The Temporary Shortage List (TSL) is the route that keeps medium-skilled roles open to overseas sponsorship after the UK tightened its Skilled Worker visa rules in July 2025. Without it, every occupation below degree level would have closed to new sponsored workers overnight.

But the TSL comes with conditions that neither the Immigration Salary List nor the old Shortage Occupation List carried: no dependants for new applicants, Jobs Plans for the sectors using it, and a hard expiry at the end of 2026 unless the Migration Advisory Committee recommends otherwise.

This guide explains what the TSL is, which roles are on it, what it means for workers and employers, and what to do before December 2026.

Contents

What Is the Temporary Shortage List?

The Temporary Shortage List is a time-limited register of medium-skilled occupations — those at RQF level 3 to 5 — that are permitted to recruit overseas workers via the Skilled Worker visa route despite falling below the standard skill threshold introduced in July 2025.

From 22 July 2025, the Skilled Worker route was restricted to roles at RQF level 6 or above (broadly degree-level). The TSL carves out an exception for specific occupations that the UK economy depends on and cannot fill from the domestic workforce alone.

Think of it as a temporary bridge: it keeps certain medium-skilled roles accessible to overseas recruitment while the government works out a longer-term framework through the MAC review process.

The TSL sits within the UK Immigration Rules as part of Appendix Skilled Worker. An occupation qualifies for Skilled Worker sponsorship under the TSL only if it appears on the published list and a Certificate of Sponsorship is issued before 31 December 2026.

Why Was the TSL Created?

The July 2025 skill level change was significant. Restricting the Skilled Worker route to RQF level 6+ meant that thousands of occupations in construction, logistics, engineering, healthcare support, and technical trades could no longer be filled by sponsored overseas workers.

The problem was obvious: several of these sectors face chronic domestic shortages. Construction sites are short of electricians and plumbers. Logistics networks rely on HGV drivers and warehouse managers. Technical manufacturing depends on CNC machinists and quality control technicians. These are not roles that can be filled quickly through domestic upskilling alone.

The TSL was the government's response — a route that acknowledges the shortage while imposing conditions designed to limit long-term dependency on overseas recruitment. The conditions (no dependants, Jobs Plans, time-limited listing) signal that the TSL is a transitional measure, not a permanent replacement for the old Shortage Occupation List.

TSL vs ISL vs the Old Shortage Occupation List: the Difference

Three different lists have existed in recent years. Each works differently. Here is a plain-English comparison:

Feature Old SOL (pre-April 2024) Immigration Salary List (ISL) Temporary Shortage List (TSL)
Skill level RQF 3+ eligible RQF 6+ (mainly) RQF 3–5 specifically
Salary discount 20% going rate reduction Lower general threshold (£33,400 vs £41,700) No discount — full going rate applies
Dependants Permitted Permitted Not permitted for new applicants
Settlement Standard 5-year ILR route Standard 5-year ILR route ILR eligibility unclear pending MAC Stage 2
Expiry Abolished April 2024 Reviewed periodically 31 December 2026 (unless extended)
Jobs Plans Not required Not required Required for sectors on the list

The TSL is more restrictive than anything that preceded it. The old SOL gave employers a salary discount. The ISL gives a reduced general threshold. The TSL gives neither — it simply keeps the door open for medium-skilled roles, but at full salary cost and with significant conditions attached.

Which Occupations Are on the Temporary Shortage List?

The TSL covers a range of RQF level 3 to 5 occupations primarily in sectors the government has identified as critical to the UK's Industrial Strategy and essential infrastructure. The Migration Advisory Committee identified 82 occupations at Stage 1 for further review.

Sectors represented on the TSL include:

Here is the important detail that many articles miss: the TSL lists specific SOC 2020 codes, and within some codes, only specific sub-roles qualify. For example, design occupations on the TSL may exclude general graphic designers while including industrial product designers. Sponsors must check the specific SOC code and any qualifying notes — not just the broad occupation category.

