Sweden Work Permits & Visas: Employer Guide to Types & Sponsorship

Who Needs a Work Permit in Sweden?

Citizens of EU, EEA countries, and Switzerland are free to live and work in Sweden without a visa or work permit. They simply need a valid passport or national ID.

For all non-EU / non-EEA citizens, however, a work permit is mandatory before starting employment. The work permit functions as both a residence and employment authorization and must be approved by the Swedish Migration Agency (Migrationsverket). Exceptions exist for certain groups, such as individuals from Australia, Canada, Hong Kong, Japan, New Zealand, and South Korea aged 18–30, who can apply for a working holiday visa valid for up to one year. Additionally, for employment lasting less than three months, citizens of certain countries may need both a work permit and a visa. It's important to note that employees in specific fields might be exempt from work permit regulations.

Types of Work Visas in Sweden

Sweden offers various work visas tailored to different employment scenarios. Understanding these options is crucial for employers to determine the appropriate permit for their prospective international employees.

Work Permit Application Process in Sweden (Step-by-step)

Sweden’s work permit process is largely handled online through the Swedish Migration Agency, but it requires close coordination between the employer and the employee. The steps below outline a typical process for a standard work permit for employees or an EU Blue Card.

• Step 1: The employer defines the role and ensures it meets Swedish standards for salary, insurance, and working conditions. The job offer must be at least on par with relevant collective agreements or what is customary in the occupation and must allow the employee to support themselves.
• Step 2: The employer prepares a formal offer of employment and gathers company documentation. This usually includes registration details, proof the company can pay the salary, and information about insurances such as health, life, occupational injury, and pension insurance.
• Step 3: The employer notifies the relevant Swedish trade union and seeks comments on the terms of employment. The union’s statement is submitted with the application and helps the Migration Agency assess whether the conditions are acceptable.
• Step 4: The employer initiates the online work permit application with the Swedish Migration Agency. The employer enters details about the role, salary, benefits, and employment period, and then the system sends a link to the employee to complete their part.
• Step 5: The employee completes their section of the application and uploads supporting documents. Typical documents include a valid passport, CV, degree certificates or proof of qualifications, and, where relevant, marriage or birth certificates for accompanying family members.
• Step 6: The employee pays the application fee and submits the application. In many cases, the fee is paid online at the time of submission, and the application is not processed until payment is confirmed.
• Step 7: The Swedish Migration Agency reviews the application and may request additional information. During this stage, background checks are carried out, and the Agency verifies that the employer and employee meet all legal requirements.
• Step 8: If the permit is granted, the employee arranges for a residence permit card (if required) at a Swedish embassy or consulate before traveling. Upon arrival in Sweden, the employee must collect the card, register with the Swedish Tax Agency (Skatteverket), and obtain a personal identity number if eligible.

Requirements and Eligibility for a Work Permit

Eligibility for a Swedish work permit depends on both the employer’s situation and the employee’s qualifications. The Swedish Migration Agency focuses on whether the job offer is genuine, meets local standards, and provides sufficient income and social protection.

Common requirments inlcude:

• A valid passport for the entire intended permit period. The employee must hold a passport that covers the full duration of the requested work permit, as the permit cannot be granted beyond the passport’s validity.
• A concrete job offer from a Swedish employer with defined terms and conditions. The role must be clearly described, including job title, duties, salary, working hours, and duration of employment.
• Salary and employment conditions that meet Swedish collective agreements or industry norms. This ensures that foreign workers are not exploited and that local labor standards are upheld.
• Comprehensive insurance coverage arranged by the employer. Employers are generally expected to provide health, life, occupational injury, and pension insurance from the first day of employment.
• Relevant qualifications, experience, or education for the role. For regulated professions or EU Blue Card applications, proof of higher education or specific professional credentials is often required.
• A financially sound and compliant employer. The Swedish Migration Agency may review whether the company is active, has the ability to pay salaries, and is compliant with tax and social security obligations.
• For some categories, proof that the position has been advertised within the EU/EEA. While not universal, certain roles may require evidence of prior recruitment efforts before hiring a non-EU/EEA national.

Work Permit Processing Time in Sweden

Processing times in Sweden depend on the type of permit, whether the application is complete, and the current workload of the Swedish Migration Agency. Applications submitted online with all required documents tend to be processed faster than incomplete or paper-based applications.

The typical processing time for a work permit or visa in Sweden can vary depending on the permit category, whether the employer is certified by the Migration Agency, and seasonal peaks such as late summer and year-end. Generally, you can expect the following timelines:

• Temporary Residence or Work Permit: Around 1 to 4 months after all required documents are submitted and the application is considered complete, with certified employers often seeing decisions at the shorter end of this range.
• Permanent Residence: Approximately 6 to 12 months or longer, reflecting more extensive background checks, assessment of previous permit periods, and verification that all conditions have been continuously met.
• Short-Term Business or Work Visas: Roughly 2 to 6 weeks after submission of a complete application, particularly for Schengen business visas used for meetings, negotiations, or short technical assignments.

