Navigating Maintenance and Income Requirements for Sweden Family Reunification Visas: What HR Should Know

Income and Maintenance Requirements for Sweden Family Reunification Visas

As of 2026, according to the Swedish Migration Agency (Migrationsverket), sponsors must demonstrate sufficient leftover income after paying rent/housing costs to cover the following monthly amounts (these are the standard/norm amounts based on the protected amount for wage garnishment, adjusted annually):

• SEK 6,243 for a single adult
• SEK 10,314 for cohabiting spouses or partners
• SEK 3,336 for children aged 0–6 years
• SEK 4,004 for children aged 7–10 years
• SEK 4,672 for children aged 11–14 years
• SEK 5,339 for children aged 15 years or older

The amounts for children are reduced by any applicable child allowance (barnbidrag) and large family supplement (flerbarnstillägg).

These figures represent the required disposable income after housing expenses to support basic needs (food, clothing, etc.). The sponsor's income must cover these amounts plus actual reasonable housing costs for the entire family size. Housing must also be sufficiently large and appropriate.

Note: A government proposal from late 2025 to increase these maintenance requirements by about 30% (e.g., to around SEK 13,400 for cohabiting partners, plus housing) and limit qualifying income types is planned to take effect from January 1, 2027, not 2026. For applications in 2026, the above current amounts apply.

HR Tip: Verify employee salary contracts and calculate post-rent disposable income carefully to meet these benchmarks.

Housing Criteria for Family Reunification

Suitable housing is a must for family visa approval.

• The home must accommodate the entire family for at least one year ahead.
• Minimum expectations: For two adults, a dwelling with at least one room + kitchen; additional rooms are needed for children (e.g., 2 adults + 2 children require at least two rooms + kitchen).
• Housing can be rented or owned; sublets require landlord approval. Lodging with others or living with parents does not qualify.HR Tip: Aid relocating employees in securing leases or contracts that explicitly confirm accommodation adequacy for the immigration process.

Practical Tips for HR to Facilitate Smooth Applications

• Pre-verify financial compliance: Use payroll data and housing contracts to pre-assess eligibility before application submission.
• Educate employees on documentation: Make sure they understand translation, certified copies, and required proof (e.g., bank statements, lease agreements).
• Coordinate timing: Start family visa paperwork early alongside employee visas to avoid bottlenecks.
• Utilize expert support: Jobbatical’s platform offers audit services and clarity on financial thresholds to prevent mistakes and accelerate approvals.
• Maintain communication: Keep employees updated on requirements and progress to reduce stress and questions.Conclusion

Helping employees relocate their families to Sweden means mastering maintenance and housing criteria. By carefully verifying income thresholds, securing suitable accommodation, and using Jobbatical’s expert guidance, HR professionals can streamline family reunification visas while reducing delays and compliance risks. This creates a smoother transition that keeps employees—and their families—happy and productive in their new home.

Conclusion

Helping employees relocate their families to Sweden means mastering maintenance and housing criteria. By carefully verifying income thresholds, securing suitable accommodation, and using Jobbatical’s expert guidance, HR professionals can streamline family reunification visas while reducing delays and compliance risks. This creates a smoother transition that keeps employees—and their families—happy and productive in their new home.

Disclaimer:

Immigration laws and policies change frequently and may vary by country or nationality. While we strive to provide accurate and up-to-date information, we recommend doing your own due diligence or consulting official sources. You're also welcome to contact us directly for the latest guidance. Jobbatical is not responsible for decisions made based on the information provided.

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