The complete current list of TSL occupations with SOC codes is published on GOV.UK under "Skilled Worker visa: temporary shortage list." Always check the live published version before assigning a Certificate of Sponsorship — the list can be updated.

Salary Requirements on the Temporary Shortage List

This is where the TSL is stricter than its predecessors: there are no salary discounts for TSL occupations.

Under the old Shortage Occupation List, employers could pay 80% of the going rate. Under the Immigration Salary List, the general threshold drops to £33,400 — but the TSL does not offer even that reduction for occupations listed exclusively on the TSL (rather than also appearing on the ISL).

For TSL occupations, the minimum salary is whichever is higher:

The MAC has recommended that TSL occupation-specific salary thresholds be set at least as high as the Skilled Worker route going rate. In practice, this means employers using the TSL must be prepared to pay market rates — the route does not provide a cost reduction on labour, only access to overseas recruitment where domestic supply is insufficient.

Can new entrant or PhD discounts apply?

Yes — the salary option reductions available under Appendix Skilled Worker still apply to TSL occupations where the applicant qualifies. If an applicant is a new entrant (under 26, recent graduate, or postdoctoral researcher), Option E (70% of the going rate, minimum £33,400) may still apply. A relevant PhD can reduce the threshold under Options B or C.

For a full breakdown of the salary options framework, see our guide to Appendix Skilled Worker and how the points system works.

What the Temporary Shortage List Means for Workers

Most TSL guidance is written for employers. But the restrictions have significant implications for the workers being sponsored, and those implications are rarely explained clearly.

Your visa is tied to a TSL occupation

If you are sponsored in a TSL occupation, your Skilled Worker visa is granted on the same basis as any other Skilled Worker permission — it is tied to your sponsoring employer and the role described on your Certificate of Sponsorship. If you change employers, your new employer must hold a sponsor licence, and the role at the new employer must also qualify (either as a standard RQF 6+ occupation, on the ISL, or on the TSL).

No salary discount means higher earnings requirement

Workers in TSL occupations must meet the full going rate for their SOC code. Unlike the old SOL, where employers could offer 80% of the going rate, TSL workers must be paid the full occupation threshold. This is generally positive for workers. It prevents employers from using the shortage designation to undercut salaries, but it does mean that some employers who cannot afford the full going rate may not use the TSL at all.

Your right to work is the same as any Skilled Worker

A visa granted via a TSL occupation is a standard Skilled Worker visa. You have the same right to work conditions as any other Skilled Worker. If you want to understand how employers verify your right to work, our guide on how employers check immigration status covers the process in full.

No Dependants: the Restriction Explained

The most significant restriction for workers on the TSL is the dependant ban introduced on 22 July 2025.

Workers newly sponsored in TSL occupations (and ISL occupations at RQF level 3–5) cannot bring new dependants to the UK. This means:

Who is not affected

The restriction applies to new sponsorships in TSL (and medium-skilled ISL) occupations from 22 July 2025 onwards. Workers who were already sponsored in these occupations before that date retain the right to bring dependants, subject to the standard dependant visa requirements.

If you were sponsored before 22 July 2025 and are extending your visa in the same occupation, your existing dependants' visas may also be extendable — but new dependants (for example, a new partner or a child born after July 2025) would be subject to the restriction.

Why this restriction exists

The government's stated rationale is that the TSL is intended as a temporary route tied to specific labour market needs, not as a long-term settlement pathway. Limiting dependants is designed to reduce net migration from the TSL while still allowing employers to fill critical skill gaps.

For workers, this is a material consideration before accepting a sponsored role in a TSL occupation — particularly for those with family members who had expected to join them in the UK.

Settlement and ILR: Does TSL Time Count?

