New Shortage Occupation List Rules for Employers mark a fresh chapter in how businesses approach recruitment in 2025, bringing with them a sense of opportunity and renewal. Rather than seeing the changes as hurdles, forward-looking employers can embrace them as a framework designed to support smarter hiring, stronger workforce planning, and long-term growth. It’s a moment to shift perspective—where adapting to the new landscape isn’t just about meeting requirements, but about positioning your organisation as resilient, future-ready, and attractive to global talent. By leaning into these reforms with confidence, employers can transform compliance into a competitive edge while ensuring they remain ahead in an evolving labour market.
A New Chapter
Gone are the days when the Shortage Occupation List (SOL) was the primary tool for recognising sectors struggling to fill roles domestically. As of now, the SOL has been phased out in favour of two new structures: the Immigration Salary List (ISL) and the Temporary Shortage List (TSL).
The TSL is a timed, conditional list of lower-skilled roles (below RQF 6) identified as strategically important to the UK’s workforce needs. Importantly, any occupation on the TSL will be live only until the end of 2026, unless retained on Migration Advisory Committee (MAC) advice.
The real difference is about precision and purpose: TSL focuses on temporary shortages and is closely tied to industry demands, rather than widening immigration pathways broadly.
Who Decides What Goes on the List and how?
1. The Labour Market Evidence Group & MAC
Under the new system, the Department for Business and Trade and HM Treasury work alongside the Migration Advisory Committee (MAC) to determine which roles qualify for the TSL. Their selection process considers economic strategy and projected skills shortages.
2. Evidence-Based Decisions
The MAC continues gathering labour market data, consultation feedback, and employer insight to identify shortage areas. Once the MAC recommends roles, the government approves their inclusion as interim measures—subject to review and sunset timelines.
A commission to MAC expands this oversight: reviewing both salary thresholds and the structure of the TSL itself, with reports due in 6 and 12 months, respectively.
What’s In It for Employers?
Employers hiring for roles on the Temporary Shortage List (TSL) can benefit — but there are important conditions to understand.
1) Benefits
- Access to medium-skilled roles (RQF 3–5):
New Skilled Worker applicants generally need roles at RQF 6 from 22 July 2025, but occupations on the TSL (and the Immigration Salary List, ISL) remain eligible below RQF 6. In short, the TSL keeps specific RQF 3–5 roles open for sponsorship despite the higher baseline skill threshold. - No automatic salary discount via the TSL:
Unlike the former Shortage Occupation List, the TSL does not provide a salary reduction. Its purpose is to preserve sponsorship eligibility for selected medium-skilled roles; salary concessions are a feature of the ISL, not the TSL.
2) Important Conditions
- Dependants’ restriction:
For medium-skilled roles (below RQF 6) on the TSL or ISL, new Skilled Worker applicants cannot bring dependants under the rules in force from 22 July 2025 (with limited transitional protection for those whose original Skilled Worker application was made before that date). - Time-limited validity:
Occupations on the TSL (and ISL) have removal dates set for the end of 2026, with separate arrangements for adult social care. - Possibility of earlier removal:
The Government reserves the right to bring these removal dates forward if compliance concerns arise. Plan workforce needs with this contingency in mind.
How to Leverage the Temporary Shortage List?
Here’s how employers can best navigate the new rules:
- Review the TSL regularly via GOV.UK to check if your roles are included.
- Document strategic need: Be ready to show how the role supports your organisation and broader economic priorities.
- Understand restrictions: Don’t plan for dependants, and keep the 2026 sunset in mind when making long-term hiring plans.
- Stay alert for MAC updates informing future changes in thresholds or list content.
Timeline: Shortage List 2025 Updates
| Period | Key Changes |
| Pre-2025 | The Shortage Occupation List (SOL) identified long-term shortage roles and offered salary discounts—but was replaced in April 2024. |
| April 2024 | SOL was replaced by the Immigration Salary List (ISL), which maintained reduced thresholds for specific occupations. |
| 22 July 2025 | Temporary Shortage List (TSL) introduced; ISL continued alongside. TSL applies to sub-degree roles (RQF 3–5) and grants temporary access to sponsorship until 31 December 2026. |
| 22 July 2025 | Dependants banned for new Skilled Worker applicants in RQF 3–5 roles under TSL or ISL, with limited transitional exceptions. |
| From early July 2025 | The Home Secretary commissioned the Migration Advisory Committee (MAC) to review both salary requirements and the TSL. MAC must report within 6 months on salary and 12 months on TSL structure. |
Why Employers Should Care?
1. Continued Access to Lower-Skill Talent
Without the TSL, many RQF 3-5 roles would be ineligible under the Skilled Worker route—escalating challenges in sectors like manufacturing or logistics.
2. Reflects Strategic Economic Focus
TSL roles align with government plans to support economic growth in key sectors. Hiring from the list signals you’re contributing to the UK workforce’s needs.
3. Encourages Transition Planning
Knowing the list is temporary lets employers plan, train local staff, or pivot before the list expires.
Final Thoughts!
The shortage list 2025 updates are more than just policy adjustments—they’re a signal of a more focused, forward-looking approach to immigration and workforce planning. For employers, the Temporary Shortage List represents an opportunity with structure, helping businesses tap into talent while working in harmony with national priorities. By staying aware of changes, documenting workforce needs, and embracing compliance, employers can turn these updates into a genuine advantage. At Sponsor Licence Hub, we’ll continue to provide the tools, insights, and support you need to approach every change with clarity, confidence, and optimism for the future.