Expected Processing Timeline: Employer vs Employee

While exact timelines vary, the overall process can be broken down into stages that affect employers and employees differently. Below is a typical high-level timeline once you decide to hire an international candidate.

• Week 1: Employer finalizes the job offer, confirms salary and benefits, and gathers company documentation.
• Week 2: Employer consults the relevant trade union, incorporates any feedback, and initiates the online work permit application.
• Week 3: Employee completes their part of the application, uploads documents, and pays the application fee.
• Week 4–8: Swedish Migration Agency reviews the application, may request additional information, and issues a decision if the case is straightforward and complete.
• Week 9–10: If approved, the employee books an appointment at a Swedish embassy or consulate to provide biometrics and arrange for the residence permit card.
• Week 11–12: Employee receives the residence permit card, travels to Sweden, and registers with the Swedish Tax Agency to obtain a personal identity number if eligible.

Who Does What During Sweden Work Permit Sponsorship?

• Employers are responsible for: Defining the role, ensuring the salary and conditions meet Swedish standards, consulting the relevant trade union, initiating the work permit application, and providing accurate company information. They must also maintain compliance with labor, tax, and social security rules and monitor permit expiry dates for renewals.
• Employee is responsible for: Providing accurate personal details and supporting documents, such as passports, diplomas, and civil status certificates. They must also pay any applicable fees, attend embassy or consulate appointments, and comply with the conditions of the permit, including working only in the approved role and for the approved employer.

Work Permit Renewal Periods in Sweden

In Sweden, work permits for employees are typically granted for up to two years at a time, but never longer than the employment contract or passport validity. Renewals are generally possible, and after four years of work permits within a seven-year period, many workers may become eligible to apply for permanent residence, provided all conditions have been continuously met.

Renewal applications should usually be submitted before the current permit expires, and it is common practice to apply several months in advance to avoid gaps in status. Practice may vary depending on the permit type and individual circumstances, so employers and employees should always check the latest guidance from the Swedish Migration Agency and, where appropriate, seek local legal advice.

Sweden Work Permit Requirements & Responsibilities for Employers

To obtain a work permit in Sweden, both the employer and the employee must meet specific criteria. The employment must offer terms that are on par with Swedish collective agreements or customary within the occupation or industry. Additionally, the employee's salary must amount to at least 80% of the Swedish median salary. The employer is also required to provide insurance covering health, life, employment, and pension for the employee

1. Advertise the Job Within the EU

The role must be publicly advertised for at least ten days in Sweden and across the EU/EEA. This step proves that the employer attempted to hire locally before offering the position to a non-EU worker.

2. Provide an Official Offer of Employment

Once a suitable international candidate is identified, the employer issues an employment offer outlining salary, benefits, working hours, and duration. This document becomes the foundation of the work permit application.

3. Meet Salary and Employment Standards

The offered terms must comply with Swedish collective bargaining agreements or reflect what is customary for the profession.

As of recent regulations, the salary must also meet the “maintenance requirement”, at least 80% of the Swedish median salary. This ensures the employee can support themselves during their stay.

4. Provide Insurance and Social Benefits

The employer must provide comprehensive coverage, including:

• Health insurance
• Life insurance
• Occupational injury insurance
• Pension insurance

These protections are crucial for the permit to be approved.

Process for Sweden Employment Sponsorship

Employers in Sweden play a pivotal role in sponsoring work permits for international employees. This involves advertising the position, ensuring employment terms meet Swedish standards, obtaining union approval, and assisting the employee throughout the application process. Employers must also register the employment with the Swedish Tax Agency and ensure that the necessary insurances are in place.

What Are the Fees for a Work Permit or Visa in Sweden?

Visa Requirements for Digital Nomads in Sweden

Currently, Sweden does not offer a specific visa designed for digital nomads. Individuals who wish to work remotely from Sweden must apply for a residence permit based on employment or self-employment. This process requires fulfilling standard work permit criteria, including proof of employment or a registered business in Sweden.

• Employment Offer: Applicants must have a valid employment contract with a Swedish company or be self-employed with a registered business.
• Financial Proof: Applicants must demonstrate sufficient funds to support themselves during their stay.
• Compliance with Laws: Both employers and employees must adhere to Swedish taxation, social security, and employment laws.

Employer Compliance & Obligations in Sweden

Employers hiring international talent in Sweden may face challenges related to legal compliance, lengthy processing times, and documentation requirements. Addressing these challenges effectively requires preparation and strategic planning.

• Lengthy Processing Times: Applications for work permits may take several months, particularly for non-certified employers. Employers should start the process early to accommodate potential delays.
• Complex Legal Requirements: Navigating salary thresholds, union approvals, and insurance obligations can be challenging. Employers should ensure compliance with Swedish labor laws.
• Documentation Errors: Incomplete or incorrect documentation can lead to delays. Employers should review all paperwork carefully before submission.

Tips: Employers are encouraged to work closely with immigration consultants or legal experts to streamline the process. Maintaining open communication with the Swedish Migration Agency can also help avoid delays.

Hire Global employees without hassle with an EOR solution

Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:

• Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
• Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
• Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.