Introduction
Understanding the uk Immigration Salary List (ISL) is essential if you’re planning to work in the United Kingdom under a Skilled Worker visa. The immigration rules underwent major changes in 2025, especially around skill level requirements, salary thresholds, and how lists like the ISL and the new Temporary Shortage List (TSL) operate. This article unpacks those changes in practical terms so you can make confident decisions about your visa journey.
What the UK immigration salary list (ISL) actually is
The Immigration Salary List is an official list of occupations that the UK government recognises for giving employers and visa applicants some salary flexibility under the Skilled Worker route. It replaces the old Shortage Occupation List and now forms part of a new structure that reflects real labour shortages while maintaining strict wage standards.
The ISL is not a “shortcut”; it’s a carefully managed list that allows certain jobs to qualify even when the national baseline salary is high. Because the UK raised salary expectations in 2025, the ISL’s role became more nuanced: instead of giving generous pay discounts like before, it mainly allows occupations to qualify at a lower baseline figure while still enforcing the true market pay rate.
Why the ISL matters for skilled worker applicants
For most Skilled Worker applications, salary is a central rule. If your salary doesn’t meet the required threshold, your visa will be refused – regardless of how skilled you are or how experienced you might be. The ISL matters because it offers a pathway when salary structures in your sector don’t naturally hit the high general baseline.
Without understanding the ISL and how it intersects with current salary rules, many applicants either assume they automatically qualify or overlook important thresholds – both of which lead to refusals or delays.
Key change: the skill level requirement rises to RQF 6
One of the biggest changes in 2025 is how the UK defines skill levels for the Skilled Worker visa.
From 22 July 2025, the minimum skill requirement for new applications increased from RQF Level 3 (roughly A-level) to RQF Level 6 (graduate level). This means most jobs must now be classified at a graduate-equivalent skill level to be eligible – a shift with real consequences.
However, there are specific exceptions:
- Roles at RQF Level 3-5 can still be sponsored if they are on the ISL, or
- If they appear on the Temporary Shortage List (TSL), or
- Under transitional arrangements for extensions or job changes (when you’re already in the uk under a qualifying route).
This distinction is critical: a job title alone doesn’t determine eligibility – its official RQF level does.
The nature of the ISL and the temporary shortage list (TSL)
While the ISL replaced the old Shortage Occupation List, the immigration landscape now includes a second list: the Temporary Shortage List (TSL). Both lists serve similar goals – to address labour market shortages – but with important differences.
The immigration salary list (ISL)
The ISL covers mostly higher-skilled roles and allows employers to recruit from overseas at a lower salary threshold than the general national baseline, provided the role still meets the true market going rate.
The temporary shortage list (TSL)
The TSL is newer and separate. It mainly includes RQF 3-5 roles that the government recognises as facing temporary shortages. The TSL is designed to be time-limited, planned to operate until the end of 2026, after which many of its roles may be removed unless renewed.
Although the ISL has a longer-term role, both lists are part of how the uk manages migration and labour needs. Knowing which list applies to your occupation is essential.
How the ISL interacts with salary thresholds in 2025
Salary rules changed significantly in 2025 to reflect wage growth and immigration goals. Today, for most Skilled Worker applications:
- The general salary threshold is £41,700 per year.
- For occupations on the ISL, a reduced baseline of £33,400
- But here’s the key nuance: even for ISL roles, the applicant still must be paid the full (100%) going rate for the occupation.
That means the supposed “discount” doesn’t reduce the actual market rate you must pay. It simply lowers the baseline requirement that the going rate is compared against. In most cases, if the true going rate is higher than £33,400, the full going rate applies.
This is a departure from the old Shortage Occupation List, which once allowed pay at 80% of the going rate. Today’s system maintains stronger wage protection while still allowing flexibility via the ISL.
Understanding the going rate and salary floors
Two salary concepts often confuse people: the going rate and the salary floor.
- Going rate refers to the typical national salary for a given occupation. It reflects real wage data and varies depending on the job’s SOC code.
- Salary floor is the absolute minimum cash salary that the Home Office will accept to qualify for a Skilled Worker visa, which for an ISL occupation is currently £33,400.
Even with the ISL discount, you must still pay the higher of the going rate or the ISL floor. This ensures that wages match market expectations and that employers recruit responsibly.
Health and care roles: how they differ
Health and care occupations have a different salary structure under the Health and Care Visa. Instead of following the general Skilled Worker salary rules, many of these roles use national pay scales or healthcare-specific thresholds that can be significantly lower than the general baseline.
For example, some care worker roles may qualify at salary levels around £25,000, and nursing positions follow the NHS Agenda for Change bands. These distinctive rules reflect public sector pay norms and acknowledge the severe workforce shortages in social care and healthcare services.
Understanding this separation is crucial because it means health and care workers may benefit from a completely different salary framework even if their occupation also appears on the ISL.
Common mistakes employers and applicants make
Many errors arise simply from misunderstanding how current rules operate:
- Incorrectly assuming all skilled jobs still qualify at RQF Level 3.
- Treating the ISL as a shortcut to pay less than the going rate.
- Using outdated salary tables or thresholds.
- Misclassifying the SOC code for a role, which often leads to refusals.
- Failing to align payroll, offers, and certificate of sponsorship figures.
Attention to detail is vital. Even minor discrepancies can lead to rejected applications or compliance issues for sponsors.
Practical guidance for sponsors and workers
To navigate the immigration salary landscape effectively:
- Always check the latest version of the ISL and TSL before issuing certificates of sponsorship.
- Confirm the correct SOC code by matching actual job duties precisely.
- Verify that your salary offer fulfills both the applicable floor and the going rate.
- Keep HR, payroll, and job descriptions aligned to avoid inconsistencies during audits or Home Office checks.
Planning ahead and reviewing the rules before starting the application process can save time, expense, and stress later.
How the ISL affects different job sectors
The impact of the ISL varies across sectors.
- Engineering and technical industries often benefit because many of their roles still meet graduate-level skill thresholds and appear on the list.
- Digital and IT roles sometimes meet general thresholds without needing ISL support but can still use the list if they help with tradable points.
- Care and healthcare jobs follow separate pay structures altogether.
- Education and public sector roles may struggle with rigid pay scales that don’t align with immigration thresholds.
This mixed impact shows that the ISL isn’t a one-size-fits-all tool – its value depends on your specific job and sector.
Future trends and likely changes
Looking ahead, the uk immigration system is likely to remain dynamic. The TSL is set to expire at the end of 2026 unless renewed, and ongoing labour market reviews could shift which occupations appear on the ISL or how salary thresholds change.
Furthermore, new Skilled Worker applicants from 8 January 2026 must meet a higher English language standard (Level B2, up from B1).
We may also see increased emphasis on skills, qualifications, and wage parity, alongside technological shifts that reshape the demand for overseas talent. Staying informed and agile is key for anyone planning to work in the uk long-term.
Conclusion and support from LawSentis
The Immigration Salary List is a central part of the UK’s Skilled Worker visa framework in 2025. It offers flexibility, but with strict conditions that must be understood and applied correctly. Between rising skill level requirements, the interaction with the Temporary Shortage List, salary floors, and going rates, the immigration salary landscape is complex but navigable with the right guidance.
If you need personalised support on UK visas, immigration strategy, or navigating the ISL and associated rules, Lawsentis is here to help. We are an IAA-regulated Level 3 immigration firm, fully authorised to advise and represent you on all uk immigration matters.
Reach out for expert guidance tailored to your situation – we’ll walk you through every step of the process.