This is the question that most TSL guides avoid answering directly, because the government has not fully resolved it. Here is what is currently known:

Time spent on a Skilled Worker visa — regardless of whether the sponsoring occupation was in Table 1 (RQF 6+), the ISL, or the TSL — counts toward the 5-year continuous residence requirement for Indefinite Leave to Remain (ILR).

However, the settlement salary requirements at the point of ILR application still apply. You must be earning at least £41,700 (or the occupation going rate, whichever is higher) at the time of your ILR application. If your TSL occupation's going rate is below £41,700 at the time of settlement, you would need to have either changed to an occupation with a higher salary or qualified for one of the settlement salary concessions (health and care, national pay scale roles).

The MAC Stage 2 review (due July 2026) is expected to clarify whether TSL occupations will create a dedicated settlement pathway or whether workers in those roles will need to switch to an RQF 6+ occupation before applying for ILR. Until that review is complete, workers in TSL occupations should seek legal advice about their specific settlement prospects before making long-term plans.

Jobs Plans: What They Are and What They Mean for Employers

The Jobs Plans requirement is one of the most novel features of the TSL framework — and one of the least understood.

The MAC has recommended that each sector represented on the TSL must develop a credible Jobs Plan. The Jobs Plan is a sector-level commitment to maximising domestic workforce participation before relying on overseas recruitment. It must demonstrate:

Jobs Plans are developed at the sector level, not by individual employers. So a construction company using the TSL to sponsor electricians is not required to produce its own Jobs Plan — but the construction sector's collective engagement with the MAC and government on workforce strategy is what underpins the TSL being available for that occupation at all.

What this means practically for employers

Individual employers using the TSL do not need to submit a Jobs Plan to the Home Office when sponsoring a worker. However, the MAC has signalled that sectors which fail to develop credible Jobs Plans may have their occupations removed from the TSL at the Stage 2 review. Employers who rely heavily on TSL occupations should monitor their sector's engagement with the Jobs Plan process — and consider contributing to sector bodies making that case to the MAC.

The December 2026 Expiry: What Happens Next

Every TSL occupation that currently appears on the list is scheduled to expire on 31 December 2026, unless the MAC recommends continuation at its Stage 2 review.

This creates a planning challenge for employers. A role that is currently eligible for TSL sponsorship may not be after December 2026. Recruitment pipelines that depend on TSL occupations need to account for this uncertainty.

What the MAC Stage 2 review will decide

The MAC's Stage 2 review (call for evidence launched 2025, recommendations due July 2026) will determine:

Three scenarios for each TSL occupation after 2026

  1. Continued on the TSL — the MAC recommends that the occupation faces a genuine shortage and should remain accessible to overseas recruitment.
  2. Moved to a permanent shortage framework — the MAC recommends the occupation merits a longer-term home in a restructured ISL or equivalent list at RQF 3–5.
  3. Removed entirely — the MAC finds the shortage has eased, the Jobs Plan is inadequate, or the occupation should be filled domestically. The RQF 6+ restriction applies, and no new overseas sponsorship is possible in that role.

Workers already sponsored in the occupation before the removal date retain their visa for its remaining duration — removal from the TSL does not curtail existing visas. But employers cannot issue new Certificates of Sponsorship for removed occupations after the removal date.

How to Sponsor a Worker Under the Temporary Shortage List

The process for sponsoring a worker in a TSL occupation is the same as for any Skilled Worker sponsorship, with one additional eligibility check at the start.

