The Migration Advisory Committee (MAC) has entered Stage 2 of its review of the Temporary Shortage List (TSL), with evidence submissions now open until 2 February 2026.
The review forms part of the post-July 2025 Skilled Worker visa reforms and will directly influence which medium-skill occupations can continue to access the lower salary threshold and other concessions available under the Skilled Worker route and remain eligible for sponsorship under the TSL.
What is the TSL Review?
Following the abolition of the previous iteration of the Immigration Salary List, the Home Office introduced the TSL in July 2025 to replace it as a time-limited measure.
The TSL was designed to respond dynamically to short-term labour shortages and to align with the government’s wider Industrial Strategy, while the new-look Immigration Salary List (ISL) is the Home Office’s list of Skilled Worker roles that qualify for a reduced salary threshold.
Stage 1 of the MAC’s review, published in October, identified which sectors were most significant to national infrastructure and economic stability. Stage 2 now invites evidence to confirm whether those occupations continue to face shortages that justify inclusion on the list, and whether any additional roles should be added.
The Stage 2 review presents both opportunity and risk: it provides a platform for industries facing acute skills shortages to demonstrate why ongoing access to overseas recruitment is justified, however, it also signals a move toward greater scrutiny of how employers are investing in domestic skills and long-term workforce sustainability.
Engagement at this stage should help to influence future access to international recruitment under the Skilled Worker route.
Call for Evidence
Employers, sector representatives and trade associations can submit evidence through the MAC’s call for evidence portal. Sponsors should treat the evidence submission as a strategic exercise, drawing on data from internal HR systems, vacancy tracking and training budgets. Submissions should detail recruitment challenges, vacancy data, skills gaps and evidence of unsuccessful efforts to recruit domestically.
The MAC also expects respondents to outline measures being taken to train UK workers, improve pay or career progression, and explain why sponsorship remains necessary to maintain operations. The consultation window will run until February 2026, after which the MAC will publish recommendations for ministerial decision ahead of the list’s formal review in July 2026.
Once the evidence window closes, the MAC will analyse submissions and publish recommendations by mid-2026. The Home Office will then decide which occupations remain on the list and confirm any changes to the applicable salary or eligibility rules. Employers seeking to protect their ability to sponsor medium-skill roles should not delay preparation, as the next update to the Immigration Rules incorporating the revised TSL is expected to take effect from July 2026.
Implications for Employers
The outcome of the review will determine which occupations continue to benefit from reduced salary thresholds and access to sponsorship for RQF 3–5 level roles. For employers reliant on overseas recruitment in construction, manufacturing, logistics, or care-related occupations, removal from the list could have immediate operational and cost implications. Losing TSL status means that roles would need to meet the full Skilled Worker salary requirement, currently set at £41,700 or the applicable going rate. Employers should review their workforce data, vacancy records and training investments now to build a credible evidence base for submission.
The Home Office has indicated that transitional provisions will remain in place for existing workers sponsored under codes that move off the list, but future Certificates of Sponsorship will be subject to the new criteria once the review concludes. Employers should therefore plan recruitment timelines carefully to avoid exposure to higher salary thresholds or restricted eligibility mid-cycle. Sectors that fail to present compelling evidence may lose access to the TSL benefits from July 2026, while those that engage early and substantively will be better positioned to secure continued inclusion.
DMS Perspective
The TSL review is as much about workforce strategy as it is about immigration. Treat the TSL review as workforce strategy, not just immigration. Consultation submissions carry weight when you present vacancy data, recruitment outcomes and pay progression alongside a credible training plan. Month-by-month vacancy logs, time-to-hire metrics, rejected-applicant analysis and attrition trends should all be built and then mapped to salary benchmarks and career pathways.
Work backwards from the July 2026 decision point so hiring plans do not stall if a role loses TSL status. If your organisation relies heavily on TSL roles, model the cost of moving to the full Skilled Worker threshold and explore alternatives, such as upskilling into higher RQF roles or redesigning duties so the role meets the going rate.
Need Assistance?
As the UK visa sponsorship regime remains subject to ongoing review and potential reform, speak to our specialist immigration advisers to ensure you organisation stays compliant with the current rules while preparing for future rule changes that may impact recruitment and workforce planning.
The government’s official Call for Evidence can be found here >
