The Migration Advisory Committee (MAC) has published its Stage 2 report on the UK's proposed Temporary Shortage List (TSL), setting out recommendations that could have significant implications for organisations operating across the life sciences, laboratory, scientific and technical sectors.
The current interim TSL provides temporary access to the Skilled Worker route for a number of occupations below RQF Level 6, including commonly sponsored roles such as 3111 Laboratory Technicians and 3115 Quality Assurance Technicians.
However, the MAC has recommended that neither occupation should be included on the future TSL, concluding that it has not seen sufficient evidence of current or anticipated shortages to justify continued access to sponsorship under the new arrangements.
The report also identifies a number of occupations which the MAC considers should receive temporary access to the TSL for a further 18 months. Table 1 sets out examples of SOC 2020 occupation codes that may be particularly relevant to employers across scientific, technical and related sectors:
|
Occupations not recommended for TSL access |
Occupations recommended for temporary 18-month access to the TSL |
|
3111 Laboratory technicians |
3112 Electrical and electronics technicians |
|
3115 Quality assurance technicians |
3113 Engineering technicians |
|
3549 Business associate professionals n.e.c. |
3544 Data analysts |
|
3554 Marketing associate professionals |
3120 CAD, drawing and architectural technicians |
|
|
3114 Building and civil engineering technicians |
Table 1 – Examples of SOC 2020 occupation codes affected by the MAC's recommendations.
This does not mean that all technical roles within scientific and life sciences organisations will lose access to immigration sponsorship. The MAC has recommended continued, albeit time-limited, TSL access for certain occupations, including 3113 Engineering Technicians, which may be relevant to organisations operating across advanced manufacturing, biotechnology and other technical environments.
However, the TSL is intended to provide a temporary solution. Employers should therefore consider not only whether a role is likely to remain eligible in the short term, but also what their longer-term recruitment and retention strategy will look like.
For organisations employing sponsored laboratory or technical staff, now is the time to review their workforce and future recruitment plans.
Employers should identify individuals currently sponsored under potentially affected occupation codes, particularly where their visas will need to be extended in the coming years. They should also consider whether employees could progress into a genuine RQF Level 6 or above role as their experience and responsibilities develop.
For example, an employee currently working as a Lab Technician may, over time, progress into a more senior scientific, analytical or specialist position. However, employers should not simply change an occupation code or job title to preserve sponsorship. Any future role must genuinely meet the duties and skill requirements of the relevant occupation code and the applicable salary requirements.
The potential removal of TSL access also means employers should consider the financial implications of future sponsorship. RQF 6+ Skilled Worker roles generally offer a more established long-term sponsorship route, but may carry higher salary requirements than the current role.
Employers should therefore model the potential cost of retaining key international employees, including visa application fees, the Immigration Health Surcharge and the Immigration Skills Charge. A move into an eligible RQF 6+ role may also provide a longer-term route than the proposed time-limited TSL arrangements.
The MAC's recommendations are not yet the final immigration rules. Nevertheless, employers in the life sciences and scientific sectors should act now rather than waiting for the Government's final decision.
A review of sponsored employees, upcoming visa expiry dates, potential career progression and future recruitment requirements can help organisations identify risks early and consider whether alternative eligible roles, salary increases, internal development or longer-term workforce planning may be required.
For organisations that rely on international talent, early action could be critical to retaining experienced employees and maintaining access to the specialist skills needed to support continued growth. Contact Migrate UK’s immigration experts if you want to check whether any of your sponsored occupations will remain on the approved list going forward.