Section A: What is the Temporary Shortage List?
The Temporary Shortage List (TSL) is part of the Skilled Worker route. It allows specified occupations below the usual RQF Level 6 skill threshold to remain eligible for sponsorship on a time-limited basis.
The list was introduced on 22 July 2025 when the general Skilled Worker skill threshold was raised to graduate level. Without a specific exception, occupations below RQF Level 6 are no longer eligible for new Skilled Worker sponsorship. A medium-skilled role can still qualify where it appears on the live TSL or meets another exception under the Immigration Rules.
The TSL operates alongside the Immigration Salary List (ISL), but the two lists serve different purposes. The TSL preserves temporary sponsorship access for selected medium-skilled occupations linked to the UK’s Industrial Strategy or critical infrastructure. The ISL identifies specified occupations that can qualify under separate salary tradeable-points provisions and may benefit from a reduced visa application fee.
Inclusion on the TSL does not give an employer a general salary discount. The worker must still satisfy the applicable Skilled Worker salary rules, including the relevant general salary threshold and occupation going rate under the tradeable-points option being relied on.
1. Current status of the TSL
The existing TSL is an interim list contained within Appendix Skilled Worker. Its current entries remain available for eligible sponsorship until 31 December 2026 unless the Home Office amends or removes an occupation sooner.
The live list is the authoritative source for the occupations and job types that can currently be sponsored. Some occupation codes are only eligible for specified roles within the wider SOC code, so employers must check the permitted job types as well as the occupation code itself.
The Migration Advisory Committee published its Stage 2 report in July 2026 after assessing Jobs Plans for 46 occupations. It recommends that 28 occupations should receive provisional TSL access for 18 months, from January 2027 until the end of June 2028.
The recommendations have no legal effect at this stage. The Government must decide which proposals to accept and amend the Immigration Rules before any revised list can take effect. Until then, employers must continue to rely on the current TSL rather than the occupations recommended in the MAC report.
2. Role of Jobs Plans
Jobs Plans are sector-level workforce strategies submitted by the government department responsible for the relevant sector. They are intended to show how labour shortages will be addressed through measures such as domestic recruitment, training, apprenticeships, retention, productivity and improved employment practices.
The MAC concluded that none of the Jobs Plans assessed at Stage 2 was sufficiently developed to justify TSL access for the full proposed three-year period. Its recommendation is therefore limited to an initial 18 months, followed by a lighter-touch review of progress before any further extension is considered.
Jobs Plans do not currently create separate sponsor licence duties for individual employers. Sponsors are not required to prove compliance with a sector Jobs Plan when assigning a Certificate of Sponsorship. Employers may, however, be asked by representative bodies or government departments to contribute workforce evidence to future sector submissions and MAC reviews.
3. Key restrictions affecting TSL roles
Workers sponsored in medium-skilled occupations under the TSL are subject to the wider Skilled Worker requirements, including sponsorship by a licensed employer, an eligible occupation, the applicable salary threshold and going rate and the English-language requirement.
Most new Skilled Worker applicants must now meet the English-language requirement at CEFR Level B2. Transitional protection can allow certain existing Skilled Workers whose most recent permission was granted under the former B1 standard to continue relying on B1.
Workers newly sponsored in medium-skilled TSL occupations are also generally unable to bring dependent partners or children. Transitional provisions may apply where the lead applicant has continuously held Skilled Worker permission under the rules in force before 22 July 2025.
Permission granted for a TSL occupation remains Skilled Worker permission and currently provides a route to settlement, provided the worker meets the applicable continuous residence, sponsorship, salary, English-language and other settlement requirements.
DavidsonMorris Strategic Insight
The TSL should be treated as a temporary measure rather than a permanent feature of long-term recruitment planning. Employers can continue to use it where the rules allow, but recruitment strategies extending beyond December 2026 should account for the possibility that roles may be removed, restricted or made subject to revised conditions.
The live TSL determines eligibility now. The MAC’s 28 recommendations indicate what may follow from January 2027, but sponsors cannot rely on them until the Government changes the Immigration Rules.
