New rules for work permits come into force

New rules for work permits are now coming into effect in Sweden. This affects employers who want to hire people from countries outside the EU/EEA. The changes include a new salary requirement and a possibility for the Swedish Migration Agency to reject applications because of deficiencies linked to the employer.

One of the biggest changes from 1 June 2026 is a new salary requirement for work permits. This means that the employee’s salary must amount to at least 90 per cent of the median salary in Sweden at the time of the application.

The new salary requirement applies to people applying for a work permit for the first time who receive a decision on or after 1 June 2026. This means that the new salary requirement may also apply to people who submitted their application before 1 June, if the Swedish Migration Agency makes its decision after that date.

As an employer, you must still offer terms of employment that are at least on par with Swedish collective agreements or what is customary within the occupation or industry.

Transitional period for applications to extend permits

There are transitional rules for the new salary requirement. These rules mean that people who were granted their current work permit before 1 June are not covered by the new salary requirement if they apply to extend their permit between 1 June and 1 December 2026.

Instead, the previous maintenance requirement will apply to them. This means that the monthly salary must amount to at least 80 per cent of the median salary published by Statistics Sweden (SCB) that applied at the time of the application.

However, if a person applies to extend their permit on or after 2 December 2026, they will need to meet the new salary requirement.

Certain professions and groups of applicants are exempt from the salary requirement. If a person is covered by one of the exemptions from the salary requirement, their salary must amount to at least 75 per cent of the median salary in Sweden at the time of the application.

Occupations included in the Government’s list of exempt occupations

The list used by the Swedish Migration Agency when making decisions is the one that determines which occupations are exempt from the salary requirement. The exemptions apply for the duration of the permit.

When applying for an extension of a permit, you must check that the profession is still on the list. If the profession is no longer on the list, the salary requirement applies.

The list is in the Aliens Ordinance.
Read the Aliens Ordinace (only in Swedish, utlänningsförordningen (2006:97, 5 kap 6 §, riksdagen.se) External link.

  • Engineers and technicians in chemistry and chemical engineering (subgroup 3115 in SSYK 2012)
  • Laboratory engineers (subgroup 3215 in SSYK 2012)
  • IT operations technicians (subgroup 3511 in SSYK 2012)
  • IT support technicians (subgroup 3512 in SSYK 2012)
  • Systems administrators (subgroup 3513 in SSYK 2012)
  • Network and systems technicians, etc (subgroup 3514 in SSYK 2012)
  • Assistant nurses in home care, home healthcare and elderly care homes (subgroup 5321 in SSYK 2012)
  • Assistant nurses in habilitation services (subgroup 5322 in SSYK 2012)
  • Assistant nurses in healthcare and specialist wards (subgroup 5323 in SSYK 2012)
  • Assistant nurses in outpatient reception services (subgroup 5324 in SSYK 2012)
  • Childcare assistants (subgroup 5325 in SSYK 2012)
  • Ambulance care assistants (subgroup 5326 in SSYK 2012)
  • Care assistants (subgroup 5330 in SSYK 2012)
  • Breeders and caretakers of farm animals (subgroup 6121 in SSYK 2012)
  • Other animal breeders and animal caretakers (subgroup 6129 in SSYK 2012)
  • Crop growers and animal breeders, mixed farming (subgroup 6130 in SSYK 2012)
  • Forestry workers (subgroup 6210 in SSYK 2012)
  • Welders and gas cutters (subgroup 7212 in SSYK 2012)
  • Structural steel erectors and heavy sheet metal workers (subgroup 7215 in SSYK 2012)
  • Maintenance mechanics and machine repairers (subgroup 7233 in SSYK 2012)
  • Electrical distribution technicians (subgroup 7413 in SSYK 2012)
  • Butchers and meat cutters, etc. (subgroup 7611 in SSYK 2012)
  • Machine operators in meat and fish processing industries (subgroup 8161 in SSYK 2012)
  • Other machine operators in the food industry, etc. (subgroup 8169 in SSYK 2012)
  • Other operations technicians and process monitoring operators (subgroup 8199 in SSYK 2012)
  • Drivers of agricultural and forestry machinery (subgroup 8341 in SSYK 2012)
  • Berry pickers and planters, etc. (subgroup 9210 in SSYK 2012)
    Note: Work permits for the occupation of forest berry picker cannot be granted under Chapter 6, Section 2 of the Aliens Act. The exemption therefore applies only to other occupational roles within that category if invoked.

