What are the benefits of the SOL? Post-Brexit, most non-British/Irish nationals need a visa to work in the UK – most commonly an employer-sponsored skilled worker visa. The current SOL includes roles that already qualify for skilled worker visas. The only exception to that is care workers and home carers, which were added in 2022 in response to specific recruitment challenges and would not otherwise qualify for skilled worker visas. The current key benefits of being on the SOL are: What could change? SOL amendments are usually recommended by the Migration Advisory Committee (MAC) (but may not be accepted by the government). The MAC’s interim review was published on 15 March 2023, and they have recommended the addition of a number of construction roles to the SOL, but no hospitality roles. The government has accepted those recommendations. The government has commissioned the MAC to review the SOL in full (the roles on it and the salary requirements) and a call for evidence opened on 27 February and closes on 26 May 2023 - Shortage Occupation List: call for evidence 2023 - GOV.UK (www.gov.uk). The addition of roles that already qualify for skilled worker visas would allow employers to benefit from the above cost savings. However, many are facing challenges filling roles which don’t currently qualify for these visas due to their skill level, particularly in hospitality. Their addition to the SOL would mark a significant change for employers, opening them to a much wider labour market. Roles are intended to be on the SOL temporarily. Employers will be expected to be able to demonstrate longer-term plans to address recruitment challenges other than through migrant recruitment (e.g. by improving terms and conditions, progression opportunities, grassroots recruitment and training to attract recruits from the domestic labour market). Generally, evidence must be compelling across a sector to support the addition of new roles to the SOL. If a role is not added to the SOL, there is scope for the government to make it eligible for skilled worker visas if it previously hasn’t been (as was done for certain deckhands on fishing vessels, for example). Remaining challenges The SOL is not a magic wand, other challenges include: Notwithstanding the interim SOL review, employers affected by staff shortages are encouraged to participate in the call for evidence. Roles will only be considered for inclusion on the SOL if evidence is received in respect of them. Joanne Hennessy, Business immigration partner at law firm TLT