set.

2. Key features of the TSL

The TSL focuses on sub-degree roles considered vital to the UK’s industrial strategy or critical infrastructure, for example certain construction, logistics and technician roles. These occupations address genuine skills gaps that cannot be filled quickly through domestic labour supply.

Each listed role has a defined period of eligibility. MAC proposes a default three-year duration, or an initial 18-month inclusion for occupations where Jobs Plans are still maturing. Every listing would then be reassessed on a three-year cycle. Sponsorship beyond the expiry date will depend on whether the MAC recommends extension and the Home Office approves it.

A role will remain on, or be added to, the permanent TSL only if its sector has a credible Jobs Plan showing meaningful domestic recruitment and training activity. The Home Office may require evidence of these commitments during licence renewal or compliance audits.

The TSL does not create a blanket discount. Each occupation has a ‘Standard rate’ (and in some cases a ‘Lower rate’for eligible transitional workers). A reduced salary is only available where the Skilled Worker ‘paid less’ options (e.g., PhD or New Entrant) are permitted and the applicant meets those criteria. Any reduced rate must satisfy the Skilled Worker ‘paid less’ rules and cash-floor requirements; being on the TSL alone does not permit a discount. Employers should check the live GOV.UK Temporary Shortage List page for the current pay bands and hourly equivalents.

Workers sponsored in TSL or ISL RQF 3–5 roles cannot bring new family members to the UK, except those with transitional protection from before 22 July 2025. The MAC Stage 1 report acknowledged these restrictions and did not propose any change.

MAC recommends that applicants for TSL roles should meet at least B1 English language standard to align with Skilled Worker criteria and support long-term integration and career progression.

The Home Office retains discretion to amend or remove occupations from the TSL at any time where shortages ease or evidence of non-compliance or exploitation emerges. MAC emphasises the need for robust monitoring and coordination with Labour Market Enforcement bodies and Skills England to maintain integrity of the scheme.

3. Current Status of the Temporary Shortage List: MAC Review

Following the July 2025 rule changes that introduced the Temporary Shortage List, the Home Office formally commissioned the MAC to conduct a two-stage review into its design, scope and eligible occupations. The aim was to determine which RQF 3–5 occupations should continue to have access to the immigration system on a time-limited basis and under what conditions.

The MAC published its Stage 1 report on the Temporary Shortage List on 9 October 2025, setting out the design principles for the scheme and identifying 82 occupations for further review at Stage 2. The committee recommends that each occupation added to the TSL should normally remain for three years, with the possibility of a shorter 18-month period where sector “Jobs Plans” are still developing. Every occupation would then be reviewed at least once every three years. Visa length should generally be between three and five years.

Stage 1 confirms that eligibility for the TSL should continue to focus on RQF Level 3–5 roles that are genuinely critical to the UK’s industrial strategy or infrastructure. Sectors seeking inclusion will be required to submit credible Jobs Plans demonstrating how they are investing in domestic recruitment and training to reduce dependency on migration. The MAC will scrutinise these plans during Stage 2 before recommending which roles should form part of the permanent list.

The committee also proposes that applicants under the TSL should meet at least B1 English language level and retain the ability to switch in-country into higher RQF 6+ roles under the Skilled Worker route to support career progression. It does not recommend any change to the current dependant restrictions for medium-skill roles.

Section B: Temporary Shortage List 2025

The Temporary Shortage List sets out the occupations that currently qualify for Skilled Worker sponsorship at RQF Level 3 to 5 from 22 July 2025 under Appendix Skilled Worker paragraph SW 6.1A. It re-opens limited sponsorship access for medium-skilled roles that had become ineligible after the general threshold rose to RQF 6.

The live version of the TSL is published on the GOV.UK Temporary Shortage List page. That page is the only authoritative source for current occupation codes, pay bands and hourly rates. Employers should retain a PDF or screenshot of the version used when assigning a Certificate of Sponsorship, since the list is subject to change as MAC reviews progress through Stage 2 in 2026.

