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Immigration Salary List UK: Thresholds & Eligibility
12 min read
Immigration Salary List UK: Thresholds, Eligibility and Transition
By SkilledJobs Editorial · Published 21 August 2026 · Last verified
The Immigration Salary L what happens after the ISL expires in 2027ist (ISL) is a government-designated roster of occupations that qualify for reduced salary thresholds and other concessions under the UK's Skilled Worker visa route. Originally introduced in April 2024 to replace the Shortage Occupation List, the ISL is itself undergoing transition: the government has announced plans to replace it with a new Temporary Shortage List (TSL) by the end of 2026, coinciding with an increase in the minimum skill level for Skilled Worker sponsorship. skilled worker visa 2027 salary thresholds post isl expirytemporary shortage occupation list ukuk immigration salary list
This guide explains how the Immigration Salary List works, which occupations qualify, the current salary thresholds, and what employers and workers need to know before the ISL is phased out.
What Is the Immigration Salary List?
The Immigration Salary List is an official register of job codes where employers may sponsor workers at lower salary levels than the standard Skilled Worker threshold. The ISL was created to address recruitment difficulties in specific sectors where the UK faces genuine labour shortages.
Occupations on the ISL benefit from:
A reduced minimum salary threshold of £33,400 per year rather than the standard £41,700
Lower visa application fees for sponsored workers
Transitional access for occupations at RQF 3–5 skill levels, which will otherwise be ineligible for Skilled Worker sponsorship once the minimum skill threshold rises to RQF 6
The ISL was established in response to a 2024 government policy shift that raised the general Skilled Worker salary floor from £26,200 to £38,700, and subsequently to £41,700 from 22 July 2025. The government commissioned the Migration Advisory Committee (MAC) to identify which roles should remain accessible at lower thresholds during this period of adjustment.
The going rate for the job (the median full-time salary for that SOC 2020 occupation code, as published in the Codes of Practice for Skilled Work)
This threshold took effect on 22 July 2025, rising from the previous minimum of £38,700 that had been in place since April 2024. The increase reflects the government's policy of aligning immigration salary floors with the median wage for skilled jobs.
All Skilled Worker roles must be at RQF Level 6 or above (equivalent to bachelor's degree level) to qualify for sponsorship under the general route.
Immigration Salary List Threshold
For occupations listed on the ISL, the reduced minimum is:
100% of the applicable going rate for the specific SOC code
Initially, the ISL offered a discount on the going rate itself, allowing employers to pay 80% of the occupation's median salary. This discount was removed following the MAC's rapid review in 2024. ISL occupations now require full payment of the going rate, but benefit from the lower £33,400 general threshold and reduced visa fees.
Because many ISL roles sit at RQF 3, 4, or 5, the primary advantage of ISL designation is transitional access: these jobs can still be sponsored even though they fall below the RQF 6 threshold that applies to all other Skilled Worker vacancies.
The Regulated Qualifications Framework (RQF) classifies occupations by skill level. Each SOC 2020 code is mapped to an RQF band:
RQF 6+: Bachelor's degree level and above
RQF 3–5: A-level, vocational qualifications, and higher technical skills
RQF 1–2: GCSE-level and foundational skills
From April 2024, the government raised the minimum skill level for Skilled Worker sponsorship from RQF 3 to RQF 6. This change means that most jobs requiring A-levels or vocational qualifications are no longer eligible for Skilled Worker visas—unless they appear on the Immigration Salary List or Temporary Shortage List.
Construction trades supervisors and skilled trades (various codes)
Laboratory technicians (SOC 3111)
Rail and rolling stock workers (SOC 8212, 8213)
Engineering technicians and related roles (RQF 3–5)
Each occupation on the ISL is listed with its four-digit SOC 2020 code and corresponding RQF level. Employers must ensure that the role they are sponsoring matches both the job duties and the skill level for the relevant SOC code.
Health and Care Worker Visa
Migrants entering the UK through the Health and Care Worker visa route are not subject to the standard Skilled Worker salary thresholds. This separate route allows continued recruitment of healthcare workers for the NHS and registered care providers, even where the role would otherwise require the £38,700 or £41,700 threshold applied to Skilled Worker applicants.
The Health and Care Worker visa has its own eligibility and salary rules, distinct from the ISL framework.
Transition to the Temporary Shortage List
The government's Immigration White Paper announced the replacement of the ISL with a new Temporary Shortage List. The TSL is intended to provide time-limited access to the immigration system for RQF 3–5 occupations where long-term shortages have been identified and which have been deemed crucial to UK Industrial Strategy or building critical infrastructure.
