Introduction: A Strategic Shift in UK Immigration Policy

On 22 July 2025, the UK government will enact a new Temporary Shortage Occupation List (TSL) as part of major immigration reforms under Statement of Changes HC 997. Designed to replace the previous Immigration Salary List (ISL) and Shortage Occupation List, the TSL is limited to critical, sub–degree jobs supporting key infrastructure and the industrial strategy. Unlike its predecessors, the TSL carries no dependant allowances, fee discounts, or clear paths to settlement. This exclusive list serves as a time-bound solution, with inclusion contingent upon a forthcoming review by the Migration Advisory Committee (MAC).

UKBloom breaks down the implications of the TSL, its eligibility criteria, sector-by-sector impact, and what employers and workers must know to navigate this evolving landscape.

What Is the Temporary Shortage Occupation List?

The TSL is a newly introduced component of the Skilled Worker route. It allows employers to sponsor non-graduate roles for migrants temporarily, without access to dependent visas and without replica salary or fee concessions seen in previous shortage lists. Its inception begins against the backdrop of broader reforms, where home-grown workforce development is prioritized.

Core Objectives of the TSL

• Address immediate labour gaps in key sectors such as energy, construction, and transport
• Limit migrant inflows to critical shortages only
• Strengthen domestic training pipelines through time-limited and conditional access
• Phase out dependence on low-wage migrant workers

A full sector-by-sector breakdown is expected to be published by the MAC later in 2025.

Key Features of the TSL (Effective 22 July 2025)

Unlike the former ISL or Shortage Occupation List, the TSL is framed for maximum control and minimal migration dependency.

Why the TSL Replaces the Immigration Salary List

Eliminating Overflow of Low-Wage Migrants

Stakeholders raised concerns that the previous ISL functioned as a magnet for low-wage, low-skill migrant workers. Critics argued those lists watered down skilled immigration principles and created exploitation risks.

The TSL brings tighter controls, ensuring migrant labour is limited to narrowly defined critical roles and paid at appropriately competitive rates.

Focusing on UK Workforce Development

The government intends the TSL as a temporary stopgap while domestic workers are trained to fill these roles. Without the ability to bring dependants or benefit from salary/fee discounts, employers are incentivised to invest in British training and apprenticeships.

Sectors Likely to Benefit from the TSL

Although the full list is yet to be finalised, initial insights and MAC reports reveal sectors under pressure:

1. Infrastructure & Engineering
   • Rail signalling technicians
   • Heavy plant maintenance
   • Underground utilities specialists
2. Energy & Utilities
   • Recovery engineers in wind and solar
   • Field technicians in gas and water
   • Oil and gas plant operators
3. Transportation & Logistics
   • Aircraft maintenance crews
   • Maritime technical staff
   • High-speed network installers
4. Manufacturing & Industrial Strategy
   • Semi-skilled technicians for advanced manufacturing
   • Robotics operators and line controllers
   • Maintenance engineers in automotive and aerospace

Sector-specific roles may be added or removed after the MAC’s upcoming review.

No Dependant Rights: A Deliberate Restriction

One of the most significant changes under the TSL is the absence of dependant rights, meaning sponsored migrants cannot bring family members into the UK. The government’s rationale:

• Reduce long-term migration volumes
• Avoid associated public service and housing demands
• Limit demographic inflows to essential work only

This departure from earlier routes reflects a more piecemeal, job-focused approach, not designed for settlement but for immediate labour market needs.

No Salary or Fee Discounts: Full Economic Cost

TSL-sponsored migrants will pay:

• Full Immigration Health Surcharge (IHS)
• Standard visa application fees based on length and location
• No new entrant or shortage discounts on salary or fees

Employers must ensure every sponsored worker is paid at or above the higher RQF Level 6 salary thresholds (minimum £41,700 or relevant occupation rate) without fail.

Temporary and Conditional: How Long Will the TSL Last?

The TSL’s lifespan is defined by:

• Availability only until MAC review completion, expected mid-to-late 2026
• Potential renewal or cancellation based on domestic workforce development
• No automatic extensions or features towards ILR eligibility

If MAC determines UK training and recruitment are effective, the list may be phased out, meaning sponsoring migrants for these roles would end.

Role of the Migration Advisory Committee (MAC)

The MAC’s review, promised by early 2026, will critically evaluate:

• The breadth and effectiveness of TSL-listed roles
• Wage benchmarks for affordability and competitiveness
• Sectoral impacts and compliance challenges
• Dependency risks, including contingency planning in domestic job formation

The review’s recommendations will shape whether the TSL is extended, expanded, or withdrawn.