The table below shows the occupations currently listed on the interim TSL (as at October 2025), along with the two applicable salary bands where provided. The “Standard Rate” applies to new sponsorship granted on or after 4 April 2024. The “Lower Rate” applies only where the individual’s first Skilled Worker permission was granted before that date and has been held continuously since. Hourly equivalents are based on a 37.5-hour week and are rounded to two decimal places.

The Home Office may add or remove occupations at any time. Each listing is time-limited and subject to review no later than 31 December 2026. Employers sponsoring under these codes should retain evidence of the TSL version used and monitor the live GOV.UK page for changes before issuing new Certificates of Sponsorship.

The current TSL is intended to operate until 31 December 2026. MAC proposes that the permanent scheme should run on a three-year review cycle, with some roles granted shorter 18-month provisional access subject to evidence of progress on their sector Jobs Plan. Future list updates will depend on Home Office decisions following the MAC Stage 2 report expected in July 2026. Employers should anticipate that any occupation not supported by a credible domestic skills strategy may be removed or replaced after that point.

The Rules also show an expiry footnote. Every TSL (and ISL) entry is scheduled to lapse on 31 December 2026, although the Home Office can remove an occupation sooner if compliance problems arise.

Section C: How does the TSL work?

Under the provisions of the Statement of Changes HC 997, the Temporary Shortage List took effect from 22 July 2025 as a new Appendix to the Skilled Worker route (paragraph SW 6.1A). It operates as a time-limited mechanism allowing certain RQF 3 to 5 roles to qualify for sponsorship where there is clear and continuing evidence of shortage that risks economic or infrastructure disruption. If a job is on the TSL and is at RQF 3–5, the worker may switch in-country, apply for entry clearance from overseas, or apply to extend permission, provided all TSL and Skilled Worker criteria are met.

The TSL exists alongside the Immigration Salary List (ISL), which covers higher-skill roles eligible for discounted salary thresholds and fee concessions.

From 22 July 2025, only occupations listed on the live GOV.UK Temporary Shortage List page can be sponsored as Skilled Worker roles below RQF 6. All other medium-skill jobs are ineligible for new hires unless they also appear on the ISL. Employers should therefore check the TSL page at the point of assigning each Certificate of Sponsorship to confirm continued eligibility and the applicable salary band.

Every occupation on the interim TSL is subject to expiry by 31 December 2026, or sooner if the Home Office withdraws it for policy or compliance reasons. Any permanent TSL after 2026 will depend on the outcome of the MAC’s Stage 2 review and ministerial approval.

1. MAC’s proposed operating cycle

The Stage 1 report recommends that future TSL occupations normally remain on the list for three years, subject to a formal review at least once every three years. Where a sector’s Jobs Plan is still developing, the initial listing may be limited to 18 months to allow the MAC to assess progress before granting longer access.

MAC proposes that each sector with a TSL occupation should demonstrate ongoing delivery against its Jobs Plan, including apprenticeships, upskilling initiatives, and measurable domestic recruitment outcomes. Failure to show tangible progress would risk the role being removed when reviewed. Employers should expect this evidence to be scrutinised as part of MAC’s Stage 2 evaluation in 2026 and future reviews.

2. Jobs Plans and sector responsibilities

Each sector represented on the TSL will be expected to develop a credible Jobs Plan that reduces dependence on migrant labour over time. A Jobs Plan should set out how the sector intends to recruit and train UK-resident workers, raise productivity, and improve working conditions to retain staff. Skills England and the Department for Work and Pensions will work with MAC and industry bodies to review these plans and track outcomes.

Stage 1 makes clear that Jobs Plans will be central to decisions on both initial TSL inclusion and renewal. Where plans lack credible evidence of progress, the MAC will recommend removal at review. Employers should therefore maintain records of domestic hiring campaigns, training schemes, and partnerships that demonstrate compliance with these expectations.

3. Skill and English language requirements

TSL roles must meet the same base skill criteria as other Skilled Worker occupations, but at RQF Levels 3 to 5. The MAC has recommended that the minimum English language level for TSL applicants remain at B1 to ensure integration and career mobility. Applicants who progress to RQF 6 roles through further training or experience may switch in-country to the main Skilled Worker route without leaving the UK, allowing continuity of employment and visa status.