  1. Confirm the occupation is currently on the TSL. Check the live GOV.UK published list. Confirm the SOC code matches the role and that any sub-role conditions in the notes are met. Do not rely on a cached or third-party version — the list can be updated.
  2. Confirm you hold a valid A-rated sponsor licence. The TSL does not require a separate licence endorsement. Your standard Skilled Worker sponsor licence covers TSL sponsorships.
  3. Calculate the required salary. There is no general threshold reduction for TSL occupations. The salary must meet the full occupation going rate. Check the going rate for the SOC code in Appendix Skilled Occupations. Apply any applicable new entrant or PhD reduction if the applicant qualifies — but do not apply an ISL-style general threshold reduction unless the occupation also appears on the ISL.
  4. Assign a Certificate of Sponsorship via the Sponsor Management System. The CoS must accurately state the SOC code, salary, start date, and occupation title. The CoS must be assigned before 31 December 2026.
  5. Advise the worker of the dependant restriction. Workers in TSL occupations cannot bring new dependants. This should be communicated clearly before the worker accepts the offer.
  6. Retain compliance records. Right to work check, CoS details, salary records — the same record-keeping obligations apply as for any Skilled Worker sponsorship.

SponsoredJobs verifies every listing against the Home Office sponsor register. Browse Skilled Worker visa jobs from verified A-rated sponsors across all eligible routes.

What If a Role Is Removed From the TSL?

This is a scenario that no TSL guide currently addresses clearly, but it is a real risk for employers and workers.

If the role is removed before a CoS is assigned

If an occupation is removed from the TSL (either at the December 2026 expiry or earlier via a MAC recommendation) before you have assigned a CoS, you cannot sponsor a worker in that role. The route is closed immediately for new sponsorships. Your recruitment pipeline for that role would need to pivot to either domestic hiring or identifying workers who qualify via an RQF 6+ occupation.

If the role is removed after a CoS is assigned but before the visa is granted

A CoS assigned while the occupation is on the TSL creates a valid basis for the visa application — the relevant date is the CoS assignment date, not the application date. If the occupation is removed between the CoS assignment and the visa grant, the application should still succeed, provided the CoS was issued before the removal date. Employers and workers in this situation should seek legal advice promptly if there is any uncertainty.

If the role is removed after the visa is granted

An existing visa is not curtailed simply because the occupation is removed from the TSL. The worker retains their visa for its full remaining duration. They can continue working in the role. At extension, however, the occupation must be eligible at the time of the extension application — if it has been removed from the TSL and does not qualify under another route, the extension may be refused.

This is the most significant risk for employers who plan multi-year workforce strategies around TSL occupations. A worker on a 3-year Skilled Worker visa sponsored in a TSL role may find, upon extension, that the occupation is no longer accessible, forcing them to either change roles or leave.

Compliance Obligations When Sponsoring TSL Workers

Sponsoring a worker in a TSL occupation does not change your core compliance obligations as a Skilled Worker sponsor — but it does introduce one additional layer of risk that standard sponsorship does not: the occupation itself may expire before the worker's visa does.

Standard compliance requirements (all Skilled Worker sponsors)

As a licensed Skilled Worker sponsor, you are required to:

TSL-specific compliance consideration: occupation monitoring

Unlike standard Skilled Worker sponsorships, a TSL role introduces a time-limited element. You are responsible for monitoring the TSL to ensure the occupation remains on the list. If you are planning to extend a worker's visa, you must confirm the occupation is still TSL-eligible at the time of the extension CoS assignment — not just at the original CoS assignment date.

This is a practical planning point: set a calendar reminder for Q3 2026 to audit every TSL worker on your books. Before the December 2026 expiry, you need to know:

Salary monitoring throughout the sponsorship

For TSL occupations, the full going rate is the floor. If an occupation's going rate increases (going rates are updated annually in April and tied to the ASHE survey), you must ensure that sponsored workers' salaries are adjusted upward to remain compliant. A worker being paid the going rate at the time of sponsorship but below a subsequent going-rate update is technically non-compliant — even though you met the threshold when you assigned the CoS.

Build a going-rate review into your annual HR cycle alongside the April going-rate publication. If you use SponsoredJobs to find sponsored workers, our job listings display the applicable going rate for each SOC code so you can benchmark quickly.

