The Migratory Advisory Committee (MAC) released a significant report on May 29, 2025, analysing the use of the UK’s immigration system by employers recruiting professionals in the Information Technology (IT) and Telecommunication sectors. Commissioned by the Home Secretary on August 6, 2024, the report addresses crucial concerns about potential over-reliance on international recruitment in these high-skilled fields. In addition, it evaluates the broader implications for the UK labour market and immigration policy.
The primary aims of the MAC were to understand several factors, including:
- Types of roles on the shortage list
- Reasons behind the shortages
- Impact of the Immigration Salary List
- Potential immigration policy levers to encourage domestic recruitment, and so forth.
MAC Report – Key Considerations
Proportionate Use of the Immigration System
The Migration advisory committee or MAC report underscores that while IT and engineering are among the top sectors utilising the Skilled Worker visa and other relevant immigration routes, their reliance is broadly proportionate, justified and compliant with UK Immigration Rules.
This is particularly evident among the Engineering professionals, who account for 3% of all Skilled Worker visa, a considerably lower figure compared to the 17% for Nursing professionals. The initial suggestion that these sectors depend heavily on international recruitment is therefore nuanced by the data.
The MAC highlighted that “from an immigration perspective, we have not found major problems to be fixed.” This signals a stable environment rather than an impending overhaul of immigration rules for these professionals. (pg 83)
Positive Economic Impact from Skilled Migrants
The MAC report highlights that, although skilled worker professionals do not make up a large portion of overall net migration, they have a strong positive fiscal impact per person on the UK. This is based on their higher-than-average wages and lower reliance on public services. Among IT migrants on the GMB route, Indians account for almost 94 percent. (pg. 19).
When considering the average age of these migrants, it is typically between 26 and 35 (pg. 11). Regarding pay, IT professionals on the Skilled Worker route earn wages that are heavily skewed toward higher levels compared to domestic IT workers.
On the other hand, the salaries of migrant and domestic engineering professionals are broadly similar. However, IT professionals on the GBM route often have salaries very close to the minimum amount required by immigration rules.
Defining the Scope of IT and Engineering Sectors
The MAC report primarily focuses on specific professional occupations defined by Standard Occupational Classification (SOC) codes (pg. 7):
- Engineering Professionals: Minor SOC2010 code 212 (including Civil, Mechanical, Electrical, Electronics, Design and Development, Production and Process, Aerospace Engineers, and Engineering Professionals n.e.c.).
- Information Technology & Telecommunications Professionals: Minor SOC2010 code 213 (including IT Specialist Managers, IT Project and Programme Managers, IT Business Analysts, Architects and Systems Designers, Programmers and Software Development Professionals, Web Design and Development Professionals, and IT & Telecommunications Professionals n.e.c.).
These roles are categorised as RQF level 6 or above, which is equivalent to graduate-level positions (pg. 8).
No Recommendations for Major Changes
The most reassuring aspect of the MAC report is that it contains no formal recommendations to cut visa numbers or impose new restrictions within the IT and Engineering sectors. The report stresses that “it would be unwise to make system-wide changes on the basis of reviewing two groups of occupations” (pg. 2). Instead, the committee supports recognising the diverse needs of employers, from startups to multinational companies, and prefers more nuanced, data-driven policymaking.
On the other hand, the Migration Advisory Committee supports the abolition of the Immigration Salary List (ISL), noting that it provides little benefit to high-paid professional roles that already exceed salary thresholds (pg. 80).
Additionally, the MAC recommends that the White Paper review salary thresholds and discounts under the Skilled Worker route, particularly with regard to affordability and regional balance for small and medium-sized enterprises (SMEs) (pg. 74).
Sector Growth and Worker Characteristics
Both IT and Engineering professions have demonstrated robust employment growth since 2011, with IT, in particular, expanding at a rate four times faster than overall UK employment between 2011 and 2019. In 2019, there were 1.1 million IT professionals and 0.5 million Engineering professionals (pg. 12)
Key characteristics of workers in these professions include:
- Demographics: More likely to be male (91% in Engineering, 82% in IT) and to work full-time (94% in both).
- Geographic Concentration: IT employment is notably more concentrated in London and the South-East (44%), while Engineering is less geographically concentrated (24% in London/South-East).
