Swedish Work Permit Document Checklist: What HR Needs to Collect

Why document preparation is where most delays happen

The majority of work permit processing delays are not caused by Migrationsverket — they are caused by incomplete or incorrect documents at the time of submission. A missing signature, an expired passport copy, or a salary figure that does not match the job offer can stall an application for weeks. This checklist covers the documents needed for the three most common case types in Sweden.

First-time work permit (standard)

Employee provides:

• Valid passport — must be valid for at least 6 months beyond the intended start date
• Completed online application through Migrationsverket's portal
• Payment of application fee (SEK 2,000 in 2026 for most permit types)
• If applying from outside Sweden: appointment at Swedish embassy or consulate for biometric data collection

Employer provides (uploaded to employer portal):

• Signed job offer (anställningserbjudande) including: job title, SSYK code, monthly salary, employment type (permanent/fixed-term), start date, and working hours
• Proof of EU/EEA advertisement: printout of job posting with publication dates (minimum 10 days)
• Collective agreement reference: name of the applicable agreement and the relevant salary table, or a written statement that the salary meets the equivalent standard
• Company registration: extract from Bolagsverket (Swedish Companies Registration Office) if the company has not previously sponsored permits

Work permit extension

Employee provides:

• Valid or recently expired passport (copy)
• Completed online extension application
• Application fee (SEK 1,000 for extensions in 2026)
• Payslips covering the current permit period (Migrationsverket may request these to verify salary was actually paid at the level declared)

Employer provides:

• Updated signed job offer confirming the continuing role and current salary
• Confirmation that the employment conditions still meet the applicable collective agreement — especially if the agreement has been renegotiated since the original permit
• Note: EU/EEA advertisement is generally not required for an extension of the same role with the same employer

EU Blue Card

Employee provides:

• Valid passport
• Completed Blue Card application
• Proof of higher education qualification: degree certificate and, if not in Swedish or English, a certified translation
• Application fee

Employer provides:

• Signed job offer with monthly salary at or above SEK 52,598 (2026 Blue Card threshold)
• Job description confirming the role is "highly qualified work" (högkvalificerad anställning) — typically professional, technical, or managerial roles
• No EU/EEA advertisement proof required for Blue Card applications

Most common document mistakes

• Unsigned job offer: Both employer and employee must sign. A counter-signed offer letter is the most frequently missing item.
• Salary mismatch: The salary stated in the job offer must exactly match the salary stated in the application form. Even a minor discrepancy (e.g. SEK 45,000 in the offer vs SEK 45,500 in the application) triggers a clarification request.
• Wrong SSYK code: Using the closest-sounding job title instead of looking up the correct SSYK code leads to the wrong collective agreement being checked.
• Advertisement printout missing dates: A screenshot without a timestamp or publication date range is insufficient. Use Arbetsförmedlingen and ensure the printout shows start and end dates.
• Degree certificate not translated: For Blue Card applications, any document not in Swedish or English must include a certified translation.
• Passport expired during processing: If the employee's passport expires between submission and decision, Migrationsverket will request an updated copy. Submit a new copy proactively rather than waiting for the request.

Document retention

Swedish employers should retain all documents related to work permit applications for at least 7 years — the standard retention period for HR records under Swedish law. This includes job offers, payslips, advertisement proof, and correspondence with Migrationsverket. In the event of an employer audit, these documents are the primary evidence of compliance.