The Home Office can conduct unannounced compliance visits

The Home Office conducts both announced (UKVI compliance audits) and unannounced visits to sponsor licence holders. During a visit, they will check right to work records, CoS accuracy, payroll records, and whether the worker is genuinely employed in the role described on the CoS. TSL workers may also verify that the occupation meets the TSL eligibility criteria — not just the licence conditions.

Sponsors found to be non-compliant may receive licence downgrades (from A-rated to B-rated), suspension, or revocation. A revoked sponsor licence means that every sponsored worker on your books will lose their visa within 60 days. Given the TSL's higher-risk profile (time-limited, restricted occupations), sponsors in TSL-heavy sectors should prioritise readiness for compliance.

Switching From a TSL Occupation to an RQF 6+ Role

Workers and employers who are uncertain about the post-2026 landscape have one practical hedge: plan a career or role progression from a TSL occupation to an RQF 6+ equivalent that does not depend on the TSL at all.

When in-role progression qualifies

Many TSL occupations at RQF level 3–5 have counterpart roles at RQF level 6 within the same career track. An electrician's mate (RQF 3, TSL-eligible) may progress to an electrical engineer (RQF 6, standard Skilled Worker-eligible). A logistics technician may progress to a logistics manager with a degree-level qualification.

If a worker sponsored in a TSL occupation gains an RQF 6-level qualification during their sponsorship — and the employer has a genuine RQF 6 role for them — you can assign a new CoS in the higher-level occupation. That CoS is not dependent on the TSL remaining in place. The worker then has visa security beyond December 2026, regardless of the MAC Stage 2 review's decision on the original TSL occupation.

Employer-funded upskilling

For employers in TSL-dependent sectors, sponsoring workers to gain relevant qualifications is both a compliance strategy and a retention tool. The MAC has indicated that sector Jobs Plans should include genuine investment in the skills of domestic and sponsored workers. Employer-funded Level 5 or 6 apprenticeships, Higher National Certificates, and foundation degrees in engineering, construction management, or IT can move a sponsored TSL worker into a permanent Skilled Worker route well before the December 2026 expiry.

This is not a requirement, but it is the clearest route to reducing long-term TSL dependency, which the government is seeking as evidence that Jobs Plans are working.

When switching is not straightforward

Not every TSL occupation maps cleanly to an RQF 6 counterpart. A performance make-up artist on the TSL does not have an obvious degree-level equivalent in immigration terms. A CNC machinist may have difficulty demonstrating RQF 6 qualifications even with years of experience. In those cases, the practical options are narrower: rely on the MAC Stage 2 continuing the TSL, plan for domestic filling if the TSL expires, or consider whether the worker may be eligible for a different immigration route (Global Talent visa, for example, for workers with demonstrably exceptional skills in their field).

Common Mistakes Employers Make With TSL Sponsorships

Based on the compliance cases that follow Home Office enforcement visits, several patterns emerge repeatedly in TSL and shortage-occupation sponsorships. Avoiding these is straightforward once you know they exist.

Assuming the TSL is the same as the old Shortage Occupation List

The most common misconception. Employers who used the SOL before April 2024 expect salary discounts. The TSL offers none. Sponsors who issue CoSes at 80% of the going rate — assuming SOL rules still apply — are immediately non-compliant. Check the current rules, not the rules from previous years.

Using a cached or third-party version of the TSL

The GOV.UK published version of the TSL is the definitive list. Third-party summaries, LinkedIn posts, and even legal firm briefings can be out of date. Occupations can be added or removed from the TSL outside the December 2026 expiry if the MAC makes interim recommendations. Always check the live GOV.UK list immediately before assigning a CoS — not the version you bookmarked six months ago.

Applying the wrong SOC code to a TSL occupation

Some TSL listings include specific conditions: only certain sub-roles within a SOC code qualify, or the TSL eligibility applies only to roles with particular duties. An employer sponsoring a general administrator under a SOC code that the TSL covers only for specialist technical sub-roles will have issued an invalid CoS. This is a compliance violation even if the salary and other conditions are met. Match SOC codes carefully, and keep the SOC code rationale on file in case of a compliance visit.

