On 23 July 2026, the Migration Advisory Committee (MAC), the independent body that advises the government on immigration and the labour market, published its long-awaited Stage 2 report on the new Temporary Shortage List (TSL). This report sets out which jobs will be granted temporary access to the UK’s sponsored work visa system, and which won’t.

If you’re an employer wondering whether you’ll still be able to sponsor a bricklayer, a welder, or a data analyst from overseas and if you are an international applicant in a qualifying trade researching your visa options, this article explains the essentials clearly.

What is the TSL, and why does it exist?

Until recently, many “mid-skilled” jobs, roughly equivalent to A-level, could qualify for a Skilled Worker visa. In May 2025, the government published its Immigration White Paper, “Restoring Control over the Immigration System”, which raised the standard to only degree-level jobs (RQF Level 6 and above) that now qualify for the standard Skilled Worker route.

To prevent critical worker shortages, the government launched the Temporary Shortage List (TSL). This time- limited list allows workers in mid- skilled roles secure sponsored visas under two strict conditions:

1. The job faces an immediate or imminent shortage.
2. The sector has a “Jobs Plan” to train British workers and reduce the outsourcing of trade.

In short: the TSL is meant to be a bridge, not a permanent fix. Therefore, access is temporary and conditional on progress. In the meantime, the current interim Temporary Shortage List remains in force until the Home Office formally updates it.

What did the MAC decide?

The MAC reviewed 82 occupations that were flagged as important to the government’s Industrial Strategy or to the UK’s critical infrastructure (including construction, energy, manufacturing, and digital industries).

Of those 82:

• 28 occupations were recommended for 18 months’ access to the TSL
• 18 occupations were recommended for no access at all
• 2 occupations (dancers and musicians) are being handled differently, recommended for the mainstream Skilled Worker route instead, but only for genuinely elite performers
• The remaining occupations either didn’t submit a “Jobs Plan” or weren’t taken forward at this stage

Notably, no occupation was considered strong enough for the full three-year access that was originally on the table. Every recommended occupation only got the shorter, 18-month window. A clear signal that the MAC wants stronger evidence and better workforce plans before longer access is granted at the next full review, expected in three years’ time.

Why only 18 months? The “Jobs Plan” catch

Under the new framework, sponsored migration is no longer meant to be a standing solution to a mid-level skills gap. In exchange for TSL access, the government department responsible for each sector had to submit a “Jobs Plan”: essentially a business case explaining how the industry intends to reduce its reliance on overseas recruitment over time, by identifying what’s actually driving the shortage and setting out realistic, occupation-specific action to fix it (better training pipelines, clearer routes into the trade, and so on).

The MAC’s verdict was that they weren’t strong enough yet to justify a three-year commitment. Many were pitched at a broad, sector-wide level rather than targeted at the specific job in question, lacked any sense of scale (how many workers the actions would actually produce), or leaned heavily on generic national skills schemes without explaining why a particular occupation would benefit.

The MAC gave sectors the benefit of the doubt precisely because this was the first time anyone had been asked to produce this kind of plan, but it made clear that leniency won’t be repeated indefinitely.

The practical effect

Eighteen-month access is a probation period, not a settled arrangement. To secure continued or extended access at the next review, sectors will need to come back with a better- evidenced plan and proof that they’ve made progress training and hiring domestic workers.

Employers who treat the next 18 months as “business as usual” for overseas recruitment risk finding the door closed when the list is next reviewed.

The 28 occupations recommended for 18-month access

If your business or your own job falls into one of the categories below, sponsored recruitment from overseas should remain possible for the next 18 months (subject to the final decision from the Home Office, which has not yet confirmed it will accept the MAC’s recommendations in full).

Engineering, manufacturing and metalwork

• Electrical and electronics technicians
• Engineering technicians
• Sheet metal workers
• Metal machining setters and setter-operators
• Metal working production and maintenance fitters
• Welding trades
• Boat and ship builders and repairers
• Planning, process and production technicians
• Metal plate workers, smiths, moulders and related occupations
• Chemical and related process operatives

Construction and building trades

• Building and civil engineering technicians
• Pipe fitters
• Electricians and electrical fitters
• Bricklayers
• Roofers, roof tilers and slaters
• Plumbers and heating/ventilating installers and repairers
• Carpenters and joiners
• Construction and building trades n.e.c. (specifically building envelope specialists and curtain wall installers)
• Plasterers
• Floorers and wall tilers
• Painters and decorators
• Construction and building trades supervisors
• CAD, drawing and architectural technicians

