Understanding the Shortage Occupation List, Immigration Salary List and Temporary Shortage List 

UK immigration has always been in flux, but few areas illustrate this better than the government’s approach to roles in shortage. From the introduction of the Shortage Occupation List in 2008, to the short-lived Immigration Salary List and now the freshly introduced Temporary Shortage List, each policy shift reflects changing political priorities, labour market pressures and broader economic strategies. 

This article traces the journey of these lists, explains why they were created and explores what they mean for employers, workers and practitioners trying to understand a system that seems to change with the seasons. 

Introduced in 2008, the Shortage Occupation List was designed to plug skills gaps in the UK labour market. At the time, the UK remained a member of the European Union, meaning EU nationals enjoyed free movement rights and did not require sponsorship.  

Being on the list conferred significant benefits: 

• No Resident Labour Market Test (a burdensome process abolished in 2021). 

• Employers could pay below the general salary threshold. 

• Visa applicants benefitted from lower application fees. 

• Applications were fast-tracked without paying extra for priority processing. 

However, what was presented as an advantage for employers increasingly emerged as a disadvantage for workers. Migrants were often paid below the market rate, exposed to poor working conditions and at greater risk of exploitation. The Migration Advisory Committee (MAC) repeatedly stressed that the list should be a temporary measure, not a long-term fix, yet its persistence risked embedding structural dependency in low-wage sectors. 

By 2022, with net migration figures soaring, the government commissioned the MAC’s most extensive review yet. In 2023, the MAC concluded that the list should either be abolished or heavily reformed, citing the inherent risk of exploitation as its central flaw. Reform options included reducing the list, scrapping salary discounts and renaming it to reflect its true purpose: not addressing skills shortages, but offering a salary discount mechanism. 

In December 2023, the Home Secretary announced a five-point plan to reduce net migration. Central to this was abolishing the 20% salary discount and reforming the shortage route. 

The MAC’s rapid review recommended just 21 occupation codes, down from 30% of all eligible roles under the old regime to a mere 8%. The list was immediately criticised for lacking clarity of purpose. With the going rate discount scrapped and salary thresholds raised to £38,700, the list provided very limited practical utility. 

Barely a year later, in July 2025, the Immigration Salary List was abolished altogether, making way for a new model that sought to tie migration more explicitly to industrial policy. 

The Temporary Shortage List, introduced on 22 July 2025, marked a significant shift. Rather than functioning as a broad salary-relief tool, it became tightly linked to the Modern Industrial Strategy. The new approach focuses on long-term shortages in strategically important sectors, aligning migration policy with workforce planning and domestic training priorities. 

The Labour Market Evidence Group comprising the MAC, Skills England, devolved bodies and the Department for Work and Pensions, now oversees the process of identifying and managing shortage roles. Employers recruiting via this list are expected to commit to domestic workforce development, underlining its “temporary” character. 

• Eligibility: Only RQF Level 3–5 roles (A-level equivalent) where shortages are long-term. 

• Salary Threshold: Increased to £41,700 for most skilled workers. 

• Restrictions: Workers sponsored via the list cannot bring dependants. 

• Carers Route: The entry-clearance route for carers and senior carers has been closed. 

• Transitional Provisions: Two sets of arrangements exist for workers sponsored before April 2024 and between April 2024 and July 2025. 

The MAC has been tasked with reviewing the Temporary Shortage List in two stages, with the second stage promising wider consultation. Crucially, Crucially, Spring 2026 is set for the introduction of sector workforce strategies, ensuring that immigration policy complements domestic training rather than substituting for it. 

The new system places a greater burden on employers to demonstrate commitment to developing the domestic workforce. Sponsorship remains possible, but it is no longer a shortcut to cheap labour. Strategic workforce planning and sectoral engagement will become essential. 

For migrant workers, the benefits have narrowed considerably. Routes are fewer, thresholds higher and rights more restricted. The inability to bring dependants under the Temporary Shortage List significantly diminishes its attractiveness compared with earlier schemes. 

For immigration lawyers and HR professionals, the challenge is keeping pace with rapid and substantial reforms. The lists have shifted from being practical tools to increasingly symbolic instruments of broader political messaging on migration. 

From 2008’s Shortage Occupation List to 2025’s Temporary Shortage List, the UK’s shortage roles framework has undergone a dramatic transformation. What began as a means of easing employer shortages has now been retooled as an instrument of industrial strategy, with a heavy emphasis on temporariness and domestic workforce development. 

Whether the Temporary Shortage List will succeed in balancing labour market needs with political priorities remains to be seen. What is clear, however, is that immigration policy in this space has entered a new era, one that will require adaptability, vigilance and careful understanding from all involved. 

With over 20 years of experience and a commitment to excellence, Morgan Smith Immigration is your trusted partner for all your immigration needs. Contact us today to learn more about how we can assist you with UK Visa Applications. For any enquiries or assistance, call us at 0203 959 3335 or email [email protected].