Not telling the worker about the dependant restriction

This is not a compliance violation in the strict legal sense — you are not required to provide immigration advice — but it creates significant employment relations risk. A worker who accepts a TSL-sponsored role expecting to bring their family, only to discover after the CoS is assigned that dependants are not permitted, is likely to withdraw, raising a grievance, or both. Brief workers clearly on the dependant restriction before they sign an employment contract.

Failing to reassign the CoS if the role changes significantly

If the worker's role evolves to the point that they are no longer doing the job described in the original CoS — different duties, a different SOC code, or a salary increase that moves them to a different occupation tier — a fresh CoS is needed. For TSL workers, this is especially important: if the new role description falls outside the TSL occupation, the existing visa may be on an incorrect basis. Report material changes via SMS promptly.

Leaving extension planning to the last minute

The December 2026 TSL expiry date is predictable. Extension CoSes must be assigned while the occupation is still on the TSL. If a worker's visa expires in February 2027 and the occupation is removed from the TSL on 31 December 2026, you cannot issue a TSL CoS for the extension. You would need an alternative basis — RQF 6+ occupation, ISL, or a different route — or the worker's extension would be refused. Plan extensions at least six months before the visa expiry date, not six weeks.

The MAC Stage 2 Review: What to Expect

The Migration Advisory Committee's Stage 2 review is the most important event in the TSL calendar before December 2026. Its final recommendations, expected in July 2026, will shape the medium-skills immigration landscape for years to come.

What Stage 1 found

The Stage 1 report, published in October 2025, identified 82 occupations for potential inclusion on a permanent TSL. The MAC found evidence of genuine shortage across construction, logistics, engineering, and some technical services. It also found that several sectors had become reliant on overseas recruitment without investing sufficiently in domestic training.

What Stage 2 will assess

Stage 2 involves a call for evidence from employers, sector bodies, trade unions, and local authorities. The MAC will assess:

What employers should do before July 2026

If your workforce depends on TSL occupations, the period before July 2026 is the time to act:

FAQ: Temporary Shortage List

What is the Temporary Shortage List?

The TSL is a register of medium-skilled occupations (RQF level 3–5) permitted to recruit overseas workers via the Skilled Worker visa route despite falling below the RQF 6+ skill level requirement introduced in July 2025. It provides time-limited access to overseas recruitment for occupations in shortage, with stricter conditions than previous shortage lists.

How is the TSL different from the Immigration Salary List?

The ISL primarily covers RQF level 6+ occupations and reduces the general salary threshold from £41,700 to £33,400. The TSL covers RQF level 3–5 occupations specifically and does not reduce the salary threshold — full going rates apply. The TSL also bans dependants for new applicants, while the ISL does not (for RQF 6+ roles).

Can I bring my family if I am sponsored under the TSL?

No. Workers newly sponsored in TSL occupations from 22 July 2025 cannot bring new dependants (partner or children) to the UK. Workers who were already sponsored before that date are not affected by this restriction for existing dependants.

Do TSL occupations get a salary discount?

No. There are no salary discounts for TSL occupations. The full going rate for the occupation applies. The only reductions available are the standard Appendix Skilled Worker options: new entrant (Option E), relevant PhD (Options B or C). The ISL-style general threshold reduction (Option D) does not apply unless the occupation also appears on the ISL.

When do TSL occupations expire?

Current TSL occupations expire on 31 December 2026 unless the MAC recommends continuation at its Stage 2 review. The MAC's final recommendations are expected July 2026. Individual occupations may be continued, removed, or moved to a different framework.

Does time on a TSL visa count toward ILR?

Yes — time on a Skilled Worker visa in a TSL occupation counts toward the 5-year continuous residence requirement for ILR. However, the salary requirement at settlement (typically £41,700 or the going rate, whichever is higher) still applies, which may be above the going rate for some TSL occupations. The MAC Stage 2 review is expected to clarify the long-term settlement pathway for TSL workers.