Energy and infrastructure

• Overhead line workers (within the “electrical and electronic trades” category)
• Ship and hovercraft officers

Digital and technology

• Database administrators and web content technicians
• Data analysts
• Telecoms and related network installers and repairers

A word of caution: the MAC has been clear that not every one of these 28 had a strong case. Some, particularly the “finishing trades” (plasterers, floorers and tilers, painters and decorators), only just scraped through, and the MAC flagged construction generally as a sector where it wants closer monitoring for signs of worker exploitation, given the high use of subcontracting and self-employment in that industry.

The 18 occupations that missed out

These occupations were considered but not recommended for TSL access, meaning unless the rules change elsewhere, they won’t have a route into sponsored work visas at RQF 3-5 level. Broadly, they fell out for one of three reasons.

Not enough evidence of a genuine shortage:

• Laboratory technicians
• Quality assurance technicians
• Business associate professionals (n.e.c.)
• Marketing associate professionals
• Sales accounts and business development managers
• Aircraft maintenance and related trades
• Skilled metal, electrical and electronic trades supervisors

Shortage evidence existed, but the sector’s workforce/training plan wasn’t convincing:

• Air-conditioning and refrigeration installers and repairers
• Managers in logistics
• Financial and accounting technicians
• Business sales executives
• Estimators, valuers and assessors
• Inspectors of standards and regulations
• Security system installers and repairers

Other reasons:

• Design occupations (n.e.c.) — too broad a category to justify blanket access
• Vehicle technicians, mechanics and electricians mostly employed outside the priority sectors the TSL is meant to support

If your role sits in this list, it’s worth speaking to an immigration adviser about alternative routes including whether your specific job title might genuinely sit at degree level (RQF 6+) and qualify for the standard Skilled Worker visa instead, or whether other visa categories might apply.

Dancers and musicians: a special case

Two performing arts occupations, dancers/choreographers and musicians, are being treated differently. Rather than joining the TSL, the MAC recommends that only the most elite performers (professional ballet or contemporary dancers, and orchestral musicians meeting the standard of internationally recognised UK companies and orchestras) be added directly to the mainstream Skilled Worker route, reflecting that these individuals are recruited for exceptional talent rather than to fill a general staffing gap.

What this means in practice

For employers:

• If your sector or role appears on the 28-occupation list, you should still be able to sponsor overseas workers once the Home Office formally confirms and implements the new TSL, but treat the 18-month window as a genuinely temporary arrangement, not a long-term recruitment strategy. Salary thresholds for TSL roles will also be affected by the MAC’s separate Review of Salary Requirements, so budget for the higher end of your pay range.
• If you’re in construction, expect closer scrutiny of your sponsorship practices, particularly around subcontracting arrangements and job titles used on visa applications.
• If your role isn’t on the list, start planning now whether that’s investing in training for domestic staff, reviewing whether the role could genuinely be re-graded at degree level, or exploring other visa options.

For prospective skilled workers:

• If your occupation is on the 28-occupation list, a sponsored route to the UK should remain open in the near term, though it’s worth confirming current details with an adviser once the Home Office publishes its formal response.
• If your occupation isn’t listed, it’s worth getting tailored advice on alternative options rather than assuming the door is permanently closed.

What happens next?

This is a recommendation, not yet a change in the law. The final decision rests with the Home Office, which will need to confirm whether it accepts the MAC’s advice and then update the Immigration Rules accordingly. We’ll be watching closely for that confirmation and will update this article and our clients as soon as it lands.

In the meantime, sectors whose occupations made the 18-month list are expected to keep improving their “Jobs Plans,” since continued (or extended) access at the next review will depend heavily on demonstrating real progress in training and recruiting UK-based workers.

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Need advice on how these changes affect your business or your own visa plans?

At Cross Border Legal Solicitors, we help employers navigate sponsor licensing and recruitment strategy, and we help individuals understand which visa routes are genuinely open to them. Get in touch with our team to discuss your situation.

This article is for general information only and does not constitute legal advice. Immigration Rules can change, and the recommendations discussed above have not yet been formally adopted by the Home Office. Please contact us directly for advice on your specific circumstances.