Sweden Work Permits & Visas: Processes for Employers

Navigating the work permit and visa process in Sweden can be complex for employers, particularly when relocating or hiring international employees. Whether you are bringing foreign talent into your organization or hiring from abroad, understanding the different work permit options and the specific visa processes will ensure a smooth transition. This guide outlines the essential steps, requirements, and types of work permits and visas that employers need to know when bringing international workers into Sweden.

Who Needs a Work Permit in Sweden

In Sweden, citizens from countries outside the EU/EEA generally require a work permit to be employed. 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.

Requirements for a Work Permit in Sweden

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.

 
• Valid Passport: The employee must possess a passport with validity extending beyond the intended period of employment.
 
• Employment Contract: A contract signed by both parties detailing job duties, salary, and other employment conditions.
 
• Salary Threshold: The offered salary must be at least 80% of the Swedish median salary.
 
• Insurance Coverage: The employer must provide health, life, industrial injury, and occupational pension insurance.
 
• Advertisement of Position: The job vacancy must have been advertised within the EU/EEA for at least 10 days before hiring a non-EU/EEA candidate.
 

Sweden Work Permit Application Process

 
• Step 1: Job Advertisement - Advertise the position within the EU/EEA for a minimum of 10 days to ensure no suitable candidate is available within the region.
 
• Step 2: Employment Offer - Prepare an employment offer that meets Swedish standards, including salary and insurance requirements.
 
• Step 3: Union Approval - Obtain a statement from the relevant trade union confirming that the employment terms are in line with collective agreements.
 
• Step 4: Application Submission - The employer initiates the application by providing necessary information to the Swedish Migration Agency. The employee then completes their part of the application, attaching required documents.
 
• Step 5: Application Fee - Pay the applicable fee for processing the work permit application.
 
• Step 6: Await Decision - The Swedish Migration Agency processes the application, which may take several months.
 
• Step 7: Residence Permit Card - Upon approval, if the employee requires a visa to enter Sweden, they must visit a Swedish embassy or consulate to provide biometric data for the residence permit card.
 

Process for Visa Sponsorship in Sweden

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

Processing Time for a Work Permit or Visa in Sweden

The processing times for work permits in Sweden can vary depending on the type of application and whether the employer is certified. For first-time applications, certified employers typically experience shorter processing times, with a median of 52 days and an average of 116 days. Non-certified employers face longer processing periods, averaging 144 days. Extension applications can also take longer, with certified employers averaging 220 days and non-certified employers averaging 335 days.

Factors such as the completeness of the application, the specific industry, and the workload of the Swedish Migration Agency can impact these timelines. Employers are advised to apply as early as possible to avoid delays.

Work Permit Renewal Periods in Sweden

Work permits in Sweden are typically issued for a maximum of two years at a time. Employers must ensure that renewal applications are submitted before the current permit expires to maintain legal working status for their employees. Applications for permanent residence permits can only be processed once the employee’s temporary residence permit has expired, so employers should plan accordingly.

It is recommended not to submit renewal applications more than 30 days before the expiration date of the current permit to prevent overlaps or processing delays.

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.

Common Challenges and Tips for Employers Hiring 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.