Other groups that are also exempt from the salary requirement

Former students and researchers, and persons with residence permits under the Temporary Protection Directive
  • Persons who hold a residence permit as a student or researcher in Sweden when applying for a work permit for the first time.
  • Persons who hold a residence permit with or after temporary protection under the EU Temporary Protection Directive and who apply for a work permit, an EU Blue Card (issued by Sweden), a permit for research or a permit for higher education studies.

These persons are exempt for two years or, if their permit is valid for a longer period, until the permit expires. The exemption will apply from 11 June 2026.

Certain healthcare professions

Doctors, dentists and nurses with foreign qualifications who are in the process of obtaining Swedish professional certification.

Employees of certain tech or life science companies

Persons employed by certain tech or life science companies. The company must be in a start-up phase, be less than five years old and have fewer than one hundred employees.

Read more about the salary requirements for a work permit

Deficiencies linked to the employer can lead to rejection

Under the new rules, the Swedish Migration Agency may reject applications for work permits due to circumstances relating to the employer or the employer’s representatives. This may, for example, relate to:

  • certain crimes committed by the employer or offences for which the employer is suspected on reasonable grounds
  • sanctions imposed on the employer for employing people without the required permits
  • sanctions imposed on the employer because of deficiencies in information relating to taxes or fees linked to work.

You must notify us if the employment does not begin

From 1 June, employers must notify the Swedish Migration Agency if an employee has not started their employment within four months of being granted a work permit. If employment does not begin within four months of a work permit being granted, the permit may be revoked.

Minimum salary levels for seasonal work and ICT permits

From 1 June, salaries for seasonal work must correspond to at least the minimum salary for full-time work under Swedish collective agreements or established practice within the profession or industry. This also applies if the employee will be working part-time. The same applies regarding compensation for ICT permits.

Longer permit periods for EU Blue Cards and seasonal work permits

The permit period for EU Blue Cards is extended from two years to four years at a time. The permit period for seasonal work is extended from six to nine months during a twelve-month period.

Occupations that can no longer qualify for work permits

From 1 June 2026, it is no longer possible to obtain a work permit to work as a forest berry picker (subgroup 9210 in SSYK 2012). However, people who are going to work as berry pickers for an employer established in Sweden may apply for a seasonal work permit.

It is also no longer possible to obtain a work permit as a personal assistant (subgroup 5343 in SSYK 2012).

This is because these types of work permits are included in the list of occupations that are not eligible for work permits.

Read more about occupations that cannot qualify for work permits in the Aliens Ordinace (only in Swedish, utlänningsförordningen (2006:97, 5 kap 6 §, riksdagen.se) External link.

Employees must have comprehensive health insurance

From 1 June, employees who are to stay in Sweden for a maximum of one year must also have, or have applied for, comprehensive health insurance that is valid during the period of employment.

This is what you as an employer need to do

  • Find out which rules apply to the type of work permit that the application concerns.
  • Check that the salary you have offered meets the new salary requirement.
  • Ensure that the terms of employment otherwise meet the requirements according to collective agreements or what is customary within the industry.
  • If the employment is for a maximum of one year, check that the person has or has applied for a comprehensive health insurance policy.
  • If you are to apply for an extension for an employee, check if the application is covered by the transitional rules.

Studio discussion about the new rules

The Swedish Migration Agency has recorded a studio discussion about the new rules for labour immigration. Listen to Ewa Mokvist, work permit information officer at the Swedish Migration Agency, in discussion with Deputy task manager Hanna Geurtsen. The video is in Swedish.

The Swedish Migration Agency is responsible for considering applications from people who want to live in Sweden, seek protection or become Swedish citizens. Our work is based on Swedish laws and international conventions, with a focus on legal certainty and effective reception and return.