As the UK recalibrates its immigration system to reflect evolving economic needs, the introduction of the Temporary Shortage List (TSL) marks a pivotal development. Emerging from the sweeping changes enacted by the mid-2025 immigration update, the TSL serves as a transitional mechanism to support employers in sectors facing acute labour shortages. Designed to operate until 31 December 2026, this time-bound list provides targeted access to skilled worker visas for specific RQF Level 3–5 occupations, a category no longer generally eligible under the current points-based system.
Rather than being a stopgap, the TSL is a deliberate policy tool aligning immigration with industrial strategy, workforce development, and economic resilience. While the list introduces new considerations for employers and migrant workers alike, it ultimately represents a forward-looking approach that combines flexibility with accountability.
What Is the Temporary Shortage List?
The Temporary Shortage List (TSL) is a curated set of medium-skill occupations that continue to qualify for sponsorship under the UK’s Skilled Worker visa route despite not meeting the default eligibility criteria introduced in July 2025. These occupations typically fall under RQF Levels 3–5, which include a wide range of technical, creative, and supervisory roles.
Implemented following recommendations from the Migration Advisory Committee (MAC), the TSL is designed to fill workforce gaps in strategically important sectors, such as logistics, construction, engineering, creative industries, and IT. Importantly, these roles are eligible only until 31 December 2026, offering employers a transitional window to address labour demands while investing in domestic skill-building initiatives.
Temporary Shortage List: Why It Is Important?
Bridging Labour Gaps in Key Sectors
The most immediate advantage of the TSL is its ability to address real-time labour shortages in essential sectors. Since the introduction of higher general thresholds under the Skilled Worker visa, many RQF Level 3–5 roles were effectively removed from eligibility. The TSL restores access to these roles, albeit temporarily, thereby supporting businesses that rely on a medium-skilled workforce.
Many sectors, such as engineering, information technology, creative industries, construction, and healthcare support, face long-standing labour shortages, with surveys indicating that approximately 76 % of employers struggle to fill positions. The TSL provides a controlled pathway for businesses to access critical external talent, particularly while domestic skills pipelines remain under development. This ensures continuity of operations, avoids project delays, and sustains productivity in sectors crucial to the national economy.
Smooth Transitional Pathway
The TSL is not a permanent fix, but rather a strategic transition tool. Employers are given time to prepare for a future where only high-skilled roles may be sponsored. During this window (until 31 December 2026), industries are encouraged to:
- Upskill local workers
- Establish apprenticeship pipelines
- Improve job attractiveness and retention
- Reduce long-term dependency on immigration
This gradual approach helps avoid sudden disruptions to the labour market and provides clarity for workforce planning.
Strategic Alignment with Industrial Policy
One of the key strengths of the TSL lies in its alignment with the UK’s Modern Industrial Strategy. Rather than serving as a blanket solution, the list is selectively applied to occupations that support long-term innovation, infrastructure, and competitiveness.
Occupations currently included in the TSL span across:
- Engineering technicians (3113)
- Laboratory technicians (3111)
- Building and civil engineering technicians (3112)
- Architectural technicians (3114)
- IT operations technicians (3131)
- Quality assurance technicians (3115)
- CAD technicians (3116)
- Financial and accounting occupations (3533,4122,4121)
- Business & Marketing Professionals (3552, 3549, 3554)
Such specificity ensures that the list remains responsive, evidence-driven, and aligned with economic need, with regular reviews by the MAC.
Fair Wages and Ethical Recruitment
A notable shift from previous shortage occupation frameworks is the removal of salary discounts under the TSL. Employers must offer either the standard Skilled Worker threshold or the full “going rate” for the occupation, whichever is higher. This ensures that migrant workers receive equitable pay and that businesses do not rely on overseas labour as a cost-cutting measure. This approach upholds the principles of ethical recruitment, promotes a level playing field between domestic and foreign workers, and prevents downward pressure on wages in sensitive sectors.
Focused Timeline Encourages Proactive Planning
The TSL is set to expire on 31 December 2026, reinforcing the government’s intention that it be used as a short-term measure. This built-in expiry encourages employers and sector bodies to take a proactive approach in preparing for a future that will likely involve:
- Increased reliance on UK-trained workers
- Reduced dependence on overseas labour in medium-skilled roles
- Enhanced industry-wide workforce development initiatives
The clarity of this timeframe allows organisations to plan, invest, and collaborate on long-term strategies rather than relying on indefinite immigration-based staffing.
Occupations Currently on the Temporary Shortage List
The TSL includes a range of technical and support roles that are often difficult to fill domestically. Some of the most notable occupations include:
| SOC Code | Occupation | Sector |
| 3111 | Laboratory Technician | Scientific & Medical |
| 3113 | Engineering Technician | Engineering & Manufacturing |
| 3120 | IT Operations Technician | Information Technology |
| 3533 | Accounting Technician | Finance & Accounting Services |
| 3554 | Marketing Associate Professional | Marketing & Advertising |
| 3552 | Business Sales Executive | Sales & Marketing |
The complete and official TSL can be accessed on the UK government website, which lists qualifying roles along with SOC codes, minimum salary thresholds, and specific eligibility criteria.
