Shortage Occupation List UK (Immigration Salary List) 2026 – New

If you have searched for the “Shortage Occupation List” recently and landed somewhere telling you it no longer exists – that’s only half the story. Yes, the old SOL was scrapped in April 2024. But what replaced it is arguably more complex, and in 2026, it’s undergoing another major transformation that employers and skilled workers simply cannot afford to miss.

The Immigration Salary List (ISL) is now the live mechanism. Alongside it sits the brand-new Temporary Shortage List (TSL), introduced in July 2025 for mid-skilled roles. And both lists – every single entry – expires on 31 December 2026. What that means for your visa application or your sponsorship strategy is what this guide covers in full.

At West End Consultants UK Ltd, our IAA-regulated advisers have been processing ISL and Skilled Worker visa applications throughout every one of these policy shifts. In our experience assisting 6,000+ individual clients and 1,500+ businesses over 15+ years, the single most common mistake isn’t failing to meet the salary threshold – it’s misunderstanding which threshold applies to which role. This guide fixes that.

What Has Replaced the UK Shortage Occupation List?

The Shortage Occupation List (SOL) was formally abolished on 4 April 2024 and replaced by the Immigration Salary List (ISL). This is not simply a rebrand. The two systems work very differently.

Under the old SOL, roles were classified as “in shortage” based on labour market evidence, and employers could sponsor workers for those roles at 80% of the applicable going rate, with reduced visa fees thrown in. The Migration Advisory Committee (MAC) recommended which occupations made the cut.

The ISL kept some of that logic – roles on it still benefit from a reduced salary threshold – but stripped out the going-rate discount entirely. From April 2024, the ISL offered a 20% reduction on the general route minimum, not on the occupation-specific going rate. And from 22 July 2025, following the government’s Immigration White Paper reforms, things tightened further still.

Here is the timeline briefly:

Date	What Changed
4 April 2024	SOL abolished; ISL takes effect
4 April 2024	General threshold raised to £38,700
22 July 2025	General threshold raised again to £41,700
22 July 2025	Skill level for new Skilled Worker grants reverted to RQF Level 6
22 July 2025	Temporary Shortage List (TSL) introduced for RQF 3-5 roles
8 January 2026	B2 English language requirement introduced for first-time Skilled Workers
31 December 2026	All current ISL and TSL entries expire (care roles: 22 July 2028)

What Is the Immigration Salary List (ISL)?

The Immigration Salary List is an official appendix to the UK Immigration Rules – specifically Appendix Immigration Salary List – that sets out occupations eligible for a reduced minimum salary threshold under the Skilled Worker and Health and Care Worker visa routes.

Where a role appears on the ISL, the minimum salary required is set at 80% of the route’s usual minimum rather than the standard rate. But – and this is where many applications go wrong – the ISL discount applies only to the general threshold, not to the occupation-specific going rate. You must still meet whichever is higher: the reduced general threshold or the full going rate for your SOC code.

The ISL is reviewed and managed by the Migration Advisory Committee (MAC). It is published on GOV.UK as a live document, and employers must check the current version at the point of assigning each Certificate of Sponsorship (CoS). Using an older version is a compliance risk.

How Does the ISL Differ from the Old Shortage Occupation List?

Feature	Old SOL (pre-April 2024)	Immigration Salary List (ISL)
Salary discount	80% of going rate	80% of general threshold only
Going-rate discount	Applied	Removed
Visa fee discount	Applied	Still applies for ISL roles
Skill level required	RQF 3+	RQF 6+ (from 22 July 2025)
Review body	MAC	MAC
Expiry	No fixed expiry	31 December 2026

That removal of the going-rate discount is significant. Under the old SOL, a nurse earning 80% of the going rate might have qualified at £24,000 or so. Under the ISL, they still need to meet the full going rate for their SOC code – the discount only reduces how the general threshold is applied. For many employers, that distinction has come as a surprise during compliance checks.

What Are the Current Salary Thresholds Under the ISL in 2026?

From 22 July 2025, the salary thresholds are as follows. These supersede all previously quoted figures.

Applicant Type	Minimum General Threshold
Standard Skilled Worker (RQF 6+)	£41,700
ISL role (RQF 6+)	£33,400
New entrant to labour market	£33,400
STEM PhD holder in relevant role	£33,400
Non-STEM PhD holder in relevant role	£37,500
TSL role (RQF 3-5, no discounts)	£41,700 (full standard rate)
Health and Care Worker roles (ISL)	National pay scale-based – varies by role

In addition, a minimum hourly pay floor applies based on a 48-hour working week. Employers must ensure the salary divided by contracted hours meets this floor, regardless of the annual figure quoted on the CoS.

