Temporary Shortage List: What employers need to know following the MAC's final recommendations

The Migration Advisory Committee (MAC) published its final report on the Temporary Shortage List (TSL) in July 2026. While the report does not itself change the Immigration Rules, it provides the clearest indication yet of the Government's likely future approach to sponsored recruitment in mid-skilled occupations (RQF Levels 3-5). It is likely to be an important guide for employers planning their workforce needs from 2027 onwards.

In this briefing, we explore the MAC's recommendations, the occupations likely to be affected, and what the proposed TSL framework could mean for workforce planning, sponsorship and recruitment strategies from 2027 onwards.

Key takeaways for employers

• The MAC has recommended a significantly narrower and more conditional approach to sponsored recruitment in mid-skilled occupations (RQF Levels 3-5).Only 28 occupations have been recommended for TSL access and, in all cases, access would be limited to an initial period of 18 months
• Future access is expected to depend increasingly on sector workforce planning, domestic skills development and evidence of progress in reducing reliance on migration
• Employers that sponsor workers in RQF Levels 3-5 occupations should begin reviewing recruitment plans, workforce strategies and sponsorship compliance arrangements ahead of the expiry of the interim TSL at the end of 2026

Understanding the Temporary Shortage List

Introduced as part of the May 2025 Immigration White Paper reforms, the TSL is intended to provide temporary immigration access for occupations considered important to the Industrial Strategy or critical infrastructure. 

The TSL sits at the centre of the Government's wider immigration reforms. Those reforms are intended to refocus the Skilled Worker route towards higher-skilled occupations, while allowing limited and temporary access for certain occupations at RQF Levels 3 to 5, where there is a recognised strategic or economic need. The TSL replaces the previous Immigration Salary List (ISL) approach and is intended to be more targeted and evidence-driven.

Interim arrangements are in place until the TSL is finalised, consisting of an expanded ISL and an interim TSL, both of which provide time-limited access to the immigration system for RQF Level 3–5 occupations identified as being in shortage, or crucial to the UK’s Industrial Strategy. Both interim lists are set to expire on 31 December 2026.

The MAC’s review was conducted in two stages. Stage 1 identified occupations considered potentially important to the Industrial Strategy or to the delivery of critical infrastructure. In Stage 2 the MAC assessed the 82 occupations identified in Stage 1 against four criteria: labour shortages, the credibility of sector Jobs Plans, exploitation risks and the overall appropriateness of TSL access.

The MAC’s findings and recommendations 

• 28 occupations recommended for 18-month TSL access. The MAC did not recommend any occupation for the full three-year period originally envisaged for the TSL. It concluded that no sector had produced a sufficiently strong Jobs Plan to justify three years' access and therefore recommended a shorter 18-month period for all successful occupations. 
• Recommended occupations concentrated in four sectors. The 28 recommended occupations span Advanced Manufacturing (seven occupations, including welding trades (5213), metal machining setters and setter-operators (5221), and electrical and electronics technicians (3112)), Clean Energy (three occupations including planning, process and production technicians (3116)), Digital and Technology (three occupations, including data analysts (3544) and database administrators and web content technicians (3133)), and Foundational Industries/Critical Infrastructure (15 occupations in predominantly construction-related roles such as electricians and electrical fitters (5241), bricklayers (5313), plumbers & heating and ventilating installers and repairers (5315), carpenters and joiners (5316), roofers, roof tilers and slaters (5314), and pipe fitters (5214))
• 18 occupations not recommended for TSL access. Seven occupations were found not to be in shortage, including laboratory technicians (3111), marketing associate professionals (3554) and sales accounts and business development managers (3556). A further seven occupations were assessed as having insufficiently robust Jobs Plans, including air-conditioning and refrigeration installers and repairers (5225), managers in logistics (1243) and financial and accounting technicians (3533). Two occupations, design occupations n.e.c. (3429) and vehicle technicians, mechanics and electricians (5231), were considered unsuitable for TSL access irrespective of shortage evidence or Jobs Plans.36 occupations were not assessed for TSL access. No Jobs Plan was submitted by the relevant government sector lead and the MAC therefore did not recommend immigration access for those occupations.
• Special treatment for dancers and musicians. Rather than recommending TSL access, the MAC proposes that certain highly skilled ballet and contemporary dancers, and orchestral musicians meeting the standards of internationally recognised UK companies, should be eligible under the Skilled Worker route. The MAC considered these roles to be appropriately classified at equivalent to degree level or above
• No nation-specific additions. The MAC found insufficient evidence of materially different labour market conditions in the Devolved Nations to justify separate, geographically restricted TSL occupation lists.

See Appendix 3 of the Final Report for full details of the Occupation recommendations.

What happens next

The timetable for next steps, subject to Government acceptance of the MAC's recommendations is:

December 2026: Expanded ISL and interim TSL scheduled to expire.

• January 2027: Recommended occupations expected to receive TSL access
• October 2027: Updated Jobs Plans due for 18-month review
• Early 2028: MAC recommendations on whether to extend 18-month access to three years, with any extensions or other changes to the TSL implemented in Immigration Rules changes in spring 2028

2029/2030 (three years from initial access): Next full TSL review, with all occupations reconsidered

The MAC expects future reviews to place greater weight on quality of Jobs Plans and on clear evidence of progress in reducing reliance on migration. The MAC intends to seek feedback on how the first review has been conducted and to set out further guidance on how it plans to conduct the next full review nearer the time.

Implications for employers

The report reflects the Government's broader move away from sponsored migration for sub-degree level occupations. Under the proposed framework, the TSL would operate as a tightly controlled exception rather than a mainstream route, with future access more closely linked to labour market need, workforce planning and sector-specific Jobs Plans. 

A key theme throughout the report is that immigration should support, rather than replace, investment in UK recruitment, training and retention. The MAC makes clear that future TSL access should depend not only on evidence of shortages, but also on credible workforce plans and measurable progress in addressing them. 

The report also highlights practical challenges with the sponsorship model in sectors characterised by self-employment, subcontracting and project-based work. It points to compliance and exploitation risks, particularly in construction, and raises concerns about employers reclassifying roles to retain access to sponsorship.

Finally, the MAC recommends occupation-specific salary thresholds based on median earnings, with no discounted rates for TSL occupations. 

Recommended employer actions

Although the Government has not yet responded formally to the Stage 2 report, employers should begin preparations now. 

• Identify affected roles. Determine whether key sponsored roles fall within the occupations recommended for TSL access and review workforce plans where future eligibility may be uncertain.
• Review sponsorship compliance. Audit SOC coding, salary levels and sponsorship processes. The MAC has highlighted concerns around role misclassification and is likely to support closer scrutiny of occupational coding
• Strengthen workforce planning. Future access is expected to depend on more than evidence of shortages. Employers should be able to demonstrate investment in domestic recruitment, training and retention, as well as measurable progress over time
• Engage with sector initiatives and Jobs Plans. The MAC declined to assess 36 occupations because no Jobs Plan was submitted by the relevant sector lead. This underlines the importance of employer engagement with sector bodies and government departments. Employers should work with sector organisations to ensure workforce shortages, recruitment challenges and domestic skills investment plans are properly evidenced and reflected in future Jobs Plans, as occupations may otherwise be excluded from consideration altogether
• Plan for further policy change. Employers should monitor developments on TSL implementation, settlement reform and salary thresholds, and consider how changing workforce needs, including the impact of technology and AI, may affect future recruitment strategies