Immigration Salary List closure confirmed: what employers need to do before 31 December 2026

The UK Government has confirmed that the Immigration Salary List (ISL) will close on 31 December 2026, marking a significant change to the UK’s sponsorship system. While transitional protections will provide reassurance for some sponsored workers, employers should begin assessing the impact on their sponsored workforce and future recruitment plans. The first step is understanding which workers and sectors are most likely to be affected.

Who will be affected?

The changes will primarily affect sponsored workers in RQF Level 3-5 occupations currently reliant on the ISL, including:

Healthcare support workers
Pharmaceutical technicians
Laboratory technicians
Engineering and technical support occupations
Other medium-skilled roles currently benefiting from ISL eligibility

Sectors most likely to be impacted include healthcare, life sciences, manufacturing, engineering, logistics and technical services.

The critical date: 22 July 2025

The key factor is when the worker’s Certificate of Sponsorship (CoS) was assigned, not when their visa application was submitted or granted.

Workers first sponsored in affected RQF 3-5 roles before 22 July 2025 will continue to benefit from transitional arrangements and will remain eligible for visa extensions, changes of employment and settlement applications.

However, workers first sponsored on or after 22 July 2025 will no longer be able to extend their visa or change employer in those roles after 31 December 2026. To remain sponsored, they may need to move into a role at RQF Level 6 or above.

No new sponsorship after the closure

The Home Office has confirmed that employers will no longer be able to assign new Certificates of Sponsorship for roles reliant on ISL eligibility after 31 December 2026, although applications can still be submitted after that date where a valid CoS was assigned before the closure.

Temporary Shortage List to replace the ISL

The ISL will be replaced by a Temporary Shortage List (TSL), which is expected to contain a smaller number of strategically important shortage occupations with time-limited access to sponsorship.

What should employers do now?

Employers should not wait until December 2026 to assess the impact. Now is the time to review your workforce, identify any at-risk employees and develop a proactive sponsorship strategy to ensure business continuity and continued access to the talent your organisation needs.

Key actions include:

Audit your sponsored workforce and identify employees in affected RQF 3-5 occupations.
Review CoS assignment dates to determine which employees are protected by transitional arrangements and which may be affected by the closure.
Assess future recruitment plans and identify any roles that currently rely on ISL eligibility.
Consider workforce planning and progression pathways, including whether affected employees could move into RQF Level 6 roles.
Act early on sponsorship and recruitment decisions, including assigning Certificates of Sponsorship where appropriate before the changes take effect.
Monitor developments relating to the Temporary Shortage List and wider immigration reforms, including potential changes to settlement requirements.

If your organisation sponsors workers or is considering overseas recruitment, our Immigration team can help you assess the impact of these changes and develop a plan ahead of the 31 December 2026 deadline.