These roles play a behind-the-scenes but crucial part in maintaining operational efficiency, regulatory compliance, and innovation across multiple sectors.
Key Differences from the Previous Shortage Occupation List (SOL)
- No Salary Discounts: The previous Shortage Occupation List, replaced by Immigration Salary List (ISL), allowed roles to be sponsored at 20% below the standard salary threshold.
- Tighter Eligibility: The TSL is more selective, focusing strictly on roles with national strategic importance, rather than a broad range of hard-to-fill jobs.
- Temporary Nature: As the name implies, the TSL is not permanent. It is part of a transitional plan toward a more self-sufficient UK workforce.
Advantages for Employers
Ease of Transition During Policy Shifts
The immigration policy landscape has undergone rapid changes, often leaving employers scrambling to adapt. The TSL acts as a stabilising measure, allowing companies to continue recruiting for essential roles while adjusting their recruitment and workforce strategies.
Continued Access to Global Talent
The UK’s goal of reducing net migration must be balanced against the need for skilled labour. The TSL enables employers to retain access to international talent pools, especially in niche and technical fields where local expertise remains limited.
Encouragement of Workforce Planning
By setting a clear 2026 deadline, the TSL motivates employers to invest in long-term planning. It encourages the development of training programmes, apprenticeships, and partnerships that help build a sustainable domestic workforce.
Practical Impacts on Employers
- Streamlined Recruitment: HR teams can continue sourcing specialist talent without pausing critical projects or compromising on quality standards.
- Budget Predictability: Fixed salary requirements eliminate uncertainties around sponsorship costs, facilitating accurate financial forecasting.
- Risk Mitigation: By securing overseas recruits for short-term needs, businesses avoid production slowdowns or service gaps during domestic training rollouts.
Strategic Implications for Businesses and Sectors
Short-Term Relief, Long-Term Strategy
Employers facing acute labour shortages can use the TSL as a short-term staffing solution. However, departments should also invest in upskilling programmes, apprenticeships, and recruitment pipelines aimed at gradually replacing sponsored mid-skilled roles with UK workers in the medium term.
Budget and Compliance Planning
Given the rising salary thresholds, organisations must budget accordingly. Strategic workforce audits should map current sponsorship licences, CoS expiry dates, and employee eligibility under transitional provisions before deadlines pass (e.g., before 22 July 2025 or the CoS assignment dates).
Talent Retention Amid Reduced Visa Rights
The lack of dependent visas for new migrants may affect retention and motivation. Employers should consider offering additional relocation or support packages or emphasising career progression pathways to offset these limitations.
Monitoring Policy Reviews
Stage 1 of the MAC analysis in late 2025 will clarify which occupations remain justified. Organisations with roles under review should proactively engage in stakeholder consultations and contribute input to workforce strategy discussions where applicable.
The Role of the MAC and Future Developments
The Migration Advisory Committee (MAC) continues to play a vital role in monitoring and recommending updates to the TSL. A two-phase review is already underway:
- Phase 1 – October 2025: An initial assessment of the TSL’s performance and sector engagement
- Phase 2 – By Mid-2026: A comprehensive evaluation to determine the future structure of skilled worker sponsorship beyond 2026
Employers and sector groups are encouraged to contribute evidence to these reviews to ensure that their workforce needs are accurately represented.
Brief Consideration of Limitations
While the TSL delivers clear benefits, a few constraints merit attention:
- No Dependant Route: Sponsored workers in RQF 3–5 roles under the TSL cannot bring family members to the UK, which may affect long-term retention.
- Sunset Date: The 31 December 2026 cutoff requires advance planning to upskill or redeploy roles to higher-skill classifications.
- Uniform Salary Compliance: Absence of reduced-rate allowances means smaller enterprises must budget thoroughly for going-rate salaries as per Table 1a.
These factors underscore the importance of integrating TSL hires into a broader workforce development strategy.
Conclusion
The Temporary Shortage List represents a smart, targeted, and ethically grounded tool in the UK’s immigration system. It supports employers in accessing essential skills during a period of policy transition, while reinforcing the importance of fair wages, domestic training, and long-term workforce sustainability.
Although the list introduces stricter conditions and is explicitly time-limited, it plays a crucial role in aligning immigration with economic priorities. For sectors struggling with medium-skilled shortages, the TSL is not just a contingency; it is a strategic opportunity to stabilise operations, future-proof business models, and contribute to the UK’s broader growth objectives.
By leveraging the TSL wisely and responsibly, employers can meet immediate hiring needs while actively preparing for a more resilient, skilled, and homegrown workforce.