Section B: Current Temporary Shortage List
The occupations currently eligible under the Temporary Shortage List are set out in paragraph SW 6.1A of Appendix Skilled Worker and reproduced in the live GOV.UK TSL table.
A medium-skilled role can qualify for a new Skilled Worker application where the relevant occupation or specified job type appears on the live list. TSL eligibility can support an application for entry clearance, permission to stay or an extension, provided the applicant meets all other Skilled Worker requirements.
The current entries are interim and are scheduled to expire on 31 December 2026. The MAC’s July 2026 recommendations do not amend this list. Any occupations retained, added or removed from January 2027 will depend on the Government’s response and a future Statement of Changes to the Immigration Rules.
1. Current TSL occupations and going rates
The annual figures below are based on a 37.5-hour working week and must be adjusted where the sponsored worker’s weekly hours differ. Employers must also ensure the salary satisfies the applicable general salary threshold and the relevant Skilled Worker tradeable-points option.
The standard rate generally applies where the worker’s first Certificate of Sponsorship was assigned on or after 4 April 2024. The lower rate is reserved for eligible transitional workers whose first Skilled Worker Certificate of Sponsorship was assigned before 4 April 2024 and who have held continuous Skilled Worker permission since then.
| Occupation code | Job types included on the Temporary Shortage List | Standard rate | Lower rate |
|---|---|---|---|
| 1243 | Managers in logistics | £44,900 (£23.03 per hour) | £37,300 (£19.13 per hour) |
| 1258 | Directors in consultancy services | £70,100 (£35.95 per hour) | £44,600 (£22.87 per hour) |
| 3111 | Laboratory technicians | £33,400 (£17.13 per hour) | £25,000 (£12.82 per hour) |
| 3112 | Electrical and electronics technicians | £39,300 (£20.15 per hour) | £30,800 (£15.79 per hour) |
| 3113 | Engineering technicians | £42,500 (£21.79 per hour) | £34,700 (£17.79 per hour) |
| 3114 | Building and civil engineering technicians | £33,400 (£17.13 per hour) | £27,900 (£14.31 per hour) |
| 3115 | Quality assurance technicians | £33,400 (£17.13 per hour) | £26,500 (£13.59 per hour) |
| 3116 | Planning, process and production technicians | £34,800 (£17.85 per hour) | £28,700 (£14.72 per hour) |
| 3120 | CAD, drawing and architectural technicians | £33,800 (£17.33 per hour) | £28,700 (£14.72 per hour) |
| 3131 | IT operations technicians | £35,200 (£18.05 per hour) | £27,700 (£14.21 per hour) |
| 3132 | IT user support technicians | £33,400 (£17.13 per hour) | £27,700 (£14.21 per hour) |
| 3133 | Database administrators and web content technicians | £34,600 (£17.74 per hour) | £29,200 (£14.97 per hour) |
| 3412 | Authors, writers and translators | £36,100 (£18.51 per hour) | £29,800 (£15.28 per hour) |
| 3414 | Dancers and choreographers | £33,400 (£17.13 per hour) | £28,500 (£14.62 per hour) |
| 3417 | Photographers, audio-visual and broadcasting equipment operators | £33,400 (£17.13 per hour) | £25,400 (£13.03 per hour) |
| 3422 | Clothing, fashion and accessories designers | £36,500 (£18.72 per hour) | £29,100 (£14.92 per hour) |
| 3429 | Design occupations not elsewhere classified, limited to:
| £39,300 (£20.15 per hour) | £29,800 (£15.28 per hour) |
| 3512 | Ship and hovercraft officers | £58,300 (£29.90 per hour) | £39,100 (£20.05 per hour) |
| 3520 | Legal associate professionals | £33,400 (£17.13 per hour) | £26,400 (£13.54 per hour) |
| 3532 | Insurance underwriters | £36,500 (£18.72 per hour) | £29,800 (£15.28 per hour) |
