Final report proposal on Temporary Shortage List – what employers should know

On 23 July 2026, the Migration Advisory Committee (MAC) published its Stage 2 Final Report on the Temporary Shortage List (TSL), setting out which medium-skilled occupations it recommends should receive temporary access to the Skilled Worker route in the UK. The recommendations are not yet in force, but they provide an indication of the future direction of UK immigration policy. Employers who rely on overseas recruitment should therefore review the recommendations carefully.

What is the Temporary Shortage List?

The TSL was introduced in July 2025 by the UK Government as a replacement for previous shortage occupation arrangements for certain Regulated Qualifications Framework (RQF) Level 3-5 occupations (i.e. medium-skilled/sub-degree level roles).

The occupations included on the TSL are intended to be temporary rather than permanent. It is emphasised that the TSL should only provide short-term access to overseas workers, given that the relevant occupation is experiencing a genuine labour shortage and is important to the delivery of the UK’s Industrial Strategy or critical infrastructure. To qualify for the TSL, these occupations need to have credible workforce strategies (‘Job Plans’) for the MAC to review, which set out how their sectors intend to increase training, recruitment and make greater use of the domestic workforce.

The report published by the MAC makes clear that immigration can complement investment in the domestic workforce and reflected the government’s aim of aligning migration and domestic skills policies. The recently published report, which provides recommendations on which occupations can be added to the TSL and which should be removed, is the result of the second stage of the MAC’s review of the TSL. The next full review of the TSL is expected to take place in three years.

What has the MAC recommended?

The Stage 2 Report assessed 82 occupations that progressed from Stage 1 using four principal tests, including labour shortages, workforce planning, exploitation risks and whether temporary immigration is the appropriate solution. A total of 36 out of the 82 occupations did not submit Job Plans for review and they were not therefore considered in the Stage 2 report, bringing the total number of occupations down to 46. Having completed their assessment, the MAC has now recommended that 28 out of the 46 occupations receive access to the TSL for 18 months. It is noted that 20 of these occupations are already on the current interim list and the remaining 8 are new additions. These 28 occupations are as below:

3112 Electrical and electronics technicians;
3113 Engineering technicians;
5211 Sheet metal workers;
5221 Metal machining setters and setter-operators;
5223 Metal working production and maintenance fitters;
5213 Welding trades;
5235 Boat and ship builders and repairers;
3116 Planning, process and production technicians;
5212 Metal plate workers, smiths, moulders and related occupations;
5249 Electrical and electronic trades not elsewhere classified – Overhead Line Workers only;
3133 Database administrators and web content technicians;
3544 Data analysts;
5242 Telecoms and related network installers and repairers;
3114 Building and civil engineering technicians;
3512 Ship and hovercraft officers;
5214 Pipe fitters;
5241 Electricians and electrical fitters;
5313 Bricklayers;
5314 Roofers, roof tilers and slaters;
5315 Plumbers and heating and ventilating installers and repairers;
5316 Carpenters and joiners;
5319 Construction and building trades not elsewhere classified – building envelope specialists, curtain wall installers;
5321 Plasterers;
5322 Floorers and wall tilers;
5323 Painters and decorators;
5330 Construction and building trades supervisors;
8113 Chemical and related process operatives; and
3120 CAD, drawing and architectural technicians.

The MAC recommended that the remaining 18 occupations did not receive TSL access, based on reasons such as failing the shortage test, failing the appropriate access test or failing the Jobs Plan test (where the action plans submitted were not credible nor targeted).

Two of the 18 occupations, namely ‘Dancers and Choreographers’ and ‘Musicians’, were recommended for separate treatment. The MAC also recommended that certain job titles under these occupations be added to the Skilled Worker route rather than being placed on the TSL, as it considered that employers were seeking to hire highly skilled individuals not because of a short-term shortage, but rather as a long-term strategy of attracting exceptionally talented individuals from across the world.

Employers should also note that the MAC’s Stage 2 report stated that none of the occupations reviewed had demonstrated a sufficiently strong case to be granted the normal three-year TSL access, and that therefore all the recommended occupations would only be eligible for access to the TSL for 18-months (i.e. from January 2027 to June 2028). This would also allow time for sectors to strengthen their workforce planning before the next review.

What does the report mean for employers?

The UK Government has not yet confirmed whether the recommendations made in the MAC’s report will be accepted. For employers, however, the report reflects the reality that overseas recruitment is being viewed as a temporary measure rather than a long-term workforce strategy. Businesses that need to sponsor Skilled Workers should therefore consider carefully whether any of their sponsored roles could be affected by any amended recommendations the MAC may make in the future. There is a clear risk to business continuity and development in a scenario where a company builds its workforce and future recruitment plans in reliance on occupations that may be denied TSL access.

UK employers should additionally prepare themselves for potential changes by actively reviewing succession planning for key roles and assessing future recruitment needs based on the evolving immigration framework. It is also important to monitor for any forthcoming Home Office announcements as to the implementation of the MAC’s recommendations. This type of early planning can help minimise disruption and instability should further changes be made by the Home Office in implementing any of the recommendations.

It is clear from the report that Job Plans form a key part of the MAC’s assessment, which illustrates the importance of workplace planning. The MAC emphasises that sectors seeking continued access to overseas workers should demonstrate that they have credible plans in place to improve domestic recruitment going forward. This signals that future immigration policy is likely to put a greater focus on evidence that businesses are investing in the UK domestic labour market alongside recruiting internationally. Occupations that have poorly developed or insufficiently targeted workforce strategies were less likely to be recommended for inclusion on the TSL, even where they may experience recruitment challenges or meet other assessment criteria.

Frequently Asked Questions

Have changes to the TSL been implemented?

No. The MAC’s report contains recommendations to the Government. This means that changes to the TSL and the Immigration Rules will only take effect if the Government decides to implement them, and if so, this will occur from January 2027 after the current interim TSL expires.

Will employers still be able to sponsor overseas workers?

Many employers will still be able to sponsor international workers, but the eligibility will depend on the Immigration Rules in force and whether the relevant occupation qualifies for sponsorship under the applicable route.

Should employers review their recruitment strategy now?

Yes. Employers and sponsors who rely on overseas recruitment should assess how future immigration reforms may affect their sectors and workforce planning. They may need to restructure their recruitment pipeline in the future should changes occur.

Conclusion

The MAC report provides an important indication as to the Government’s potential future approach to overseas recruitment. UK employers should monitor developments closely and engage in early planning to ensure that they remain prepared for future changes and keep their sponsorship strategy flexible to minimise risks.

How Gherson can assist

Gherson’s Immigration Team are highly experienced in advising on all UK visa and immigration matters. If you have any questions arising from this blog, please do not hesitate to contact us for advice, send us an e-mail, or, alternatively, follow us on X, Facebook, Instagram, or LinkedIn to stay-up-to-date.

The information in this blog is for general information purposes only and does not purport to be comprehensive or to provide legal advice. Whilst every effort is made to ensure the information and law is current as of the date of publication it should be stressed that, due to the passage of time, this does not necessarily reflect the present legal position. Gherson accepts no responsibility for loss which may arise from accessing or reliance on information contained in this blog. For formal advice on the current law please do not hesitate to contact Gherson. Legal advice is only provided pursuant to a written agreement, identified as such, and signed by the client and by or on behalf of Gherson.

©Gherson 2026