One thing we see regularly in our practice: employers quoting a salary that meets the annual threshold but forgetting to check the hourly rate – particularly for roles with variable hours or part-time arrangements. The Home Office will calculate this themselves, and a failure here means a refusal.

Key Occupations Are on the Immigration Salary List in 2026?

The current ISL contains 21 occupations (18 UK-wide, 3 Scotland-specific). Every entry has a removal date of 31 December 2026 unless extended by the Home Office, with the exception of SOC codes 6135 (Care workers and home carers) and 6136 (Senior care workers), which have extended removal dates to 22 July 2028, subject to their own strict conditions including CQC registration for England-based roles.

SOC Code	Role	UK Areas	Standard Rate	Lower Rate
1212	Fishing boat masters	Scotland only	£30,960	£27,000
2111	Chemical scientists (nuclear industry)	Scotland only	£35,200	£29,600
2112	Biological scientists – all jobs	UK wide	£41,900	£32,100
2115	Social and humanities scientists – archaeologists only	UK wide	£36,400	£25,200
2142	Graphic and multimedia designers – all jobs	UK wide	£30,960	£35,800
3111	Laboratory technicians (3+ years’ experience)	UK wide	£30,960	£23,200
3212	Pharmaceutical technicians – all jobs	UK wide	£30,960	£23,400
3411	Artists – all jobs	UK wide	£32,900	£27,300
3414	Dancers and choreographers (internationally recognised companies)	UK wide	£30,960	£23,200
3415	Musicians (internationally recognised orchestras, ABO members)	UK wide	£32,900	£27,300
3416	Arts officers, producers and directors – all jobs	UK wide	£37,500	£31,300
5119	Fishing industry trades – all jobs	UK wide	£30,960	£23,200
5213	High integrity pipe welders (3+ years’ experience)	UK wide	£31,700	£26,400
5235	Boat and ship builders and repairers – all jobs	Scotland only	£32,400	£28,100
5312	Stonemasons and related trades – all jobs	UK wide	£31,000	£25,800
5313	Bricklayers – all jobs	UK wide	£30,960	£25,800
5314	Roofers, roof tilers and slaters – all jobs	UK wide	£31,000	£25,800
5316	Carpenters and joiners – all jobs	UK wide	£30,960	£25,200
5319	Construction trades NEC – retrofitters only	UK wide	£30,960	£25,500
6129	Animal care (racing grooms, stud handlers, work riders)	UK wide	£30,960	£23,200
6135	Care workers and home carers (CQC registered sponsors for England)	UK wide	£30,960	£23,200
6136	Senior care workers (CQC registered sponsors for England)	UK wide	£30,960	£23,200
9119	Deckhands on large fishing vessels (3+ years’ experience)	UK wide	–	–

What Is the Temporary Shortage List (TSL) – and How Does It Affect You?

This is the biggest development many people have missed. The Temporary Shortage List (TSL) came into force on 22 July 2025 under Statement of Changes HC 997. It creates a separate, time-limited pathway for RQF Level 3-5 roles – the mid-skilled occupations that were effectively shut out of the standard Skilled Worker route when the skill threshold reverted to RQF Level 6.

Think of it this way: the government raised the bar for the standard Skilled Worker route (graduate-level skills required), but it knew that sectors like construction, engineering trades, and certain healthcare roles would be severely disrupted overnight. The TSL is the controlled release valve – it keeps those roles accessible, but only temporarily, only for genuinely shortage-affected occupations, and with meaningful restrictions.

How Does the TSL Differ From the ISL?

Feature	ISL	TSL
Target skill level	RQF 6+	RQF 3-5
Salary discount	Yes (20% off general threshold)	No – full standard rate applies
Can you bring dependents?	Yes (for RQF 6 roles)	No (narrow exceptions only)
Visa fee discount	Yes	No
Path to settlement (ILR)?	Yes	Limited – must upgrade to RQF 6 route
Expiry date	31 December 2026	31 December 2026
MAC review	Ongoing	Stage 2 report due July 2026

Can TSL Workers Bring Their Family to the UK?