4. Salary and hours rules under the TSL

Each TSL occupation has a specified standard rate and, in some cases, a lower rate for eligible transitional workers whose first Skilled Worker permission was granted before 4 April 2024 and held continuously since. No automatic percentage discount applies merely because a role appears on the TSL. Where permitted under Appendix Skilled Worker, a reduced salary may be used only if the worker meets the ‘paid less’criteria (e.g., PhD or New Entrant); otherwise the full TSL rate applies.

Salaries should be calculated using the standard weekly hours for that occupation (as listed in Appendix Skilled Occupations) and must equal or exceed the TSL rate shown on the live GOV.UK page. Only guaranteed gross basic pay is counted toward this threshold. Employers should document their salary calculations and retain copies of the TSL pay tables used at the time of each CoS assignment.

5. Oversight and review mechanisms

The Home Office can add or remove occupations at any time if shortages ease or where there is evidence of non-compliance or worker exploitation. MAC recommends closer collaboration with the Labour Market Enforcement Group and Skills England to monitor wages and conditions in TSL sectors. Employers should expect increased scrutiny through compliance visits and data-sharing between agencies.

The Stage 1 report also notes that government may consider re-introducing a Resident Labour Market Test for some TSL roles in future if shortages persist despite active Jobs Plans. This is not yet policy but signals a potential direction of travel for further reform.

6. Future development of the TSL

Stage 2 of the MAC review will run through mid-2026 and include a public Call for Evidence from industry bodies, unions and employers. The final report is expected in July 2026, after which the Home Office will decide which occupations to retain on a permanent TSL and how to set associated salary thresholds for RQF 3–5 roles. Employers should monitor MAC updates closely and plan for possible changes to eligibility or pay levels after 2026.

Section D: Sponsoring roles under the Temporary Shortage List

Employers intending to sponsor a worker for a TSL role are required to follow the same core process as for other Skilled Worker applications, but with additional checks linked to the occupation’s eligibility and pay level. The rules draw from the current Sponsor a Skilled Worker guidance (Sections 3–5) and Appendix Skilled Worker SW 6.1A. Sponsors should also keep in mind the MAC Stage 1 emphasis on English-language standards, Jobs Plan evidence, and workforce development when recruiting under the TSL.

1. Hold a valid sponsor licence

Employers need an active Skilled Worker sponsor licence granted by the Home Office. Those without one must apply, showing genuine trading presence in the UK, appropriate HR systems, and capability to meet sponsorship duties. The licence obliges sponsors to maintain accurate records, report changes through the Sponsor Management System (SMS), and cooperate with compliance visits. Failing these duties can lead to suspension or revocation.

For TSL hiring, the licence structure and user roles remain unchanged, but sponsors should ensure their Authorising Officer and Key Contact understand how TSL listings, expiry dates, and salary rates interact with Skilled Worker permissions. MAC Stage 1 indicates the Home Office will expect to see evidence that TSL sponsors also contribute to domestic skills development through training and apprenticeships. Keeping internal records of such activity is advisable.

2. Identify the SOC code and confirm eligibility

Before assigning a Certificate of Sponsorship, confirm that the job appears on the current GOV.UK Temporary Shortage List and matches the correct SOC 2020 code. Use the ONS CASCOT tool or Appendix Skilled Occupations to map duties to the most accurate code. Do not re-code roles to obtain a lower salary rate — UKVI cross-checks duties against CASCOT data and will query any inconsistency.

TSL codes must be at RQF Level 3–5 and must appear in the current appendix table. If a code is removed from the list, no new sponsorship can be issued from that date. Keep a copy of the version used when the CoS was assigned as proof of eligibility at the time of sponsorship.

3. Meet salary requirements

The salary offered must meet or exceed the rate shown for the occupation on the live GOV.UK TSL page. Each listing includes a “Standard Rate” for new sponsorships and may include a “Lower Rate” for workers whose first Skilled Worker permission was granted before 4 April 2024 and has been held continuously since. No blanket discount applies solely because a role appears on the TSL.

