Immigration Salary List and Temporary Shortage List Closure: What Arts Organisations Need to Do Before 2027

The UK immigration rules are entering an important period of change for organisations across the Arts and creative industries.

The Immigration Salary List (ISL) and Temporary Shortage List (TSL) have provided routes for employers to sponsor workers in a number of occupations that would otherwise fall below the current Skilled Worker skill threshold.

For Arts organisations, the end of these arrangements is particularly significant.

Occupations including Artists (SOC 3411), Authors, writers and translators (3412), Dancers and choreographers (3414), Musicians (3415), Arts officers, producers and directors (3416), Photographers, audio-visual and broadcasting equipment operators (3417), and Clothing, fashion and accessories designers (3422) have all been affected by the recent changes.

What is changing for Arts organisations?

From 22 July 2025, the general Skilled Worker skill threshold increased from RQF Level 3 to RQF Level 6.

This meant that a substantial number of occupations that had previously been eligible for Skilled Worker sponsorship were no longer available for new applicants.

The Government introduced the Temporary Shortage List as an interim mechanism for some occupations below RQF Level 6. The Immigration Salary List also continued to provide eligibility for a smaller number of occupations.

Both mechanisms are time-limited.

The current rules provide that an application relying on the Temporary Shortage List must use a Certificate of Sponsorship issued before 31 December 2026.

The Immigration Salary List is also due to close at the end of 2026.

For Arts organisations, this creates an important planning deadline.

Table 1 and Table 1a: the distinction employers need to understand

One of the easiest mistakes to make when reviewing the current immigration rules is to see an Arts SOC code listed in Appendix Skilled Occupations and assume that it remains available for new Skilled Worker sponsorship.

It does not necessarily.

Table 1: occupations eligible for new Skilled Worker sponsorship

Table 1 contains SOC 2020 occupation codes considered to be skilled to RQF Level 6 or above.

These occupations are generally eligible for new Skilled Worker applications, subject to the other requirements of the route, including the applicable salary requirements.

Table 1a: transitional occupations

Table 1a is fundamentally different.

It contains additional occupation codes considered to be skilled at RQF Levels 3–5.

Except where another provision applies, sponsors can only use these occupations where the applicant:

• was granted permission as a Skilled Worker under the rules in force before 22 July 2025; and
• has held continuous Skilled Worker permission since then.

In other words, the fact that a SOC code appears in Table 1a does not mean that a new Skilled Worker applicant can be sponsored in that occupation.

This is particularly important for Arts organisations.

Which Arts SOC codes are affected?

A number of occupations relevant to the Arts and creative industries appear in the transitional provisions.

These include:

The important point is that Table 1a does not create a route for new sponsorship.

For example, an organisation cannot simply recruit a new international musician in SOC 3415 and sponsor them under Table 1a. The transitional provisions are intended for workers who already have the necessary Skilled history.

By contrast, certain occupations including 3412, 3414, 3417 and 3422 are also currently on the Temporary Shortage List. This creates a separate basis on which sponsorship may be possible before the relevant TSL deadline.

Migrate UK has previously explained the significance of the new occupation structure in its article on how to choose the correct SOC code for Skilled Worker sponsorship.

What happens when the Temporary Shortage List closes?

The TSL currently includes several occupations relevant to the creative industries, including:

• 3412 – Authors, writers and translators
• 3414 – Dancers and choreographers
• 3417 – Photographers, audio-visual and broadcasting equipment operators
• 3422 – Clothing, fashion and accessories designers
• 3429 – Design occupations not elsewhere classified, but only specified jobs within the code.

The current Skilled Worker rules provide that an application relying on the TSL must be made using a CoS issued before 31 December 2026.

This creates an important distinction from Table 1a.

For a worker relying on the TSL, the organisation should consider whether a genuine CoS can and should be assigned before the deadline.

For a worker relying on the Table 1a transitional provisions, simply assigning a new CoS before 31 December 2026 does not create transitional eligibility. The worker must already satisfy the underlying requirements concerning their previous Skilled Worker permission and continuous sponsorship.

What should Arts organisations do now?

The end of 2026 should be treated as a workforce planning deadline.

Arts organisations should review their sponsored workforce now rather than waiting until individual visas approach expiry.