| 3533 | Financial and accounting technicians | £48,700 (£24.97 per hour) | £32,900 (£16.87 per hour) |
| 3541 | Estimators, valuers and assessors | £35,300 (£18.10 per hour) | £28,600 (£14.67 per hour) |
| 3544 | Data analysts | £34,900 (£17.90 per hour) | £28,600 (£14.67 per hour) |
| 3549 | Business associate professionals not elsewhere classified, limited to:
| £33,400 (£17.13 per hour) | £25,500 (£13.08 per hour) |
| 3552 | Business sales executives | £36,700 (£18.82 per hour) | £29,300 (£15.03 per hour) |
| 3554 | Advertising and marketing associate professionals | £33,400 (£17.13 per hour) | £26,300 (£13.49 per hour) |
| 3571 | Human resources and industrial relations officers | £33,400 (£17.13 per hour) | £27,100 (£13.90 per hour) |
| 3573 | Information technology trainers | £40,000 (£20.51 per hour) | £32,100 (£16.46 per hour) |
| 4121 | Credit controllers | £33,400 (£17.13 per hour) | £25,200 (£12.92 per hour) |
| 4122 | Book-keepers, payroll managers and wages clerks | £33,400 (£17.13 per hour) | £25,400 (£13.03 per hour) |
| 4129 | Financial administrative occupations not elsewhere classified, limited to:
| £33,400 (£17.13 per hour) | £25,000 (£12.82 per hour) |
| 4132 | Pensions and insurance clerks and assistants | £33,400 (£17.13 per hour) | £25,000 (£12.82 per hour) |
| 5213 | Welding trades | £34,900 (£17.90 per hour) | £29,500 (£15.13 per hour) |
| 5214 | Pipe fitters | £46,000 (£23.59 per hour) | £40,400 (£20.72 per hour) |
| 5223 | Metal working production and maintenance fitters | £39,300 (£20.15 per hour) | £29,900 (£15.33 per hour) |
| 5225 | Air-conditioning and refrigeration installers and repairers | £41,100 (£21.08 per hour) | £35,500 (£18.21 per hour) |
| 5231 | Vehicle technicians, mechanics and electricians | £35,500 (£18.21 per hour) | £27,900 (£14.31 per hour) |
| 5232 | Vehicle body builders and repairers | £33,400 (£17.13 per hour) | £27,600 (£14.15 per hour) |
| 5233 | Vehicle paint technicians | £33,400 (£17.13 per hour) | £29,600 (£15.18 per hour) |
| 5235 | Boat and ship builders and repairers | £33,700 (£17.28 per hour) | £29,600 (£15.18 per hour) |
| 5241 | Electricians and electrical fitters | £38,800 (£19.90 per hour) | £31,500 (£16.15 per hour) |
| 5242 | Telecoms and related network installers and repairers | £36,700 (£18.82 per hour) | £31,700 (£16.26 per hour) |
| 5244 | Computer system and equipment installers and servicers | £35,100 (£18.00 per hour) | £26,700 (£13.69 per hour) |
| 5245 | Security system installers and repairers | £36,300 (£18.62 per hour) | £28,800 (£14.77 per hour) |
| 5249 | Electrical and electronic trades not elsewhere classified | £45,800 (£23.49 per hour) | £35,600 (£18.26 per hour) |
| 5311 | Steel erectors | £35,000 (£17.95 per hour) | £29,500 (£15.13 per hour) |
| 5315 | Plumbers and heating and ventilating installers and repairers | £38,100 (£19.54 per hour) | £31,400 (£16.10 per hour) |
| 5319 | Construction and building trades not elsewhere classified, limited to:
| £33,400 (£17.13 per hour) | £27,300 (£14.00 per hour) |
| 5322 | Floorers and wall tilers | £33,400 (£17.13 per hour) | £25,400 (£13.03 per hour) |
| 5323 | Painters and decorators | £33,400 (£17.13 per hour) | £27,800 (£14.26 per hour) |
| 5330 | Construction and building trades supervisors | £41,800 (£21.44 per hour) | £34,600 (£17.74 per hour) |
| 8133 | Energy plant operatives | £41,500 (£21.28 per hour) | £30,100 (£15.44 per hour) |
2. Checking whether a role qualifies
An occupation code appearing in the table does not always make every job within that code eligible. Where the list restricts eligibility to specified job types, the role must fall within one of those descriptions.