Generally, no. Workers sponsored under the TSL in RQF 3-5 occupations cannot bring dependent family members unless a very narrow exception applies – for example, sole parental responsibility for a child already in the UK. This is a significant restriction that many applicants discover only after they have accepted a job offer. For anyone whose spouses or children need to join them in the UK, this effectively makes TSL roles unattractive regardless of the salary offered.

Our team has had difficult conversations with clients who had invested significantly in the UK move – notified landlords, arranged schools – only to discover the dependants bar after the fact. This is precisely why getting regulated advice before accepting a TSL role to offer matters.

What Occupations Are on the TSL?

The TSL focuses on roles important to the UK’s Industrial Strategy across sectors including construction and infrastructure, clean energy, advanced manufacturing, digital and technology, life sciences, and professional services. The MAC’s Stage 1 report (October 2025) identified 82 RQF 3-5 occupations as candidates for the permanent TSL framework, with the Construction and Infrastructure sector making up the largest grouping. Specific roles identified include bricklayers, roofers, civil engineers, quantity surveyors, and construction project managers.

The full live TSL is published on GOV.UK. Importantly, roles can be added or removed at any time without prior notice – so employers should always take a dated screenshot or PDF of the TSL page at the point of each CoS assignment, not just check it once.

When Will the TSL Be Finalised?

The MAC’s Stage 2 report – containing final recommendations on which occupations should remain on a permanent TSL framework after 2026 – is due in July 2026. A Call for Evidence closed on 2 February 2026, with government bodies and sector representative organisations providing submissions. The MAC has made clear it does not expect all 82 shortlisted occupations to survive Stage 2 scrutiny. The final permanent list will likely be substantially shorter.

All current TSL and ISL entries expire on 31 December 2026, after which the Home Office will implement a revised framework based on the MAC’s July 2026 recommendations. Employers relying on TSL roles for significant portions of their workforce need a transition plan in place well before that deadline.

How Do I Calculate the Correct Salary for a Skilled Worker Visa in 2026?

This is where a lot of applications go wrong. The salary calculation is a three-step process, and you need to complete all three steps – not just check one figure.

Step 1 – Identify your general threshold. Based on your route and circumstances, establish which general minimum applies (see the thresholds table above).

Step 2 – Identify the rate for your SOC code. Every occupation in Appendix Skilled Occupations has a going rate – the 50th percentile of UK earnings for that role. This is set independently of the general threshold. Some going rates are higher than the discounted ISL general threshold.

Step 3 – Apply the “whichever is higher” rule. Your salary must meet or exceed both the applicable general threshold and the going rate for your SOC code. Whichever is higher wins.

Here’s a practical example. Say you are sponsoring a bricklayer (SOC 5313) on the ISL. The ISL general threshold for that role is £30,960. But if the going rate for SOC 5313 is, say, £31,700 – you must pay £31,700, not £30,960. The ISL discount does not pull the going rate down. Many employers have missed this and assigned CoS documents at the wrong salary, leading to refusals and compliance investigations.

Also check the hourly pay floor. The salary stated on the CoS must, when divided by the contracted weekly hours and multiplied by 52, produce an hourly rate that does not fall below the applicable minimum. This catches part-time arrangements and variable-hours contracts that look fine on an annualised basis.

How to Apply for a Skilled Worker Visa Using the ISL: Step-by-Step

If your occupation is on the ISL, the process follows the standard Skilled Worker route. Here is what happens, in order:

1. Secure a confirmed job offer from a UK employer holding a valid sponsor licence. The employer must be on the Register of Licensed Sponsors. A job offer alone is not enough – the sponsor licence must be active.

2. Verify the SOC code. Your employer must confirm that your role maps to a SOC 2020 occupation code that appears on the live ISL or TSL. Job title is irrelevant – it’s the duties and responsibilities that determine the code. Getting this wrong is one of the most common refusals triggers we see.

3. Receive your Certificate of Sponsorship (CoS). Your employer assigns this through the Sponsor Management System (SMS). The CoS will state your SOC code, job title, salary, and start date. Review it carefully before submitting your application – errors on the CoS cannot simply be corrected after the fact.

4. Gather your documents. At minimum: valid passport, English language evidence (B2 or above from January 2026), and proof of maintenance funds unless your sponsor has certified they will cover this. Specific roles (e.g., healthcare) may need additional professional registrations.

5. Complete the online application via GOV.UK. Do not leave sections blank or use ambiguous answers – the Home Office takes a strict approach to incomplete applications.