1. Audit every sponsored worker

For every sponsored employee, identify:

• their current SOC code;
• when they first entered the Skilled Worker route;
• the date their relevant CoS was assigned;
• whether they were granted Skilled Worker permission under the rules in force before 22 July 2025;
• whether they have held continuous Skilled Worker permission;
• when their current visa expires;
• whether their occupation is in Table 1, Table 1a, the ISL or the TSL;
• their current salary;
• the applicable going rate; and
• what immigration route is likely to be available at their next extension.

This is particularly important because the same SOC code can have very different consequences depending on the worker's immigration history.

Migrate's SOC code guide explains why the correct occupation code is central to both eligibility and salary.

2. Identify workers who rely on Table 1a

Organisations should identify anyone currently sponsored under an occupation in Table 1a.

These workers may be able to continue extending their Skilled Worker permission because of the transitional arrangements, provided they satisfy the relevant requirements.

The key issue is continuity.

The rules state that, except where another provision applies, a sponsor may only sponsor a worker in a Table 1a occupation where that person was granted Skilled Worker permission under the pre-22 July 2025 rules and has had continuous Skilled Worker permission since then.

This means organisations should establish the worker's immigration history rather than looking only at their current visa.

3. Consider whether extensions should be brought forward

Where an Arts organisation has workers whose current permission will expire during 2027 or later, it should consider whether there is a strategic reason to make an extension application before the end of 2026.

This should not be treated as a blanket recommendation to apply early. The timing of an application can have consequences for the length of immigration permission, salary requirements and the worker's wider immigration position.

However, where the worker is relying on transitional provisions, the organisation should understand exactly how those provisions apply to the proposed extension before the current visa approaches expiry.

4. Consider longer-term CoS where the TSL is being relied upon

The position is different for occupations currently relying on the Temporary Shortage List.

For a genuine role that is continuing beyond 2026, organisations should consider whether a longer period of sponsorship is appropriate and whether a CoS can properly be assigned before 31 December 2026.

The current rules specifically provide that the TSL can only be relied upon where the application is made using a CoS issued before that date.

This therefore deserves to be incorporated into workforce planning now.

Salary: the other major issue

The removal of the ISL and TSL is not the only issue employers need to consider.

The salary rules changed significantly on 22 July 2025.

The standard Skilled Worker salary threshold is now generally £41,700, subject to the permitted salary options and the applicable going rate.

Migrate's Skilled Worker Visa Salary Thresholds guide explains the different salary thresholds and transitional provisions.

For existing sponsored Arts workers, organisations should therefore establish whether the worker's next application will be subject to:

• the standard salary threshold;
• a permitted discounted salary option;
• transitional salary provisions applying to workers first sponsored before 4 April 2024; or
• another specific salary provision.

The worker's going rate for the relevant SOC code must also be considered.

Workers sponsored before 22 July 2025

It is particularly important not to assume that everyone who held a Skilled Worker visa before July 2025 has the same salary protection.

The transitional provisions concerning skill level and those concerning salary operate differently.

For Table 1a occupations, the critical issue is whether the worker was granted Skilled Worker permission under the pre-22 July 2025 rules and has maintained continuous Skilled Worker permission.

However, the salary provisions need to be assessed separately.

This is why an Arts organisation should review the worker's original CoS and immigration history rather than simply relying on the expiry date of their current visa.

What happens to workers who can no longer rely on the transitional provisions?

This is where organisations need to consider alternative routes.

There are several possibilities.

Skilled Worker under Table 1

The first question should always be whether the actual role falls within a SOC code in Table 1.

Table 1 contains occupations considered to be skilled at RQF Level 6 or above and is the principal table for new Skilled Worker sponsorship.

However, employers should not change a SOC code simply to make sponsorship possible.

The code must accurately reflect the actual duties of the job.

UKVI can examine the role, job description and circumstances of the sponsoring organisation when assessing whether the SOC code is appropriate.

Temporary Shortage List

For certain creative occupations, the TSL provides another option during its current period of operation.

This includes:

• 3412 – Authors, writers and translators;
• 3414 – Dancers and choreographers;
• 3417 – Photographers, audio-visual and broadcasting equipment operators; and
• 3422 – Clothing, fashion and accessories designers.

However, the organisation needs to act within the applicable deadline, with the relevant CoS issued before 31 December 2026.