The sponsor must select the occupation code that most accurately reflects the actual duties and responsibilities of the role. UKVI can refuse an application or take compliance action where a code has been selected primarily to obtain sponsorship eligibility or a lower going rate.
Employers should check the live TSL immediately before assigning the Certificate of Sponsorship. Retaining a dated copy of the list used and an internal record of the occupation and salary assessment is sensible evidence of the decision-making process, although these are not separate statutory Jobs Plan requirements.
3. MAC Stage 2 recommendations
The MAC’s July 2026 report does not replace the current table. It recommends a different group of 28 occupations for provisional TSL access from January 2027 until the end of June 2028.
The MAC assessed 46 occupations supported by departmental Jobs Plans. It recommended 28 for 18-month access and rejected 18. None of the Jobs Plans was considered strong enough to justify inclusion for the full proposed three-year period.
Some occupations on the present interim TSL were not recommended for continued access. Other occupations not currently on the interim list were recommended for addition. Employers should therefore avoid assuming that a role appearing on the current list will remain eligible after 31 December 2026.
The recommendations have no legal effect unless the Government accepts them and amends the Immigration Rules. Until any revised list takes effect, sponsors must continue to use the current occupation table above.
DavidsonMorris Strategic Insight
The current list provides a lawful recruitment option to the end of 2026, but it shouldn’t be treated as confirmation of eligibility from January 2027. Employers planning medium-skilled recruitment across that period should identify which roles depend on the TSL, compare them against the MAC recommendations and prepare alternative recruitment or workforce options where continued access is uncertain.
Section C: How does the Temporary Shortage List work?
The Temporary Shortage List operates within the Skilled Worker route. It does not create a separate visa category or application process. A worker sponsored in a TSL occupation applies as a Skilled Worker and must meet the route’s wider requirements.
The list provides an exception to the usual RQF Level 6 skill threshold. Where a medium-skilled occupation or specified job type appears on the live TSL, it can support an application for entry clearance, permission to stay or an extension of Skilled Worker permission.
1. Confirming that the role is eligible
The employer must first identify the SOC 2020 occupation code that most accurately reflects the duties and responsibilities of the job. The occupation or qualifying job type must then appear on the live Temporary Shortage List.
Some entries apply to an entire occupation code. Others are limited to specified jobs within a broader code. A role does not qualify merely because it falls within the same general occupational category.
The occupation code must be selected on the basis of the actual job rather than the desired immigration outcome. UKVI can refuse an application or take sponsor compliance action where the duties do not match the code stated on the Certificate of Sponsorship.
2. Salary requirements for TSL roles
Inclusion on the TSL does not provide an automatic salary discount. The salary must satisfy the relevant Skilled Worker tradeable-points option, including the applicable general salary threshold and the required percentage of the occupation’s going rate.
The Temporary Shortage List displays the standard and lower going rates for each occupation. The lower rate is available only to eligible transitional workers who meet the relevant requirements under Appendix Skilled Worker. It is not a general reduced rate for all TSL applicants.
A worker may qualify under another salary option, such as the new entrant or relevant PhD provisions, where the Immigration Rules permit this and all of the conditions for that option are met. The fact that the occupation appears on the TSL does not itself create entitlement to those reductions.
Annual going rates are based on the weekly hours stated in the relevant occupation table and must be adjusted where the worker’s contractual hours differ. Sponsors should ensure that the salary figure entered on the Certificate of Sponsorship accurately reflects the guaranteed gross pay and working hours for the role.
3. Assigning the Certificate of Sponsorship
The Certificate of Sponsorship must be assigned while the occupation or qualifying job remains on the Temporary Shortage List and before any applicable expiry or removal date.
If the occupation has already been removed or its expiry date has passed before the Certificate of Sponsorship is assigned, the role cannot support a new application under the TSL. Where the Certificate was validly assigned before removal, the application can ordinarily proceed while the Certificate remains valid, provided all other Skilled Worker requirements are met.