6. Pay the visa application fee and Immigration Health Surcharge (IHS). For ISL roles:

• Up to 3 years: £551 application fee
  
• More than 3 years: £1,084 application fee
  
• Standard Skilled Worker (non-ISL): £719 / £1,420 respectively
  
• HS: £1,035 per year of stay (students/under-18: £776 per year)
  

7. Attend biometrics. Provide your photo and fingerprints at a visa application centre.

8. Wait for a decision. From outside the UK: typically 3 weeks (standard) or faster with priority/super-priority service. From within the UK: usually 8 weeks. Processing times vary – check GOV.UK for current estimates before planning your start date.

One thing worth noting: the ISL-discounted visa fee is only available when the CoS is assigned to an ISL role. If the SOC code does not appear on the live ISL at the time of CoS assignment, the standard fee applies regardless of what the employer believed when advertising the vacancy.

What Do These Changes Mean for UK Employers? Compliance Essentials

If you are a sponsor, the ISL/TSL framework has implications that go well beyond just checking the salary number. Here is what our compliance practice team focuses on when working with employer clients.

What SOC Code Mistakes Lead to Visa Refusals?

The SOC code assigned on the CoS must accurately reflect the actual duties of the role. We cannot stress this enough – this is not a case of choosing the code that best serves your salary argument. The Home Office and its compliance teams will look at job descriptions, contracts, interview notes, and in-person visit observations to verify the code matches the reality of the job.

In our experience handling employer compliance cases, two patterns recur most frequently. First, employers select a higher-skilled SOC code to avoid salary threshold issues, when the actual duties sit at a lower code. Second, employers using an outdated SOC 2010 code when the system moved to SOC 2020 in April 2024. The latter is an easily avoidable error that nonetheless triggers compliance action.

What Records Must Employers Keep?

Under Appendix D of the Sponsor Guidance, sponsors must retain, for each sponsored worker:

• A copy of the job description and employment contract
  
• Recruitment records (how the vacancy was advertised, interview notes, offer letter)
  
• Evidence that the role’s duties match the SOC 2020 code listed on the CoS
  
• A dated PDF or screenshot of the ISL/TSL GOV.UK page at the time of CoS assignment – this is particularly important given that roles can be removed without notice
  
• Right to work verification records
  

These records must be accessible for inspection at any time during the sponsorship and for at least one year after it ends. Given that TSL occupations can be removed from the list without warning, the dated screenshot is your protection if a compliance officer queries the validity of a past assignment.

What About CQC Registration for Care Roles?

For SOC codes 6135 and 6136 (care workers and senior care workers), employers with working locations in England must hold Care Quality Commission (CQC) registration for the relevant regulated activity. This is an additional requirement beyond the standard sponsor licence. Private households and individuals (other than sole traders running a genuine business) cannot sponsor Skilled Worker applicants for these roles.

From Our Practice: What We’ve Seen in ISL Applications

There are things you learn from handling applications that you simply cannot pick up from reading policy documents. Here are observations from our team’s direct experience.

The biggest single issue in ISL applications is the salary calculation error described above – specifically, employers applying for the ISL general threshold discount without checking whether the occupation going rate is higher. We’ve seen applications refused at the CoS stage because an employer paid £33,400 for a role whose going rate was £35,100. The applicant had already handed in their notice.

A second issue – less common but with more serious consequences – is employers relying on a role’s ISL eligibility that was correct when the CoS was prepared but had changed by the time the application was submitted. The ISL is a live document. If the Home Office updates between your CoS being assigned and your visa application being decided, the position at the time of CoS assignment is what matters – but only if you have the dated evidence to prove it.

Third: the transitional protections for workers sponsored before certain dates are genuinely complex. Whether someone benefits from lower transitional thresholds depends on when their first CoS was assigned, which route they were on, and whether they have changed employment. Our advisers must work through this carefully for every client – it is not a one-size-fits-all rule.

If you are applying independently without regulated advice, be aware that these are the areas where well-intentioned, careful people make mistakes that lead to refusals and, in some cases, sponsor licence compliance action.

Benefits of the Immigration Salary List for Employers and Skilled Workers

Despite all the complexity, the ISL still provides genuine benefits for both sides of the sponsorship relationship.

For employers, the ISL offers access to international talent in genuinely shortage-affected occupations at lower salary thresholds – which can be a real differentiator in sectors like construction and creative industries, where going rates vary significantly by region. The visa fee discount is a tangible financial saving, particularly for businesses sponsoring multiple workers.

