Recent Updates to the UK Skilled Worker Occupation List

A significant policy evolution effective from 22 July 2025 mandates that sponsored jobs must typically be skilled to Regulated Qualifications Framework (RQF) level 6, which is equivalent to a graduate-level position. This change represents a strategic move to prioritise higher-skilled roles within the main immigration route for overseas professionals wishing to work in the United Kingdom. Consequently, roles previously eligible at RQF levels 3 to 5 now face new restrictions unless they qualify under specific transitional arrangements or appear on a designated shortage list. RQF level 6 understanding is the first step for any prospective applicant.

The Home Office now uses the Standard Occupational Classification (SOC) 2020 system to categorise all jobs, replacing the older SOC 2010 framework entirely. This updated system provides a more detailed and current classification of the UK labour market, directly influencing visa eligibility for countless professions. Employers must assign the correct SOC 2020 code on the Certificate of Sponsorship (CoS). An incorrect code can lead to an application refusal. This makes accurate job classification more important than ever.

For applicants, this means your job offer must correspond to an eligible SOC 2020 code. These codes are detailed within Appendix Skilled Occupations of the Immigration Rules. The appendix is divided into tables specifying which roles meet the RQF level 6 standard. Navigating these tables correctly is essential for a successful application.

Transitional provisions offer a crucial pathway for certain individuals. These arrangements protect workers who were sponsored in roles skilled below RQF level 6 before the 22 July 2025 rule changes came into effect. To qualify, you must have been granted permission as a Skilled Worker before this date and have maintained continuous permission since that time. This allows continuation in roles that might otherwise no longer be eligible under the new graduate-level standard, providing stability for many existing visa holders.

Sponsors play a critical role in this process by correctly identifying and documenting a worker's eligibility for these transitional measures on the Certificate of Sponsorship. They must explicitly state that the worker meets the transitional provision for skill level, often including the previous CoS number for verification purposes. Understanding the nuances of these UK sponsored work visas is essential for both employers and employees to ensure compliance and avoid potential application rejections. This ensures a smooth continuation of employment under the evolving regulations.

The Immigration Salary List (ISL) is a critical tool for addressing labour shortages. It contains occupations where the government, advised by the MAC, has identified a pressing need for overseas talent. Roles on the ISL benefit from a lower salary threshold, making it easier for employers to recruit internationally for these specific positions. This list includes a mix of jobs both at and below the graduate RQF level 6 standard, offering a wider range of opportunities. The ISL is dynamic and subject to regular review, meaning occupations can be added or removed based on the UK's economic needs.

Separately, the Temporary Shortage List (TSL) was introduced to support the UK's Modern Industrial Strategy by providing time-limited access for certain RQF 3-5 occupations. Unlike the ISL, roles on the TSL are not eligible for a salary discount unless they also happen to appear on the Immigration Salary List. It is important to note that entries on both the ISL and TSL are conditional and time-limited. Roles are scheduled for removal by the end of 2026 unless their inclusion is specifically recommended to continue, with the government reserving the right to bring forward removal dates.

The health and social care sector has seen some of the most significant and targeted rule changes, reflecting its critical importance to the UK. The dedicated Health and Care visa, a subcategory of the Skilled Worker route, offers benefits like reduced fees and an exemption from the Immigration Health Surcharge (IHS). However, eligibility is tightly controlled, with specific SOC codes like 2231 (Midwifery nurses) and 6136 (Senior care workers) being included. Sponsors in this sector, particularly private organisations providing services to the NHS, must provide clear evidence of their contractual arrangements when issuing a CoS.

For instance, while recruitment of overseas workers for many social care roles ended on 22 July 2025, specific occupations remain eligible under strict conditions. Sponsoring a nursing auxiliary (SOC 6131) now requires the employer to confirm the presence of at least one registered nurse role at the place of work. Similarly, those sponsoring care workers (SOC 6135) must be regulated by bodies like the Care Quality Commission in England. These granular requirements demonstrate how list changes are often sector-specific, making it vital for applicants to Find UK sponsor companies that understand these nuances.

Selecting the most accurate SOC 2020 occupation code is a non-negotiable responsibility for the sponsoring employer, with significant consequences for the applicant. The Home Office scrutinises the choice of code to ensure it genuinely reflects the duties and skill level of the position being offered to the worker. A less appropriate code, deliberately chosen to circumvent salary requirements or eligibility rules, will result in the application being refused and may trigger compliance action against the sponsor. This makes the initial job description and role analysis fundamentally important to the entire process.

To assist with this complex task, tools have been developed to help employers. The University of Warwick's Computer Assisted Structured Coding Tool (CASCOT) is one such resource. It helps map job descriptions to the correct SOC 2020 code. Sponsors must ensure alignment between the role's responsibilities and the typical tasks outlined in the official SOC code framework. This diligence prevents issues and strengthens the validity of the visa application.

The UK's immigration landscape is designed to be responsive to economic demands, meaning the eligible occupation lists will continue to evolve beyond 2026. The government has clearly stated that jobs currently on the Immigration Salary List and Temporary Shortage List are due to be removed by the end of 2026. Their continued inclusion is conditional on a specific recommendation from the Migration Advisory Committee, with the notable exception of care worker roles. This signals a clear intention to use these lists for temporary, targeted interventions rather than as permanent fixtures in the immigration system.

This forward-looking policy means that professionals in roles currently on these lists must plan for potential changes to their long-term settlement prospects. For example, the Temporary Shortage List, which replaced the ISL for many mid-skilled roles, is explicitly designed for short-term access and does not permit dependants. UK shortage job eligibility criteria becomes paramount for anyone whose profession falls into these categories. Staying informed about MAC consultations and government responses is the best way to anticipate future shifts in policy.

Professionals should proactively monitor these developments, as a role's removal from a key list could affect future visa extensions or applications for Indefinite Leave to Remain. The emphasis is shifting towards roles that meet the RQF level 6 standard without reliance on shortage lists. This reinforces the government's long-term strategy of building a high-skilled, high-wage economy by prioritising graduate-level occupations within its primary work visa route.

The 2026 updates to the UK's skilled occupation lists underscore a clear strategic direction towards prioritising graduate-level roles and addressing specific, temporary labour shortages. The transition to the SOC 2020 framework and the RQF level 6 standard are central pillars of this policy. For applicants, this means that simply having a job offer is not enough; the role must align precisely with an eligible occupation code and meet evolving criteria.

Your most effective strategy is to remain vigilant and well-informed. Regularly consult official government publications and MAC reports for the latest announcements. Use specialised platforms that provide searchable databases of licensed employers to identify opportunities with companies knowledgeable about these regulations. Proactively verify that your prospective role's duties match an eligible SOC code and understand whether your position relies on a temporary list. This diligence is essential for navigating the UK's immigration system successfully.