Creative Worker

The Creative Worker route remains an important option for organisations operating in the creative industries.

It is designed for temporary creative work and can cover a range of creative occupations.

The route is different from Skilled Worker and does not provide the same long-term sponsorship model. Organisations should therefore consider the nature and duration of the engagement before assuming that Creative Worker is the appropriate alternative.

Global Talent: an option for internationally recognised Arts professionals

For some individuals, the Global Talent visa may provide an alternative to employer sponsorship altogether.

The Global Talent route is available to leaders and potential leaders in a range of Arts and cultural fields, including:

• combined arts;
• dance;
• literature;
• music;
• theatre;
• visual arts;
• architecture;
• fashion design;
• film and television;
• animation;
• post-production;
• visual effects; and
• design.

The individual normally needs an endorsement from the relevant expert body, although someone who has won an eligible prestigious prize can apply without an endorsement.

For example:

• Arts Council England considers combined arts, dance, literature, music, theatre and visual arts;
• the British Fashion Council considers fashion design;
• RIBA considers architecture;
• the Design Business Association considers design; and
• PACT considers film, television, animation, post-production and visual effects.

The route can be particularly useful for genuinely established or emerging international talent because a Global Talent visa does not tie the individual to a sponsoring employer.

There is also no minimum salary requirement under the route, and a Global Talent holder can generally work as an employee, self-employed person or company director. Settlement may also be available after three or five years depending on the basis on which the person qualifies.

What should Arts organisations do before 31 December 2026?

For organisations with international workers, we recommend approaching the deadline as a structured workforce review.

Step 1: Map the workforce

Create a list of all sponsored workers and record:

• SOC code

• CoS date

• visa grant date

• continuous Skilled Worker history

• current visa expiry

•  salary

• applicable going rate

• likely next route.

Step 2: Separate workers into three groups

Group 1 – Table 1

These are occupations that remain eligible for new Skilled Worker sponsorship, subject to the normal requirements.

Group 2 – Table 1a transitional workers

These are workers whose occupation is below RQF Level 6 but who may continue to be sponsored because they satisfy the pre-22 July 2025 transitional requirements.

Group 3 – TSL workers

These are workers whose occupation currently relies on the Temporary Shortage List and where the organisation needs to consider the 31 December 2026 CoS deadline.

This three-way analysis is much more useful than simply asking whether an occupation is "on the shortage list".

A final opportunity to review the SOC code

The changes also provide a good reason for Arts organisations to review whether their existing SOC codes are actually correct.

This matters because the correct SOC code affects:

• whether sponsorship is possible;
• the applicable skill level;
• the going rate;
• which salary options are available;
• whether transitional arrangements apply; and
• which alternative immigration routes may be available.

An organisation should not assume that the SOC code used several years ago remains the correct classification for the role today.

If the role has evolved, the organisation should assess the current duties against the SOC 2020 occupation descriptions before assigning a new CoS.

Conclusion

The end of the Immigration Salary List and Temporary Shortage List does not mean that international recruitment is ending across the Arts.

But it does mean that Arts organisations need to understand exactly why each sponsored worker is currently eligible.

The distinction between Table 1 and Table 1a is central.

Table 1 contains occupations that remain eligible for new Skilled Worker sponsorship because they meet the RQF Level 6 skill requirement.

Table 1a contains additional lower-skilled occupations which are available only through transitional arrangements for qualifying existing Skilled Workers, unless another specific provision such as the Temporary Shortage List applies.

For organisations employing artists, writers, dancers, musicians, arts producers, photographers, fashion designers and other creative professionals, the practical priorities are therefore:

• identify every sponsored worker in an affected SOC code;
• establish whether their occupation is in Table 1, Table 1a, the ISL or TSL;
• establish when they first entered the Skilled Worker route;
• confirm whether they have continuous Skilled Worker permission;
• review their salary against the applicable threshold and going rate;
• consider the timing of upcoming extensions;
• consider whether a genuine longer-term CoS should be assigned before the end of 2026 where the TSL is being relied upon;
• assess whether the actual role could legitimately fall within a Table 1 occupation; and
• identify individuals who may be suitable for Creative Worker or Global Talent instead.

For Arts organisations with a significant international workforce, the end of 2026 should not be treated as something to deal with when a visa expires. It should be treated as a workforce-planning deadline now.