PhD and New Entrant tradeable-points discounts remain available where Appendix Skilled Worker allows them. Salaries must be calculated using the occupation’s assumed weekly hours (usually 37.5 hours) and expressed as gross annual pay. Only guaranteed basic salary counts toward the threshold; bonuses and overtime are excluded unless specifically guaranteed and contractual.

MAC Stage 1 emphasises that wages in TSL occupations should not undercut domestic rates and should reflect market pay. Sponsors should benchmark their offers against industry averages and retain records of their calculations and the TSL pay table used at the time of CoS assignment.

4. Assign a Certificate of Sponsorship (CoS)

Once the role and salary are confirmed as compliant, assign the appropriate CoS through the Sponsor Management System. Use a defined CoS for applicants outside the UK and an undefined CoS for those applying in-country. Ensure the SOC code, salary and hours match the TSL listing exactly. Include accurate job descriptions and location details to avoid eligibility queries. The CoS must be assigned while the occupation remains on the TSL. If a role is removed before visa submission, the application will no longer qualify for sponsorship. Keep evidence of the CoS issue date and the TSL snapshot used.

5. Ensure compliance with visa points and requirements

To qualify under the Skilled Worker route, the applicant must reach 70 points:

• 50 points for mandatory criteria – a valid CoS (20), job at the appropriate skill level (20), and English language proficiency at B1 or above (10).
• 20 tradeable points for salary and other eligibility factors as set out in Appendix Skilled Worker.

The MAC Stage 1 report supports retaining B1 English for TSL applicants to encourage integration and career progression. Employers should check the worker holds a valid English qualification or has a passport from an English-speaking country as accepted by UKVI. All other Skilled Worker rules on maintenance funds and criminality apply unchanged.

6. Submit the visa application

Once the CoS is assigned, the worker must submit the Skilled Worker visa application within three months of the CoS issue date and while the occupation remains listed on the TSL. They will need to provide the CoS number, proof of English ability, financial maintenance (if not certified by the sponsor), and any other supporting documents required by UKVI.
The Home Office may request additional information to verify salary or genuineness. Processing times are typically three weeks for overseas applications and eight weeks for in-country cases, subject to priority availability.

7. Record-keeping

Sponsors are required to retain records demonstrating how each TSL appointment complies with Home Office rules.

Hiring or sponsoring a worker under the Temporary Shortage List places greater emphasis on evidencing compliance and contribution to domestic skills development. While standard sponsor-record requirements continue to apply, employers using TSL roles should also maintain detailed documentation showing how their organisation supports the sector’s wider Jobs Plan commitments. The MAC expects that Jobs Plan delivery will be reviewed as part of Stage 2 and that Home Office compliance visits may include questions about how sponsors contribute to UK workforce development. Keeping evidence now will help demonstrate good faith engagement if the sector is re-assessed in 2026.

These records should be ready for inspection at any time and retained for the full duration of the worker’s sponsorship and for at least one year after it ends.

a. Core sponsor records (mandatory under Appendix D)

Every employer sponsoring under the TSL should retain:

• A copy of the worker’s job description and employment contract setting out the duties, hours and salary offered.
• Recruitment materials showing how the job was advertised and selected, including the final offer letter.
• Evidence that the role’s duties match the correct SOC 2020 code listed on the live GOV.UK Temporary Shortage List at the time of assigning the CoS.
• A dated PDF or screenshot of the TSL page used, showing the occupation code, salary rate and version date.
• A salary calculation sheet demonstrating that the rate offered meets or exceeds the applicable TSL “standard” or “lower” rate based on the occupation’s assumed weekly hours.
• Evidence of the worker’s English-language qualification or nationality exemption meeting the B1 requirement.
• Copy of the Certificate of Sponsorship, visa decision letter and any correspondence confirming grant of leave.
• Proof of right to work, identity, payroll and attendance records, and up-to-date contact details for the sponsored employee.