For workers, ISL status means a clearer route to visa approval in roles where domestic supply genuinely falls short. And critically – unlike TSL roles – ISL positions at RQF 6+ allow sponsored workers to bring dependant family members, access NHS services, and work toward settlement (ILR) after five continuous years.

The key benefits briefly:

• Reduced general salary threshold – lower floor compared to standard Skilled Worker
  
• Visa fee savings – £168 saving for sub-3-year applications; £336 for longer stays
  
• Path to settlement – eligible for ILR after 5 years continuous residence (RQF 6 roles)
  
• Dependants allowed – spouse/partner and children can join (RQF 6 ISL roles)
  
• Dependants’ work rights – family members can work without restriction
  
• Healthcare access – IHS covers NHS use throughout the visa period
  

The benefit picture for TSL roles is narrower. No salary discount. No dependants. No fee savings. What TSL provides is access – the ability to sponsor roles that would otherwise be ineligible under the current RQF 6 standard.

Conclusion

The UK’s work visa system has never been more layered, and the convergence of the ISL expiry, TSL introduction, salary threshold increases, and the B2 English language change in a single twelve-month period is genuinely challenging to manage without expert support.

At West End Consultants UK Ltd – regulated by the IAA at the highest level (Registration No. F200700162) – we specialise in helping both employers and individual applicants work through exactly this kind of complexity. Our team has handled Skilled Worker applications across every sector represented on the ISL and TSL, and we understand how the rules apply in practice, not just on paper.

Take the next step. Call +44 (0) 203 3437701, email info@westendconsultants.co.uk, or book a consultation with our IAA-regulated advisers. We offer both in-person consultations at our Harrow, London office and remote appointments for clients across the UK and internationally.

Frequently Asked Question

Q1: Is the UK Shortage Occupation List still in use in 2026?

No. The Shortage Occupation List was formally abolished on 4 April 2024. It was replaced by the Immigration Salary List (ISL). A separate Temporary Shortage List (TSL) was introduced in July 2025 for mid-skilled (RQF 3-5) roles. Neither list operates under the old SOL rules.

Q2: What is the difference between the Immigration Salary List and the Temporary Shortage List?

The ISL covers RQF Level 6+ roles and offers a reduced general salary threshold (£33,400). The TSL covers RQF 3-5 roles at full standard salaries (£41,700), with no salary discount, no dependants, and no visa fee reductions. Both expire on 31 December 2026.

Q3: What is the minimum salary for an ISL role in 2026?

For RQF 6+ ISL roles, the minimum general threshold is £33,400 per year (from 22 July 2025). However, if the going rate for your specific SOC code is higher, you must pay the going rate. The “whichever is higher” rule always applies.

Q4: Can sponsored workers on ISL roles bring their family to the UK?

Workers sponsored in ISL roles at RQF Level 6 can bring dependant family members, who may work without restriction. Workers on TSL roles at RQF 3-5 generally cannot bring dependants, with only narrow exceptions.

Q5: What happens to ISL and TSL roles after December 2026?

All current ISL and TSL entries expire on 31 December 2026 (care worker roles 6135/6136 extend to July 2028). A new framework will follow, based on the MAC’s Stage 2 TSL recommendations due in July 2026. Employers should monitor MAC and Home Office updates closely.

Q6: What is the new English language requirement for Skilled Worker visa applicants?

From 8 January 2026, first-time Skilled Worker applicants must demonstrate B2-level English (CEFR). Previously, B1 was sufficient. Accepted tests include IELTS, PTE Academic, Cambridge, and LanguageCert.

Q7: How do I find the correct SOC code for my role?

SOC codes are assigned based on the actual duties of the role, not the job title. Use the ONS SOC 2020 Structure and Index and the Home Office’s Appendix Skilled Occupations as your primary references. Assign the code that most accurately reflects what the worker will actually do day-to-day. If in doubt, seek regulated immigration advice – incorrect SOC codes are one of the leading causes of Skilled Worker visa refusals.

Q8: Do visa fees change if the role is on the Immigration Salary List?

Yes. ISL roles benefit from a reduced application fee: £551 for stays up to 3 years and £1,084 for stays over 3 years (versus £719 and £1,420 for standard Skilled Worker roles). The Immigration Health Surcharge of £1,035 per year applies to both ISL and non-ISL applications.

Read More:

• Immigration Salary List UK 2026: All You Need to Know
• UK Skilled Worker Visa: A Complete Guide
• Can You Change Employer on a Skilled Worker Visa in the UK? Step-by-Step Guide (2026)