Targeted shortage relief linked to Industrial Strategy
Going rate discount
None (removed 2024)
Under review
The TSL will focus on RQF 3–5 occupations where persistent labour shortages align with government infrastructure or economic priorities. Occupations at RQF 6 and above that currently appear on the ISL will be expected to meet the standard Skilled Worker criteria once the ISL expires.
The Migration Advisory Committee is conducting a staged review of which occupations should be included on the TSL. A final report is expected in July 2026, ahead of the ISL sunset date.
What Happens After 31 December 2026?
After the ISL expiry date, employers will no longer be able to sponsor new workers in ISL-designated roles unless those occupations are carried forward onto the TSL or meet the general Skilled Worker requirements (RQF 6+, £41,700 minimum, full going rate).
Workers already in the UK on a Skilled Worker visa granted under ISL provisions will not be affected mid-visa. However, extensions and settlement applications will need to comply with the rules in force at the time of the new application.
Adult Social Care roles have a longer transition window, with ISL access extended to 22 July 2028, recognising the sector's acute and sustained recruitment challenges.
How Salary Is Calculated for ISL Roles
Annual Salary and Going Rates
To qualify for sponsorship, a worker's salary must meet or exceed both:
The relevant minimum threshold (£41,700 for general roles, £33,400 for ISL or New Entrants)
The going rate published in the applicable Code of Practice for the SOC 2020 occupation code
Going rates are expressed as annual salaries for a 37.5-hour working week. If the role involves a different number of hours, the salary must be pro-rated and must still meet the minimum threshold.
Example: A laboratory technician (SOC 3111, RQF 3) on the ISL has a published going rate of £24,000 per year for 37.5 hours per week. The employer offers 30 hours per week.
Check the SOC code: Identify the correct four-digit SOC 2020 code for the role and confirm whether it appears on the Immigration Salary List appendix.
Verify RQF level: If the occupation is below RQF 6, confirm it is on the ISL; otherwise it cannot be sponsored under the Skilled Worker route.
Calculate salary: Ensure the offered salary meets the higher of the applicable threshold (£33,400 for ISL roles) and 100% of the going rate, adjusted pro-rata for part-time hours.
Assign a Certificate of Sponsorship (CoS): The CoS must state the correct SOC code, salary, working hours, and whether ISL or New Entrant concessions apply.
Monitor expiry dates: Be aware that ISL occupations (except Adult Social Care until 22 July 2028) will expire on 31 December 2026. Plan recruitment and succession accordingly.
For Workers
Confirm your job is on the ISL: Ask your sponsor for the SOC code and cross-reference it with the official ISL appendix.
Check salary compliance: Your contract must state a salary that meets both the minimum threshold and the going rate. Use the pro-rata calculation if you work fewer than 37.5 hours per week.
Understand visa fees: ISL roles attract lower visa application fees. Confirm with your sponsor which fee band applies.
Plan for extensions and settlement: If your occupation will fall off the ISL before you apply for indefinite leave to remain, you may need to switch to a role at RQF 6+ or meet the standard salary threshold. Seek advice well in advance of your visa expiry.
Common Questions About the Immigration Salary List
Can I switch to an ISL role from another visa?
Yes, provided you meet the general Skilled Worker eligibility criteria (sponsorship, skill level, salary threshold, English language, and maintenance funds). Switching from a Student visa may qualify you as a New Entrant, which also offers a £33,400 threshold.
Do I need a Labour Market Test?
No. The requirement for employers to advertise roles domestically (the Resident Labour Market Test) was abolished in 2021 for all Skilled Worker applications, including ISL occupations.
What if my occupation is removed from the ISL mid-visa?
Your existing visa remains valid until its expiry date. However, if you apply to extend or switch sponsor, you will need to meet the requirements in force at that time. If the role is no longer on the ISL and is below RQF 6, it will not be sponsorable unless it appears on the TSL.
Are dependants allowed?
Yes. Skilled Worker visa holders—including those sponsored in ISL roles—may bring dependants (spouse, partner, children under 18) to the UK, subject to meeting financial and relationship requirements.
At the same time, the skill threshold rose from RQF 3 to RQF 6, removing access to Skilled Worker sponsorship for most vocational and technical jobs. The ISL was created to cushion this transition, giving employers time to invest in domestic training and recruitment while maintaining limited access to overseas workers in shortage occupations.
Employers in sectors heavily reliant on ISL occupations—particularly social care, construction, and engineering—should prepare for tighter sponsorship rules from 2027 onwards and explore alternatives such as apprenticeships, domestic recruitment campaigns, and retention strategies.