Sponsors should check the live list immediately before assigning the Certificate of Sponsorship. A dated copy of the relevant table and an internal record of the occupation and salary assessment can provide useful evidence of how the sponsorship decision was made.
4. Skilled Worker requirements
The applicant must meet the standard Skilled Worker requirements, including having a valid Certificate of Sponsorship from an approved sponsor, being sponsored for a genuine eligible role and meeting the applicable salary and English-language requirements.
Most new Skilled Worker applicants must meet the English-language requirement at CEFR Level B2. Transitional provisions can allow certain existing Skilled Workers whose previous permission was granted under the former B1 standard to continue relying on B1.
The usual suitability, maintenance and application requirements also apply. Sponsorship under the TSL does not reduce the number of points required or remove any of the standard Skilled Worker eligibility checks.
5. Jobs Plans and future reviews
Jobs Plans are used to inform decisions about which occupations should receive continued access to the TSL. They are prepared at sector and government-department level and assess measures such as domestic recruitment, training, retention, productivity and the management of worker exploitation risks.
Jobs Plans do not currently impose separate sponsor licence duties on individual employers. Sponsors are not required to prove delivery against a sector Jobs Plan before assigning a Certificate of Sponsorship.
The MAC may, however, draw on evidence from employers and representative bodies when reviewing occupations. Businesses that rely heavily on TSL recruitment may therefore wish to maintain reliable workforce data on vacancies, recruitment difficulties, pay, training and retention where they contribute to future sector evidence.
The MAC has recommended provisional access for 28 occupations from January 2027 until the end of June 2028. A further review would assess whether the relevant Jobs Plans have improved and whether measurable progress supports continued access for the remainder of the proposed three-year period.
The recommendation has not yet been implemented. Until the Government amends the Immigration Rules, employers must continue to sponsor workers under the current TSL and its existing expiry provisions.
DavidsonMorris Strategic Insight
The mechanics of TSL sponsorship are not materially different from the wider Skilled Worker route, but the temporary nature of occupation eligibility adds to risk. Employers should check the live list at the point of assigning each Certificate of Sponsorship and avoid treating present eligibility as confirmation that the same role will remain sponsorable in future recruitment cycles.
The MAC’s recommendations provide some forward visibility, but they are not yet a substitute for the Immigration Rules. Workforce plans should therefore account for both the current legal position and the possibility of a different list taking effect from January 2027.
Section D: Sponsoring a role on the Temporary Shortage List
Employers sponsoring a worker in a Temporary Shortage List occupation must follow the standard Skilled Worker process. The additional task is to establish that the occupation or specified job type appears on the live TSL when the Certificate of Sponsorship is assigned.
1. Hold a valid sponsor licence
The employer must hold a valid Skilled Worker sponsor licence covering the organisation and the role being sponsored. Employers without a licence must apply to the Home Office and demonstrate that they are operating lawfully in the UK, have suitable HR systems and are capable of complying with their sponsor duties.
Existing sponsors should ensure that their licence remains active and that the relevant personnel understand the current TSL rules. Inclusion on the list does not relax the sponsor’s reporting, record-keeping or compliance obligations.
2. Identify the correct occupation code
The sponsor must identify the SOC 2020 occupation code that most accurately reflects the duties and responsibilities of the role. The occupation or permitted job type must appear on the live Temporary Shortage List at the point the Certificate of Sponsorship is assigned.
Some TSL entries cover an entire occupation code, while others are restricted to named job types. Employers should not rely on the occupation code alone where the list contains a narrower description.
UKVI can question or refuse an application where the duties, experience requirements or salary do not support the occupation code selected. Deliberately choosing an inaccurate code to secure sponsorship eligibility or a lower going rate can also lead to sponsor compliance action.
3. Check the salary position
The offered salary must satisfy the applicable Skilled Worker tradeable-points option. In most cases, this requires the worker to be paid at least the relevant general salary threshold and the required percentage of the occupation’s going rate.
