Sweden’s new work permit rules took effect on 1 June 2026, changing salary thresholds, health insurance requirements, employer compliance checks, and permit durations for several categories.
New salary threshold
From 1 June 2026, the minimum monthly salary for a Swedish work permit must be equivalent to 90% of the Swedish median salary, updated annually by Statistics Sweden each June.
The relevant figure is SEK 34,470, based on Statistics Sweden’s median salary update of 16 June 2026.
The salary must also meet the applicable collective agreement or industry practice standard. Both the 90% median salary threshold and the collective agreement or industry standard must be satisfied.
The threshold applies at the point of decision, not at the point of application. This means applications filed before 1 June 2026 are not automatically protected if they are decided after the new rules apply.
Transitional rule for extensions
Employees who already held a permit granted before 1 June 2026 and who apply for an extension between 1 June and 1 December 2026 remain subject to the previous 80% threshold.
The 90% threshold applies to all extensions filed from 2 December 2026.
Exemptions and exclusions
Twenty-seven occupations qualify for a reduced 75% threshold.
Certain roles are excluded from work permit eligibility entirely. The full list is in the Aliens Ordinance, utlänningsförordningen 2006:97, Chapter 5, §6.
New health insurance requirement
Comprehensive health insurance valid in Sweden is now required across all standard work permit categories where the applicant’s total continuous permitted residence in Sweden is less than 12 months, including extensions.
Lack of valid insurance is grounds for refusal.
The policy must cover:
- Medical care
- Hospitalisation
- Emergency dental care
- Medical repatriation
Proof that a policy has been applied for is sufficient if the policy takes effect from the first day of employment.
Employees whose cumulative permitted residence exceeds 12 months are expected to register with the Swedish population register and access the public healthcare system. They are not subject to this insurance requirement.
Employer compliance checks
From 1 June 2026, an employer’s history can directly lead to refusal of a work permit application.
Grounds may include:
- Criminal convictions above fine level
- Convictions for labour exploitation
- Convictions for human trafficking
- Convictions for tax evasion
- Active government sanctions
Liability can extend through contracting chains to client companies.
Changes to EU Blue Card and ICT permits
The maximum EU Blue Card permit duration has been extended from two years to four years.
The EU Blue Card salary threshold remains SEK 52,000 per month.
ICT permit salaries must meet collective agreement or industry practice minimums, including for part-time arrangements.
Employer action points
Employers should review current work permit holders against the new salary threshold and identify upcoming renewals before the 1 December 2026 transitional deadline.
For new hires, employers should account for the increased salary floor in budget planning.
Employers should also review supply chain and contracting arrangements for compliance risks, since employer history and liability through contracting chains can now affect work permit outcomes.
Source article: newlandchase.com
