Immigration Salary List to be Abolished: What Employers Need to Know

The Home Office has confirmed the closure of the Immigration Salary List (ISL) on 31 December 2026.

For workers currently sponsored in RQF Level 3-5 roles that rely on inclusion on the Immigration Salary List (ISL), their ability to extend their visa or move to a new sponsored role may depend on the date they were first granted sponsorship. As a result, eligibility will not be determined solely by the occupation itself, but also by when the individual entered the Skilled Worker route.

This distinction is likely to create different outcomes for workers in the same occupation, making it essential for employers to understand which employees may benefit from transitional arrangements, and which could be subject to the new requirements. Early identification of affected individuals will be key to workforce planning, future sponsorship decisions, and maintaining business continuity.

Who will this affect?

This change is expected to have a significant impact on sponsored workers employed in roles below degree level, particularly those within RQF Level 3-5 occupations that currently rely on inclusion on the Immigration Salary List (ISL). As these occupations face increased scrutiny under the proposed reforms, employers in several key industries may encounter greater challenges when sponsoring overseas talent.

Sectors most likely to be affected include healthcare, life sciences, manufacturing, engineering, logistics and technical services, many of which have relied on the Skilled Worker route to address persistent labour shortages. Employers operating within these industries should review their workforce composition and future recruitment needs to understand the potential implications of the changes and plan accordingly.

Transitional Arrangements and Key Deadlines

Employers should be aware that transitional provisions will only apply to certain sponsored workers and will also depend on when the Certificate of Sponsorship (CoS) was assigned.

Sponsored prior 22 July 2025

Individuals who were first sponsored in affected RQF Level 3-5 occupations before 22 July 2025 will continue to benefit from transitional protection, allowing them to extend their permission, apply for settlement and remain in their sponsored roles under the existing arrangements.

Sponsored on or after 22 July 2025

Workers who were first sponsored in these occupations on or after 22 July 2025 will face greater restrictions. From 31 December 2026, they will no longer be able to extend their visa or move into a new sponsored role within these occupations.

To remain on the route, they would need to move into a role at RQF level 6 or above in any future application to extend their stay or change employer

The closure of the Immigration Salary List (ISL) on 31 December 2026 will also mark the end of new sponsorship opportunities for roles that currently depend on ISL eligibility. While visa applications may still be submitted after this date where a valid Certificate of Sponsorship (CoS) was assigned before the deadline, employers will no longer be able to sponsor new hires or facilitate in-country switches into these roles once the ISL has closed.

Immigration Salary List (ISL) to be replaced by Temporary Shortage List (TSL)

The ISL is to be replaced by the Temporary Shortage List (TSL).

Although the transitional arrangements will offer a degree of certainty for some sponsored workers, employers should not view these protections as a reason to delay preparations. Instead, organisations should take proactive steps now to evaluate how the changes could affect both their existing sponsored workforce and future recruitment strategies.

A key priority for employers will be to understand which members of their workforce may be impacted by the new rules and whether particular job roles, salary levels or sectors are more exposed to change. Conducting an early assessment can help businesses identify potential risks, workforce gaps and sponsorship challenges before they arise.

Employers should also review their future hiring plans, particularly where recruitment has traditionally relied on sponsored workers. By gaining a clear picture of the roles and sectors most likely to be affected, organisations will be better placed to adapt their workforce planning, budget for any additional costs, and minimise disruption to business operations.

Taking action now will enable employers to navigate the transition with greater confidence while ensuring continued compliance with the evolving immigration framework.