The standard and lower figures shown in the TSL are occupation going rates rather than automatic salary thresholds for every applicant. The lower rate is available only to eligible transitional workers under the Immigration Rules.
A new entrant, relevant PhD or other permitted salary option may apply where the worker meets all of the conditions for that option. TSL inclusion alone does not provide a salary discount.
Going rates must be adjusted for the worker’s contractual weekly hours where these differ from the hours used in the relevant occupation table. Sponsors should retain a clear record of the salary calculation and the tradeable-points option relied on.
4. Assign the Certificate of Sponsorship
Once the role, occupation code and salary have been confirmed, the sponsor can assign the appropriate Certificate of Sponsorship through the Sponsor Management System.
A defined Certificate of Sponsorship is generally required for an applicant applying for entry clearance from overseas. An undefined Certificate is used for most in-country Skilled Worker applications.
The Certificate must accurately record the occupation code, job title, duties, salary, weekly hours, work location and employment start date. The information should be consistent with the employment contract and the sponsor’s supporting records.
The Certificate must be assigned before the occupation is removed from the TSL or reaches its expiry date. Where it was validly assigned while the role remained eligible, a later removal does not automatically invalidate the application, provided the Certificate remains valid and the applicant meets the other requirements.
5. Check the worker’s eligibility
The worker must satisfy the standard Skilled Worker requirements. These include holding a valid Certificate of Sponsorship, being sponsored for a genuine eligible role, meeting the applicable salary rules and satisfying the English-language requirement.
Most new applicants must demonstrate English-language ability at CEFR Level B2. Transitional B1 provisions may apply to certain existing Skilled Workers whose previous permission was granted under the former standard.
The worker may also need to meet maintenance, criminal record certificate or tuberculosis testing requirements, depending on the role, application type and country of residence.
6. Dependant restrictions
Workers newly sponsored in medium-skilled TSL occupations are generally unable to bring a dependent partner or children to the UK.
Transitional protection can apply where the lead applicant has continuously held Skilled Worker permission under the rules in force before 22 July 2025. Employers and workers should check the dependant provisions carefully rather than assuming that the restriction applies identically in every case.
7. Submit the visa application
The worker must submit the Skilled Worker application within three months of the date the Certificate of Sponsorship was assigned and before the Certificate expires.
The application must include the Certificate reference and any supporting evidence required for English language, maintenance and other route-specific requirements. UKVI can request further information where it has concerns about the genuineness of the vacancy, the occupation code or the salary arrangements.
8. Sponsor records
The sponsor must retain the records required by Appendix D and the Skilled Worker sponsor guidance. These commonly include evidence of the worker’s identity and right to work, contact details, salary and payroll records, attendance information and documents relating to the sponsored role.
Where the employer conducted a recruitment process, the applicable recruitment evidence should also be retained in accordance with Appendix D. The Skilled Worker route does not generally require a Resident Labour Market Test, but sponsors must still be able to explain how the worker was recruited and show that the vacancy is genuine.
A dated copy of the TSL entry used, the relevant job description and an internal occupation and salary assessment are sensible additional records. They are not separate statutory Jobs Plan requirements, but can help demonstrate why the sponsor considered the role eligible when the Certificate was assigned.
Document retention periods vary. Sponsor records should be retained for the period specified in Appendix D, while right to work evidence must generally be kept throughout employment and for two years after employment ends.
9. Ongoing sponsor duties
All normal Skilled Worker sponsor duties apply after the worker starts employment. Relevant changes must be reported through the Sponsor Management System within the prescribed time limits, including certain changes to the worker’s role, salary, work location, attendance or employment status.
The sponsor must continue to ensure that the worker is employed in the role described on the Certificate of Sponsorship and is paid in accordance with the Immigration Rules. A later change to duties, hours or salary may require reporting, a new Certificate or a fresh visa application, depending on the circumstances.
The TSL does not create a separate enhanced compliance regime. The principal additional risk is that occupation eligibility is temporary and may change between recruitment cycles. Sponsors should therefore check the live list before every new assignment rather than relying on a previous sponsorship decision.