b. Evidence to align with MAC Jobs Plan expectations

Although not yet a statutory requirement, the Migration Advisory Committee has made clear that future access to the TSL will depend on credible proof of domestic skills investment. Sponsors should therefore start collecting:

• Records of UK recruitment activity, including adverts, interview notes and reasons for not appointing resident workers.
• Details of apprenticeships, upskilling programmes or internal training initiatives relevant to the sponsored occupation.
• Evidence of partnerships with Skills England, training providers, colleges or local job-centres supporting workforce development.
• Pay benchmarking data showing the salary offered is consistent with UK market rates.
• Internal workforce reports tracking the ratio of sponsored to resident workers and steps taken to reduce reliance on sponsorship.
• Membership confirmation or correspondence with industry bodies participating in the sector’s Jobs Plan.

The Home Office can audit sponsors without notice, and the MAC’s Stage 2 review in 2026 will consider how effectively each sector is delivering its Jobs Plan. Employers using TSL roles should maintain an easily accessible file for each sponsored worker that combines both compliance and skills evidence.

Failure to provide clear documentation could lead to licence suspension, refusal of future CoS allocations or the sector losing access to the TSL when it is next reviewed. Sponsors that can demonstrate robust records and tangible domestic workforce activity will be better placed to retain access once the permanent TSL framework is confirmed.

8. Ongoing sponsor duties and potential audit risk

All usual Skilled Worker sponsor duties apply to TSL roles, including reporting non-attendance, salary changes, or early termination within ten working days through the SMS. Given the experimental nature of the TSL, the Home Office is expected to run enhanced audit programmes across listed sectors. Sponsors should ensure file completeness and readiness for inspection.

Employers should also review their workforce planning to prepare for the list’s expiry in 2026. If their occupation is not retained on the permanent list, new recruitment may no longer qualify for sponsorship. Contingency planning now can reduce business disruption if the role is removed or salary thresholds rise.

Section E: Summary

Introduced through the July 2025 rule changes, the Temporary Shortage List reopens access to the Skilled Worker route for RQF 3 to 5 occupations that are judged strategically important to the UK economy but face verified shortages.

The list is intended to be time-bound, with all interim entries due to lapse by 31 December 2026 unless extended or absorbed into a permanent framework. The MAC’s Stage 1 report confirms that long-term access will depend on credible Jobs Plans and sustained domestic skills investment, not on automatic continuation. Employers will be expected to evidence how they are training, retaining and progressing resident workers in parallel with international recruitment.

For now, the TSL provides a short window for employers to fill critical gaps in sectors such as logistics, construction, manufacturing and technical support. Roles can be sponsored only while they remain on the live GOV.UK list and only where salaries meet or exceed the applicable standard or lower rate. English language remains set at B1, and dependants are restricted for all new RQF 3 to 5 sponsorships.

Looking ahead, Stage 2 of the MAC review, scheduled for completion in July 2026, will determine which occupations become part of a permanent TSL and how the salary framework for mid-skill roles evolves. Employers using the route should treat 2025–2026 as a period of evidence-building: documenting domestic hiring, monitoring pay compliance, and preparing for greater scrutiny as the government tests whether migration and skills policy are working in tandem.

Section F: Need Assistance?

For advice on how to use the Temporary Shortage List, or any aspect of the UK work visa sponsorship regime, contact us.

Section G: Temporary Shortage List FAQs

What is the Temporary Shortage List?

The Temporary Shortage List (TSL) is a Home Office framework introduced on 22 July 2025 under Appendix Skilled Worker SW 6.1A. It provides time-limited access to the Skilled Worker route for specific RQF 3 to 5 occupations where the Migration Advisory Committee (MAC) has identified a genuine and strategic labour shortage. The TSL allows UK employers to sponsor workers in these roles while domestic training pipelines develop.

How does the TSL differ from the Immigration Salary List (ISL)?