What happens to my visa if my occupation is removed from the TSL?

Your existing visa is not curtailed. You can continue to work in the role for the remaining duration of your visa. At the time of extension, the occupation must still be eligible — if it has been removed and no other route applies, the extension may be refused.

Do I need to do anything special to sponsor a TSL worker?

No separate licence endorsement is needed. Your standard Skilled Worker sponsor licence covers TSL sponsorships. You must confirm the occupation is on the current TSL list, pay the full going rate, and assign a CoS via the Sponsor Management System before 31 December 2026.

What are Jobs Plans and do I need one as an employer?

Jobs Plans are sector-level commitments to maximising the use of the domestic workforce. They are developed by sector bodies, not individual employers. You do not submit a Jobs Plan to the Home Office when sponsoring a TSL worker. However, sectors without credible Jobs Plans risk having their occupations removed from the TSL at the Stage 2 review — so the sector body representing your industry matters.

Which sectors have the most roles on the TSL?

Construction and building trades (electricians, plumbers, project managers), logistics and transport, engineering and manufacturing, and some IT and business services roles make up the majority of TSL occupations. The MAC identified 82 occupations for Stage 2 review across these and other sectors.

Can I use the TSL to sponsor someone already in the UK?

Yes, provided the applicant is switching from a visa category that permits in-country switching and the occupation is on the TSL. Switching from a student visa, graduate visa, or most other work routes is permitted. Some visa categories do not allow in-country switching — check the specific rules for the applicant's current visa.

Can my TSL-sponsored worker change employers?

Yes. A Skilled Worker visa is tied to the sponsoring employer, but workers can change employers by obtaining a new CoS from the new employer in an eligible occupation. The new role must qualify in its own right — either as an RQF 6+ occupation, on the ISL, or on the TSL (if the occupation appears on the TSL and a new CoS is assigned before 31 December 2026). The worker must apply to vary their visa before starting the new role.

What is the going rate for TSL occupations and where do I find it?

The going rate for each SOC code is published in the Skilled Occupations section of Appendix on GOV.UK. It is updated annually in April, following the publication of the ASHE (Annual Survey of Hours and Earnings) data. Going rates are expressed as annual salaries. For TSL occupations, there is no reduction — you must pay the full published going rate. Some occupations use a pro-rated hourly rate; check Appendix Skilled Occupations for the specific format for your SOC code.

Is the TSL available for all Skilled Worker sponsor licence holders?

Yes. No separate licence endorsement or application is required to use the TSL. Any A-rated Skilled Worker sponsor can assign a CoS in a TSL occupation, provided the occupation is on the current list, and all other eligibility criteria are met. If your licence is rated B, you are on an action plan and may face restrictions on new CoS assignments — check your licence conditions before proceeding.

Does the TSL apply to Health and Care Worker visas?

No. The TSL is specific to the Skilled Worker route. Health and Care Worker visa occupations are governed by a separate list of eligible SOC codes in Appendix Healthcare Workforce. If you are sponsoring a nurse, doctor, social worker, or another eligible health or care role, that route operates independently and is not subject to the TSL's December 2026 expiry. The salary threshold for the Health and Care Worker route is £25,000 (or the applicable going rate, whichever is higher).

What should I do if I am unsure whether a role qualifies for the TSL?

Start with the SOC code. Map your role to a SOC 2020 code using the ONS occupation classification, then check whether that code appears in the published TSL on GOV.UK. If the code is on the list, check whether any sub-role conditions or notes apply. If you are uncertain about the SOC code for the role, the Home Office does not offer pre-assessment — seek advice from a qualified immigration solicitor or OISC-regulated adviser before assigning a CoS on an uncertain basis. Issuing an incorrect CoS is a compliance violation even if the error was made in good faith.

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