On 9 October 2025, the Migration Advisory Committee (MAC) published its Stage 1 report on the Temporary Shortage List (TSL) — a landmark moment in the evolution of the UK’s Skilled Worker visa regime. With sweeping reforms in motion—from raising skill thresholds to narrowing migration paths—this report offers early clarity on how the TSL might function, which occupations may remain eligible, and the guardrails intended to balance labour market needs with migration control.
Here’s what you need to know — and what to watch.
🔍 What is the TSL and why does it matter?
- The TSL is the UK government’s new mechanism to allow time-limited access to migration for medium-skill roles at RQF Levels 3–5 (i.e. below degree level).
- Most roles are now required to be at RQF Level 6 (degree level) to qualify under the Skilled Worker route. The TSL is the exception that allows certain lower-skilled roles back in, but only under strict conditions.
- The policy intention is clear: the TSL should not be permanent, and roles should be placed on it only where there is demonstrable shortage and strategic importance (e.g. for the UK’s industrial strategy or critical infrastructure).
- Except in the transition period, roles on the TSL will not permit dependants (i.e. workers in TSL roles cannot bring family members) — a tighter restriction than under traditional Skilled Worker provisions.
📋 Key Recommendations & Design Features from Stage 1 (MAC, October 2025)
Duration of Inclusion:
- Occupations should normally remain on the Temporary Shortage List (TSL) for up to 3 years.
- Extensions beyond that should be justified by evidence of continued shortage and progress in workforce planning
Sector Workforce Strategies:
- Each sector seeking inclusion must present a credible workforce strategy.
- This plan should show how the sector will reduce dependency on migrant labour and develop domestic talent pipelines.
No Salary Discounts or “New Entrant” Rates:
- The new entrant salary discount (usually for workers under 26 or recent graduates) should not apply to TSL roles.
- TSL roles should meet the standard Skilled Worker salary thresholds to avoid undercutting UK wages.
English Language Requirement:
- Maintain at least B1 level English on the CEFR scale.
- The MAC advises against lowering language standards to prevent worker exploitation and ensure workplace safety.
Visa Length and Renewals:
- TSL visas should be issued for 3–5 years.
- Automatic renewal should not be assumed — the route must remain time-limited to preserve the “temporary” nature of the list.
Settlement Eligibility:
- The MAC proposes that TSL roles should not lead automatically to settlement unless specifically approved by the Home Office.
- This ensures the TSL supports short-term shortage relief, not long-term migration growth.
Dependent Rights:
- Generally, dependants will not be permitted under the TSL route, making it less attractive as a long-term option for migrants.
Resident Labour Market Test (RLMT):
- The MAC is divided — some members support reintroducing an RLMT to protect local workers, while others question its effectiveness.
- Final decision deferred to Stage 2.
Salary and Occupation Thresholds:
- All TSL occupations must still meet occupation-specific salary “going rates” under Skilled Worker rules.
- No additional wage concessions are recommended.
Sponsorship Models:
- The MAC recommends exploring flexible sponsorship models, such as umbrella or sectoral sponsors, particularly for industries with fragmented employment (e.g., construction, hospitality).
Monitoring and Review:
- Introduce trigger thresholds (e.g., visa numbers, economic impact) to prompt MAC review if usage spikes.
- Avoid rigid caps but ensure oversight mechanisms are in place.
Regional (Nation-Specific) Lists:
- While possible in theory, the MAC sets a high bar for regional TSLs.
- The preference is for a UK-wide list to maintain policy coherence and simplicity.
🛠 Implications & Strategic Considerations
For Employers & HR / Talent Teams
- Audit your medium-skill roles (RQF 3–5): Are any currently sponsored or in pipeline? Do they meet emerging TSL criteria?
- Prepare robust workforce strategies / “Jobs Plans”: The MAC expects sectors to show credible plans for upskilling, domestic recruitment, and reducing reliance on migration over time.
- Monitor MAC Stage 2 / CoE (Call for Evidence): The next phase will allow stakeholders to submit input on specific occupations.
- Devise contingency strategies: Some roles may be dropped from the TSL; you may need to pivot to domestic hiring, automation, or alternative visa routes.
- Check English language capabilities & compliance: If the final requirement edges upward (e.g. B2), that may disqualify some candidate pools.
For Talent & Migrant Professionals
- Be cautious about entry under TSL roles; treat them as interim and possibly unstable.
- TSL roles may offer less attractive settlement prospects (if settlement is disallowed or reformed).
- Migrants in TSL roles will likely not have dependent rights, limiting family relocation options.
- Progression paths matter: The ability to switch in-country to RQF 6+ roles will be critical.
Policy & Systemic Risks
- The MAC’s design aims to avoid the “permanent shortage list” trap, but enforcement will matter.
- Sectors heavily reliant on small businesses or self-employment may struggle under traditional sponsorship. Innovative sponsorship models are almost essential.
- The tension between reducing net migration and meeting labour demand remains acute.
- Changes in settlement, salary thresholds, or eligibility in later stages (Stage 2) could reshape entire workforce strategies.
🗓 What’s Next & What to Watch
- The Call for Evidence (Stage 2) is expected in mid-2026. That will be your opportunity to influence which of the 82 roles flagged in Stage 1 should survive.
- Final MAC recommendations on the TSL will likely land by July 2026.
- Parallel review of salary thresholds under the Skilled Worker route is underway, due December 2025.
- Broader settlement reforms (“earned settlement”) are also mooted in the White Paper, which may revisit the standard five-year route.
🧠 Final Thoughts
The MAC’s Stage 1 report is not the end of the road — it is the scaffolding for what the final Temporary Shortage List could look like. Its design levers reflect the government’s dual priorities: curbing net migration while safeguarding critical labour supply in key sectors.
For employers and talent stakeholders, the time to prepare is now. Whether through strategic workforce planning, investment in training, or proactive scenario planning, those who act early are more likely to navigate the changes with agility and minimal disruption.