DavidsonMorris Strategic Insight
TSL recruitment is not procedurally different from standard Skilled Worker sponsorship, but it requires closer attention to occupation scope and timing. A role that is eligible today may not remain eligible for the next recruitment campaign, even where the underlying vacancy and workforce need have not changed.
The safest approach is to document the occupation, salary and eligibility assessment at the point each Certificate of Sponsorship is assigned, while maintaining a separate workforce plan for roles that may lose access after December 2026.
Summary
The Temporary Shortage List allows specified medium-skilled occupations to qualify for Skilled Worker sponsorship despite falling below the route’s usual RQF Level 6 threshold.
The current interim list remains in force until 31 December 2026. The MAC has recommended 28 occupations for provisional access from January 2027 until the end of June 2028, but those recommendations do not change the Immigration Rules unless accepted and implemented by the Government.
TSL roles remain subject to the standard Skilled Worker requirements, including the applicable salary, English-language and sponsor compliance rules. Inclusion does not provide an automatic salary discount.
Employers should use the live TSL for current recruitment and avoid assuming that present eligibility will continue beyond 2026. Workforce plans should account for roles that may be added, removed or restricted under any revised list.
Need Assistance?
For advice on how to use the Temporary Shortage List, or any aspect of the UK work visa sponsorship regime, contact us.
Temporary Shortage List FAQs
What is the Temporary Shortage List?
The Temporary Shortage List allows specified occupations at RQF Levels 3 to 5 to qualify for Skilled Worker sponsorship despite falling below the route’s usual RQF Level 6 skill threshold.
Is the Temporary Shortage List a separate visa route?
No. A worker sponsored in a TSL occupation applies under the Skilled Worker route and must meet the standard sponsorship, salary, English-language and suitability requirements.
Does the TSL replace the Immigration Salary List?
No. The two lists operate alongside each other and serve different purposes. The TSL provides temporary sponsorship access for selected medium-skilled occupations, while the Immigration Salary List provides specified salary and visa fee concessions.
Which roles are currently on the TSL?
Only occupations and specified job types appearing on the live GOV.UK Temporary Shortage List can currently qualify. Employers should check both the occupation code and any restrictions applying to particular jobs within that code.
Does being on the TSL reduce the salary requirement?
No. TSL inclusion does not provide an automatic salary discount. The worker must meet the applicable general salary threshold and occupation going rate under the Skilled Worker tradeable-points option being used.
How long will the current TSL remain in force?
The current interim entries are scheduled to expire on 31 December 2026 unless the Government amends or extends them sooner.
What has the MAC recommended for 2027?
The MAC has recommended that 28 occupations receive provisional TSL access from January 2027 until the end of June 2028. The recommendations do not change the Immigration Rules unless accepted and implemented by the Government.
Can a TSL worker bring dependants?
Workers newly sponsored in medium-skilled TSL occupations are generally unable to bring dependent partners or children. Transitional protection may apply where the lead applicant has continuously held Skilled Worker permission under the rules in force before 22 July 2025.
What English-language level applies?
Applications made before 26 March 2027 are generally subject to the Skilled Worker English-language requirement at CEFR Level B1. Applications made on or after that date will normally require B2, unless an exemption or transitional provision applies.
Can a TSL worker qualify for settlement?
Yes. Permission in a TSL occupation is Skilled Worker permission and can currently lead to settlement where the worker meets the applicable continuous residence, sponsorship, salary, English-language and other settlement requirements.
What happens if an occupation is removed from the TSL?
A new Certificate of Sponsorship cannot be assigned under the TSL after the occupation’s removal or expiry date. An application based on a Certificate validly assigned before removal can ordinarily proceed, provided the Certificate remains valid and the other requirements are met.
Do employers have separate Jobs Plan duties?
No. Jobs Plans operate at sector and government-department level and do not currently create additional sponsor licence duties for individual employers. Employers may still contribute workforce evidence through sector bodies or future MAC reviews.
Where should employers check for updates?
Employers should check the live GOV.UK Temporary Shortage List, Appendix Skilled Worker and current sponsor guidance before assigning each Certificate of Sponsorship.