Employer Guidance: Compliance and Preparation

1. Identify Role Eligibility

Consult the updated TSL to confirm which occupations are sanctioned. Roles outside the list cannot be sponsored.

2. Implement Compliance Procedures

Your organisation must:

• Maintain accurate job records, including hours and pay
• Provide full legal sponsorship oversight (right-to-work, audits, reporting)
• Ensure salary meets or exceeds thresholds without dilution (no discounts)

3. Plan Recruitment Strategy

Short-term TSL access should be complemented by:

• Developing UK trainee programs or apprenticeships
• Partnering with local colleges and training providers
• Enhancing retention through career development and improved working conditions

4. Review Switching and Close-Out Policies

For migrants switching or applying for roles outside the TSL after expiry, employers must:

• Reassign visa sponsorship as per new Skilled Worker rules
• Escalate to RQF Level 6–eligible roles if necessary
• Prepare for post-TSL attrition or re-structuring

Impact on Sponsored Workers

What Prospective Migrants Should Know

• Skills in demand today may be ineligible tomorrow if roles exit the TSL after MAC review
• No dependants means temporary UK stay with limited personal life scope
• No salary discounts means full economic cost and expectation of higher qualifications

Current TSL Workers

• Visa holders remain eligible while the TSL list is active
• Must seek alternate sponsorship or change roles if TSL closes or excludes their job
• Should prepare to exit the Skilled Worker route once TSL expires

Comparative Analysis: TSL vs. Previous Lists

Sector Insights: Benefits and Constraints

Infrastructure & Engineering

Pros: Access to specialist technicians in electrification, renewable projects, and utilities rollout.

Cons: Difficulty recruiting domestic staff without reskilling programs; high cost of sponsorship may challenge SMEs.

Energy & Utilities

Pros: Enables continuity in priority roles (e.g., maintenance, renewables installation).

Cons: Salary expectations may price out smaller providers; lack of dependants may deter long-term commitments—impact on retention.

Transportation & Logistics

Pros: Addresses gaps in aircraft or maritime maintenance tech roles.

Cons: Cost burdens combined with restricted family rights hamper recruitment competitiveness.

Preparing for the MAC Review

What Stakeholders Should Do

• Gather evidence of labour scarcity and economic input
• Track entry and exit data under TSL sponsorship
• Show progress in domestic training and transitions to UK workforce
• Report abuse and compliance practices accurately

How MAC Will Assess Impact

• Compare labour gap metrics before/after TSL introduction
• Analyze training investment impact on recruitment
• Look at substitution rates: TSL hires vs UK entrants/reskilled workers
• Evaluate wages, retention rates, and sector stability indicators

FAQs

Q. Can TSL-sponsored migrants settle in the UK?
A: No settlement is guaranteed. The route does not lead to Indefinite Leave to Remain, and long-term prospects depend on role transition and future immigration rules.

Q. Will TSL roles allow switching to Skilled Worker degree jobs?
A: Potentially yes, if individuals qualify for RQF Level 6 roles and meet salary thresholds.

Q. What happens if TSL closes without renewal?
A: Existing visas remain valid until expiry, but fresh sponsorship stops. Workers must either transfer to a Skilled Worker degree route or leave the UK.

Q. Does TSL cover dependants across all care roles?
A: No. No dependants allowed for any TSL route occupations, including sub-degree care and technician roles.

Summary: The Temporary, Tightened Labour Channel

The TSL embodies the UK Government’s new strategic and tightly controlled migration model—time-limited, job-specific, and strictly regulated. By eliminating family, settlement, and discount incentives, the policy seeks to provide emergency labour where absolutely necessary, while forcing accelerated domestic workforce planning.

While it may satisfy short-term labour needs in key industries, its true success will depend heavily on sector investment in training and employing UK workers.

UKBloom Resources for TSL Guidance

• Skilled Worker Visa Overview 2025
• Sponsor Licence and Compliance Essentials
• UK Visa Route Comparison Tool
• Indefinite Leave to Remain After 5 Years

External References & Official Publications

• Statement of Changes HC 997 – Published July 1, 2025 (GOV.UK)
• Skilled Worker Visa policy updates – GOV.UK
• Migration Advisory Committee Reports (future 2026 review)
• Industrial strategy and labour shortage data – GOV.UK & CBI

Disclaimer

This article is provided for informational use only and does not constitute professional or legal advice. UK immigration policies may change rapidly. For personal eligibility assessments and current guidance, consult GOV.UK or a certified immigration adviser.