23 October 2026 • Employer and Worker Update

Key point
Most Immigration Salary List (ISL) entries and the Temporary Shortage List (TSL) are due to close to new sponsorship relying on those lists after 30 December 2026. Existing visas are not automatically cancelled.

What is changing?

The ISL offers salary concessions for certain occupations; the TSL temporarily allows sponsorship of specified roles but does not itself provide a salary discount. For affected roles, a Certificate of Sponsorship (CoS) must be assigned by 30 December 2026. A visa application may be made later using that CoS, normally within three months, if all other requirements are met.

Who is most affected?

Workers granted Skilled Worker permission under the rules before 22 July 2025, who have maintained continuous permission, may benefit from transitional rules allowing extensions or changes of sponsor in eligible medium-skilled roles.

Workers entering the route under the rules from 22 July 2025 in affected below-degree-level occupations may be unable to extend or change sponsors in the same occupation after its ISL/TSL eligibility ends, unless another provision applies.

Pharmacy workers: occupation code 3212

Pharmaceutical technicians (SOC 3212) are listed on the ISL with a removal date of 31 December 2026. Pharmacy sponsors should check each worker’s first Skilled Worker grant, continuous permission, CoS timing and future visa expiry.

What about ILR?

Removal from the lists does not automatically remove an existing worker’s route to indefinite leave to remain (ILR). Current Skilled Worker settlement rules generally require five years’ qualifying residence, together with salary, sponsorship and other requirements. However, workers unable to extend before reaching five years may face difficulties. Future rule changes could also affect eligibility.

Are there exceptions?

Care workers (SOC 6135) and senior care workers (SOC 6136) have separate restricted arrangements, including some in-country applications up to 22 July 2028. This is not an open route for new overseas recruitment.

What should employers do now?

Review occupation codes, CoS assignment dates, existing workers’ immigration histories and visa expiry dates. Check salary and going-rate requirements, identify affected staff, and obtain regulated immigration advice before taking action.

Need advice?
Immigration Wise Ltd can assist sponsors and workers with eligibility reviews, CoS planning, extensions and settlement applications.

Official guidance:
Appendix Skilled Worker | Immigration Salary List | Sponsor guidance

Disclaimer: General information based on rules as at 23 October 2026; not individual legal or immigration advice. Check the rules applicable when applying.