The Swedish Migration Agency has announced that previously-announced new rules for work permits came into effect in Sweden on June 1, 2026. 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 June 1, 2026 is a new salary requirement for work permits. This means that the employee’s salary must amount to at least 90 percent 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 June 1, 2026. This means that the new salary requirement may also apply to people who submitted their application before June 1, 2026, if the Swedish Migration Agency makes its decision after that date.
Employers 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 June 1, 2026 are not covered by the new salary requirement if they apply to extend their permit between 1 June and December 1, 2026.
Instead, the previous maintenance requirement will apply to them. This means that the monthly salary must amount to at least 80 percent 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 December 2, 2026, they will need to meet the new salary requirement.
Exemptions from new salary requirement
Certain occupational groups are not subject to the salary requirement, effective June 1, 2026. Through amendments to the Aliens Ordinance, around twenty occupations are exempted from the salary threshold (listed here). For these occupations, the salary instead must amount to at least 75 percent of the median salary in Sweden at the time of application.
Four additional categories of applicants are also exempt from the 90 percent requirement. For these groups as well, the salary must amount to 75 percent of the median salary:
- former students who are allowed to apply for a work permit from within Sweden,
- persons with foreign qualifications seeking employment in order to obtain a Swedish license as a pharmacist, doctor, nurse or dentist,
- persons granted residence permits with or after temporary protection under the EU’s Temporary Protection Directive, who apply for permits based on employment,
- employees at certain tech or life science companies. The company must be in a start-up phase, less than five years old, and have fewer than one hundred employees.
The exemption for these groups will apply from June 11, 2026.
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.
Notification of employment not starting
From June 1, 2026, 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 June 1, 2026, 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 June 1, 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.
Employees must have comprehensive health insurance
From June 1, 2026, 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.
Employers are advised to:
- 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 applying for an extension for an employee, check if the application is covered by the transitional rules.
Erickson Insights and Analysis
Erickson Immigration Group will continue monitoring developments and sharing updates as more news is available. Please contact your employer or EIG attorney if you have questions about anything we’re reporting above or if you have case-specific questions.