Labour immigration 2026 – key changes for Swedish employers

As of 1 June 2026, new rules on work permits came into force in Sweden. For employers that recruit or plan to recruit workers from countries outside the EU/EEA, the changes include, among other things, a higher salary threshold. In this article, we outline the most important developments and what they actually mean for employers.

New salary requirement for work permits

One of the most significant changes is that, as a general rule, the salary offered by an employer when recruiting workers from countries outside the EU/EEA must amount to at least 90 per cent of the Swedish median salary at the time of the application. The salary must also continue to be in line with Swedish collective bargaining agreements or the standard level within the relevant occupation or industry.

The new salary requirement replaces the previous condition that the employee must be able to support themselves adequately. For employers, this means that salary levels must be taken into account at an early stage when planning new recruitment and drafting employment terms and conditions.

Updated median salary from 16 June 2026

Statistics Sweden (SCB) has recently updated the median salary in Sweden. As of 16 June 2026, the median salary is SEK 38,300 per month. This means that the standard salary requirement for work permits is SEK 34,470 per month, corresponding to 90 per cent of the median salary.

Employers recruiting workers who are subject to the salary requirement should therefore ensure that the salary offered amounts to at least SEK 34,470 per month.

Requirement for comprehensive health insurance from 1 June 2026

Employers are already required to provide insurance coverage for employees applying for work permits. The insurance must correspond to the conditions set out in Swedish collective bargaining agreements or what is customary within the relevant occupation or industry.

As of 1 June 2026, a requirement for comprehensive health insurance will also apply in certain cases. If an employment arrangement involves a worker staying in Sweden for no more than one year, the employer must ensure that the employee has, or has applied for, comprehensive health insurance. For employers, this change means that existing insurance arrangements should be reviewed in connection with recruitment and work permit applications.

New rules for seasonal Work, ICT Permits and the EU Blue Card

As of 1 June 2026, amended rules apply to certain forms of labour immigration, including seasonal work, ICT permits and the EU Blue Card. Below, we outline the most important changes.

Seasonal work and ICT Permits

For employers hiring workers for seasonal employment, the new rules require that the salary must, at a minimum, correspond to the lowest level set by Swedish collective bargaining agreements or what is customary within the relevant occupation or industry for full-time work. The same salary requirement applies even where the employment is part-time.

A corresponding requirement is also introduced in respect of remuneration under ICT permits. Employers should therefore ensure that salary and remuneration terms meet the new requirements when recruiting staff and applying for permits.

EU Blue Card

There is no change to the current salary threshold for the EU Blue Card. It remains at SEK 53,625 per month. However, the maximum permit period is extended. From 1 June 2026, an EU Blue Card may be granted for up to four years at a time, compared with the previous maximum of two years.

Extended permit period for seasonal work

The permit period for seasonal work is also being extended. The maximum period increases from six to nine months within any twelve-month period. For employers who regularly engage seasonal workers, this change provides greater flexibility in workforce planning and skills supply.

What should employers consider?

Employers that use, or plan to use, these types of permits should review their employment and remuneration terms ahead of future recruitment.

It is particularly important to ensure that salary levels meet the requirements applicable to the relevant type of work permit and that the correct permit category is applied for based on the circumstances of the employment.

Exemptions from the Higher Salary Requirement

As a general rule, the new salary threshold of 90 per cent of the median salary applies from 1 June 2026. However, an exemption applies to certain shortage occupations.

The exemption covers 27 occupations and includes, among others, certain categories of assistant nurses, systems administrators and forestry workers. For these occupations, a lower salary requirement applies instead. A complete list of occupations covered by the exemption is available on the Swedish Migration Agency’s website.

For employers, this exemption means that recruitment to one of these occupations may be subject to a different salary threshold than the general rule. It is therefore important to establish the relevant occupation and occupational code in each individual case.

Special Exemptions

In addition to shortage occupations, special exemptions apply to certain groups. These include:

• Employees of start-up companies in the tech or life sciences sectors
• Individuals holding qualifications equivalent to a degree in pharmacy, medicine, nursing or dentistry
• Recent graduates
• Individuals covered by the Temporary Protection Directive for people from Ukraine

There are also changes affecting employers’ obligations. Employers must notify the Swedish Migration Agency if an employee has not commenced work within four months of the first day on which the permit becomes valid. The Swedish Migration Agency will also gain access to certain information about employers from criminal and suspicion registers in work permit cases.

Occupations that can no longer form the basis for a work permit

The new rules also mean that certain occupations are excluded from eligibility for work permits. This applies to personal assistants and wild berry pickers.

For employers recruiting international talent, it is therefore important to verify, before recruitment begins, whether the position in question is covered by the general rule, an exemption from the salary requirement, or whether the occupation is eligible for a work permit at all.

Need support with work permits or labour immigration?

If you need support with work permit or labour immigration matters, please contact us for advice on the new rules and to learn more about how they may affect your business.