Swedish Work Permit: 20 Questions HR Teams Ask Most

Application basics

1. Who submits the work permit application — the employer or the employee?

The employee submits the application through Migrationsverket's online portal. The employer submits supporting documents (job offer, advertisement proof, salary documentation) separately through the employer portal.

2. Can the employee start working before the permit is approved?

Only if they are already in Sweden on a valid permit and the extension application was filed before the current permit expired. This is the AT-UND right. First-time applicants from outside Sweden must wait for the permit decision before beginning work.

3. How far in advance should HR start the permit process?

For extensions: at least 4 months before the current permit expires. For new hires: at least 3 months before the intended start date, accounting for document gathering, the EU/EEA advertisement period (10 days minimum), and processing time.

4. Is there a fee?

Yes. The applicant pays the fee directly to Migrationsverket. In 2026, first-time work permits cost approximately SEK 2,000; extensions approximately SEK 1,000; EU Blue Card approximately SEK 2,000. The fee is non-refundable even if the application is refused.

Salary and conditions

5. What is the minimum salary for a Swedish work permit?

There is no single national minimum. The salary must meet the applicable collective agreement for the role's SSYK code and industry sector. For most professional roles in 2026, this is approximately SEK 27,360–35,000 per month. The EU Blue Card requires at least SEK 52,598 per month.

6. Can bonuses or allowances count toward the minimum salary?

Only if they are contractually guaranteed and paid regularly. Discretionary bonuses, on-call allowances, and irregular overtime pay do not count. The base monthly salary must meet the threshold on its own.

7. What happens if the employee gets a pay cut?

If the new salary falls below the declared amount in the permit application — or below the applicable collective agreement minimum — the employer must assess whether a permit amendment is needed. A significant pay cut without a permit action is an audit risk.

Employer obligations

8. Does HR need to do anything after the permit is granted?

Yes. The employer must continue to pay the declared salary, maintain the stated employment conditions, and notify Migrationsverket if the employment ends. Post-arrival steps also include supporting the employee with Skatteverket registration and personnummer application.

9. What must HR do if a permit holder leaves the company?

Notify Migrationsverket through the employer portal within a few working days of the employment ending. Failure to notify is a compliance breach.

10. Can the employee work for a different employer while the permit is valid?

No. Swedish work permits are tied to the sponsoring employer. Working for a different employer without a new permit is a violation for both the employee and the new employer.

Job and role changes

11. What if the employee gets promoted?

A promotion with a salary increase and expanded duties within the same occupational category generally does not require a permit action. If the SSYK code changes significantly, assess whether a new application is needed.

12. What if the employee wants to move to a different employer in Sweden?

The new employer must sponsor a new work permit application. The employee should not start working for the new employer until either the new permit is granted or AT-UND applies from a pending application.

13. Can an employee on an EU Blue Card change employers?

Yes, but only after the first 12 months of Blue Card validity. During the first year, employer changes require Migrationsverket approval. After 12 months, the employee can move to a new employer with a notification (not a full new application).

Family and dependants

14. Can the employee bring their family to Sweden?

Yes, through a family reunification application (anhöriginvandring). The processing time is 6–14 months for spouses/partners. Family members cannot enter on a tourist visa and then switch — they must wait for the permit decision.

15. Can the employee's spouse work in Sweden?

Yes, if the spouse receives a family reunification permit, it typically includes the right to work without needing a separate work permit.

Refusals and problems

16. What is the most common reason for refusal?

Salary below the applicable collective agreement threshold, followed by missing or insufficient EU/EEA advertisement proof.

17. Can a refusal be appealed?

Yes. Appeals go to the Migration Court (Migrationsdomstolen) and must be filed within 3 weeks of receiving the decision. The appeal is submitted through Migrationsverket, which forwards it to the court.

18. If the application is refused, can the employee re-apply immediately?

Yes, if the refusal was based on a correctable issue (missing documents, wrong salary). A new application can be submitted with the corrected information. This is sometimes faster than waiting for the appeal outcome.

Long-term planning

19. When can an employee apply for permanent residence?

After 4 years of continuous legal residence in Sweden. EU Blue Card holders can qualify faster through the EU long-term residence route (33 months across EU member states).

20. When can an employee apply for Swedish citizenship?

Generally after 5 years of legal residence for most nationalities, reduced to 3 years for Nordic citizens and those with close ties to Sweden. Permanent residence is typically required first.