The TSL and ISL currently operate in parallel but serve different purposes. The ISL covers mainly RQF 6 and above roles and offers reduced salary thresholds and visa fee concessions. The TSL covers RQF 3 to 5 medium-skill occupations and does not apply any automatic percentage discount to the salary threshold. Instead, each TSL occupation has its own standard rate and may include a lower rate for eligible transitional workers. Both lists are intended to remain in force until 31 December 2026, subject to review and replacement after the MAC Stage 2 report in 2026.

Which roles can be included on the TSL?

Only occupations at RQF Level 3 to 5 that are listed on the live GOV.UK Temporary Shortage List can currently be sponsored under this route. At Stage 1, the MAC identified 82 potential occupations for further testing in Stage 2 based on their importance to the UK’s industrial strategy and critical infrastructure. Final recommendations on which of those occupations should remain on the permanent TSL will follow in mid-2026.

How long will a role stay on the TSL?

Under the MAC’s Stage 1 design proposals, roles would normally remain on the TSL for three years before formal review. Some occupations may receive an initial 18-month listing while their sector’s Jobs Plan develops. The Home Office retains discretion to remove a role earlier if shortages ease or compliance concerns arise. All current listings are scheduled to end by 31 December 2026 unless extended by future policy decisions.

What is a Jobs Plan and why does it matter?

Each sector represented on the TSL must prepare a Jobs Plan showing how it is recruiting and training UK-resident workers, investing in apprenticeships and improving workforce retention. The MAC will assess these plans in Stage 2 to decide which occupations should remain eligible for sponsorship. Employers should keep records of their own training and hiring activity to support their sector’s submission and demonstrate compliance if audited.

What English-language level applies to TSL workers?

The Stage 1 report confirms that TSL applicants should meet at least B1 English language level under Appendix English Language. This standard supports integration and career progression and mirrors the requirement for other Skilled Worker roles.

Can TSL workers bring dependants to the UK?

No new dependants are allowed for workers sponsored in RQF 3 to 5 roles on either the TSL or ISL. This restriction was retained in the July 2025 rule changes and not altered by the Stage 1 recommendations. Workers who already held permission with dependants before 22 July 2025 may retain that status under transitional protection.

How are salaries calculated for TSL roles?

Each occupation has a standard and sometimes a lower rate shown on the GOV.UK page, based on a 37.5-hour week. Employers must pay at least the rate that applies to the worker’s circumstances. PhD and New Entrant tradeable-points discounts can still apply where the Rules permit. No discount is available simply for being on the TSL.

Can TSL roles be removed or changed?

The Home Office can add, amend or remove occupations at any time based on updated labour-market evidence or compliance concerns. MAC has recommended a formal review every three years and the option to withdraw a role sooner if its Jobs Plan shows little progress or evidence of poor employment practice. Employers should check the live TSL page before issuing any Certificate of Sponsorship.

Can a TSL worker settle in the UK?

The Stage 1 report did not make a recommendation on settlement. Current rules allow workers to remain for the duration of their visa (typically three to five years) and switch in-country into RQF 6 or above roles under the main Skilled Worker route. Long-term settlement would depend on that subsequent route meeting the standard ILR requirements after five years of lawful residence.

When will the permanent TSL be decided?

The MAC will run its Stage 2 review through 2026 and publish final recommendations by July 2026. The Home Office will then decide which occupations will form the permanent list and how salary thresholds for RQF 3 to 5 roles should be set. Until that decision, the current interim TSL remains in effect and should be treated as the binding reference for visa eligibility.

What happens after 31 December 2026?

Unless extended or replaced through policy changes, the interim TSL will expire at the end of 2026. If a role is removed or the scheme ends, existing visa holders may complete their current permission but employers will not be able to assign new Certificates of Sponsorship for that occupation. Future sponsorship would then depend on its status under the permanent TSL or any replacement policy.

Where can I find official updates?

All updates are published on the GOV.UK Temporary Shortage List page and the MAC website. The Stage 1 report (9 October 2025) is available on GOV.UK and summarised by Free Movement and the House of Commons Library. Employers should monitor these sources closely through 2026 to stay aligned with any salary or eligibility changes.

Section H: Glossary

Section I: Additional Resources & Links