Glossary
| Term | Definition |
|---|---|
| Temporary Shortage List (TSL) | A list within Appendix Skilled Worker that allows specified occupations at RQF Levels 3 to 5 to qualify temporarily for Skilled Worker sponsorship despite falling below the route’s usual RQF Level 6 threshold. |
| Immigration Salary List (ISL) | A separate list of specified occupations that can qualify under particular Skilled Worker salary options and may benefit from a reduced visa application fee. It operates alongside the TSL. |
| RQF level | The Regulated Qualifications Framework level used to indicate the skill level of an occupation. RQF Levels 3 to 5 cover medium-skilled roles, while RQF Level 6 is broadly graduate level. |
| SOC 2020 code | The Standard Occupational Classification code used to identify the occupation that most accurately reflects the duties and responsibilities of the sponsored role. |
| General salary threshold | The minimum annual salary required under the Skilled Worker tradeable-points option being relied on. The worker must normally satisfy this threshold as well as the applicable occupation going rate. |
| Going rate | The occupation-specific salary rate set out in Appendix Skilled Occupations and the relevant Home Office salary tables. Going rates must be adjusted where the worker’s weekly hours differ from the hours on which the published figure is based. |
| Standard rate | The standard occupation going rate that generally applies where the worker does not qualify for the lower transitional rate. |
| Lower rate | A transitional occupation going rate available only where the worker meets the relevant continuous Skilled Worker permission requirements under Appendix Skilled Worker. |
| Tradeable points | The Skilled Worker provisions that allow an applicant to obtain the required salary points through different permitted options, such as the standard salary option, new entrant provisions or a relevant PhD. |
| Jobs Plan | A sector-level workforce strategy submitted through the responsible government department. It sets out measures intended to address labour shortages through domestic recruitment, training, retention, productivity and safeguards against exploitation. |
| MAC Stage 2 report | The Migration Advisory Committee’s July 2026 report assessing Jobs Plans for 46 occupations and recommending 28 occupations for provisional 18-month TSL access. |
| Migration Advisory Committee (MAC) | The independent body that advises the UK Government on immigration and labour market policy. Its recommendations do not change the Immigration Rules unless accepted and implemented by the Government. |
| Appendix Skilled Worker | The section of the Immigration Rules setting out the eligibility, sponsorship, salary, English-language and other requirements for the Skilled Worker route. |
| Appendix Skilled Occupations | The section of the Immigration Rules listing eligible occupation codes, skill levels, going rates and standard weekly hours for sponsored work routes. |
| Certificate of Sponsorship (CoS) | An electronic sponsorship record assigned by a licensed sponsor to support a worker’s visa application. It records details including the occupation code, job, salary, hours and work location. |
| Defined Certificate of Sponsorship | A Certificate of Sponsorship generally used for a Skilled Worker applying for entry clearance from outside the UK. |
| Undefined Certificate of Sponsorship | A Certificate of Sponsorship generally used for an eligible Skilled Worker application made from within the UK. |
| Sponsor licence | Home Office permission allowing an eligible UK organisation to sponsor overseas workers under specified immigration routes. |
| English-language requirement | The Skilled Worker English-language standard. Applications made before 26 March 2027 are generally subject to CEFR Level B1, while applications made on or after that date will normally require B2 unless an exemption or transitional provision applies. |
| Dependant restriction | The restriction generally preventing workers newly sponsored in medium-skilled TSL or ISL occupations from bringing dependent partners or children. Transitional protection may apply to certain existing Skilled Workers. |
| Removal date | The date after which a new Certificate of Sponsorship cannot be assigned for an occupation or specified job under the relevant list. A Certificate validly assigned before removal can ordinarily continue to support an application while it remains valid. |
| Settlement | Indefinite leave to remain in the UK. Skilled Worker permission in a TSL occupation can currently count towards settlement where the worker meets the applicable residence, sponsorship, salary, English-language and other requirements. |
| Appendix D | The sponsor guidance setting out which documents sponsors must retain, the required format and the applicable retention periods. |
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