- Ethnic Diversity: Ethnic minorities are slightly overrepresented in IT (19% of the workforce) and underrepresented in Engineering (8%), compared to the UK average of 12%. Among UK-born workers, 8% in IT and 3% in Engineering are from ethnic minority backgrounds, versus a 5% UK average.
- Education: The majority are university graduates, and this share has increased over time (pg. 14).
Drivers of Shortages and Skills Landscape
The MAC report highlights the persistent skills shortages in the UK’s IT and Engineering sectors, acknowledging the varied approaches taken by the UK and Devolved Governments due to differing regulatory and funding frameworks in education.
It notes the impact of digital transformation and emerging technologies such as Artificial Intelligence (AI) on the evolving skills landscape, emphasising the need for enhanced strategic planning, education pathways, and investment in training to meet future workforce demands.
The report references government initiatives like Invest 2035 and the DSIT AI Opportunities Action Plan, which focus on addressing skills gaps, attracting domestic and international talent, and supporting sector growth. Employers, particularly in startups and scaleups, report significant challenges in sourcing candidates with adequate technical expertise, especially in software engineering and development, reinforcing the urgency for coordinated policy action. (pg 9)
How IT and Engineering Use the Immigration System
Visa Volumes and Proportionality
When examining Skilled Worker visa usage in the IT and Engineering sectors, it is essential to contextualise figures relative to workforce size and new hires rather than absolute numbers alone. Between 2021 and 2023, IT professionals accounted for about 9% of all Skilled Worker visas issued (average 17,000 -21,000 per year), ranking third among all occupations, while Engineering professionals ranked eighth with about 3% (average 6,000-8,000 per year).
However, when scaled to occupational workforce size, visa usage for IT stands at approximately 1% and Engineering at 0.8%, aligning closely with other professional sectors. Similarly, visas accounted for around 7% of new hires in IT and 6% in Engineering, indicating that the vast majority of recruitment in both fields, approximately 93–94%, comes from the resident labour force.
Despite higher foreign-born representation in IT (25%) compared to the professional average (19%), the sector’s reliance on international recruitment remains proportionate when considered in context. These trends underscore that, while IT and Engineering appear prominent in visa statistics, their migration usage is broadly in line with other professional occupations. (Pg 17)
Visa Routes
The Skilled Worker visa has become the primary route for sponsoring skilled migrants in the UK, particularly in sectors like IT and Engineering. Under this route, workers must be paid the higher of £38,700 per year or the occupation-specific median salary.
In contrast, the Global Business Mobility visa, previously known as the Intra-Company Transfer, remains a key pathway for temporary assignments, especially through the ‘Senior or Specialist Worker’ sub-route, which requires a minimum salary of £48,500 or the occupation-specific rate based on the 25th percentile, whichever is higher (pg 100).
While IT and Engineering firms made significant use of GBM visas between 2021 and 2023, with averages of 8,700 and 1,800 visas issued respectively, a post-Brexit shift has been observed towards the Skilled Worker visa (pg 17). This shift is reinforced by the fact that, for all occupations under review, the occupation-specific salary rates for the Skilled Worker route exceed the general threshold, whereas those under the GBM route fall below it.
Source: Home Office immigration statistics 2021-2023, Annual Population Survey (APS) pooled 2017-2019. Notes: Skilled Worker (SW) route only, Average 2021-2023. % of workforce on visas represents the annual average SW visas issued as a percentage of total professional employment (only considering occupations that are eligible for SW visas). Occupations identified by the top 10 3-digit SOC10 codes within Home Office immigration statistics.
Looking Ahead: Policy and Recommendations
This review is positioned as the first in a series examining sectoral reliance on immigration, aiming to better link immigration with skills policy and industrial strategy. The MAC made no formal recommendations for drastic changes, such as cutting visa numbers for these occupations.
Instead, it cautioned against making system-wide changes based on only two sectors and highlighted that the Government’s recent Immigration White Paper proposes a MAC review of salary thresholds. The report supports the intention to abolish the ISL.
The MAC also emphasised the complex relationship between immigration and skills policy, stating that increasing domestic skills does not automatically reduce migration. Investment in domestic training remains critical.
Final Thoughts
The MAC report, published on 29 May 2025, offers reassurance to the UK’s IT and Engineering sectors. It underscores that international recruitment is generally proportionate, targeting specific skills gaps with highly skilled professionals, and provides a net positive fiscal contribution. The findings suggest a continued, evidence-based approach to immigration policy for these vital professions, rather than disruptive changes.
