New rules for you recruiting from countries outside the EU/EEA
On 1 June 2026, new rules for labor migration begin to apply, something that affects you who want to employ people from countries outside the EU/EEA. Among other things, the rules entail a new salary requirement and a possibility for the Swedish Migration Agency to reject applications due to deficiencies linked to the employer.
From 1 June 2026, new rules for labor migration apply, which among other things means a new salary requirement for work permits. According to the new salary requirement, the salary shall as a general rule be at least 90 percent of the median salary in Sweden at the time of application. The new rules apply to first-time applications where the Swedish Migration Agency makes a decision as of 1 June 2026, even if the application was submitted before 1 June.
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.
Even today, the employee must be covered by insurance to be able to get a work permit. From 1 June, employees who are to stay in Sweden for a maximum of one year must also have, or have applied for, a comprehensive health insurance policy.
Extension of work permits
There are transitional rules for certain extension applications. The new salary requirement does not apply to extension applications between 1 June and 1 December 2026 for employees who already have a work permit according to current rules. In those cases, current rules apply instead, i.e., the requirement of a good living.
Please note that one can apply for an extended permit no more than two months before the permit expires.
Deficiencies in the employer can lead to rejection
According to the new rules, the Swedish Migration Agency can reject applications for work permits due to circumstances relating to the employer or the employer's representatives. This could, for example, concern certain crimes, sanctions, deficiencies in tax information, or fees linked to work.
The Government can decide on exceptions and limitations
From 1 June 2026, the Swedish Government will have the possibility to decide on exceptions to the salary requirement for certain occupational groups. The Government also has the possibility to decide that certain occupational groups shall not be able to obtain work permits. This can affect which recruitments you as an employer can carry out. Which occupations this would apply to has not yet been decided.
Certain permits have other rules
The new salary requirement does not apply to all types of work permits. Certain permits are based on EU rules or special systems. This applies, for example, to:
- EU Blue Card
- ICT permit
- permit for seasonal work
- permits based on international agreements or exchange programs.
For seasonal work, from 1 June there will be a requirement that the salary must at least correspond to the minimum level according to Swedish collective agreements or practice within the profession or industry for full-time work. The requirement also applies to part-time work. The same applies regarding compensation for ICT permits.
Longer permit periods for EU Blue Cards and seasonal work
The permit period for the EU Blue Card is extended from two years to four years at a time. The permit period for seasonal work is also extended, from six to nine months during a twelve-month period.